Deck 12: Appraising Employee Performance

Question 1

A(n)___________________ is a meeting held between a supervisor and an employee to review the performance rating and,using that evaluation as a basis,discuss the overall quality of the employee's work and methods for improving it,if necessary.

Answer 1

appraisal interview

Question 2

In an appraisal interview,you must clarify the purpose of the meeting.Which step is this in the appraisal process?

A)step 1
B)step 2
C)step 3
D)step 4

Answer 2

B

Question 3

Which of the following is false about self-appraisal systems?

A)They allow employees to take responsibility for evaluating their own performance.
B)They empower employees.
C)They require little training and guidance.
D)They require monitoring by the supervisor.

Answer 3

C

Question 4

A ___________________ is a performance appraisal format that describes,and provides examples of,behavior that can be rated along a scale from outstanding to unsatisfactory.

Question 5

Which of the following is not a way to praise employees?

A)Do it now.
B)Write a personal note.
C)Make a surprise announcement.
D)Keep any rewards a secret.

Question 6

During a performance review,an employee complains to you that his desk location on the second floor is problematic because the building has no elevator and he walks with a cane.Which of the following is the legal implication of his complaint?

A)equal pay for equal work
B)discrimination based on age,gender,religion,race,color,sexual orientation,or national origin
C)accommodation of the physical and mental needs of the disabled and of veterans
D)equal employment opportunity

Question 7

A common form of bias is _____,which is when an appraiser allows an individual's contrary personality to affect the appraisal of his or her good work.

A)recency
B)overemphasis
C)prejudice
D)indiscrimination

Question 8

___________________ is a formal and systematic evaluation of how well a person performs his or her work and fills the appropriate role in the organization.

Question 9

In an appraisal interview,you must prepare the employee for the meeting.Which step is this in the appraisal process?

A)step 1
B)step 2
C)step 3
D)step 4

Question 10

Many employees engage in ___________________ which means that they rarely ask for performance-related information.

Question 11

Bonny is delivering a performance appraisal and makes a point to list upcoming seminars her employee might be interested in.Which point of the performance appraisal is she satisfying?

A)correct below standard performance
B)inform the employee how he is doing
C)provide an opportunity for developing employee skills
D)provide a foundation for future career decisions

Question 12

Which of the following should you do if you are accused of bias during a performance evaluation?

A)review your own attitudes
B)end the meeting as soon as possible
C)send the employee to human resources immediately
D)explain how other employees have reacted to similar news

Question 13

Andrew received an increase in his salary after his recent performance appraisal because his job performance was above average.What is this increase called?

A)job evaluation
B)appraisal
C)merit raise
D)bonus

Question 14

In an appraisal interview,you should ask the employee to summarize the key points of the conversation.Which step is this in the appraisal process?

A)step 1
B)step 2
C)step 3
D)step 4

Question 15

A common form of bias is _____,when an appraiser is too critical or generous; no one gets a good rating,or everyone does.

A)recency
B)overemphasis
C)prejudice
D)indiscrimination

Question 16

A ___________________ is a specific performance goal that a product is expected to meet.

Question 17

A common form of bias is _____,when an appraiser relies too heavily on what happened last week instead of what happened over the course of the appraisal period.

A)recency
B)overemphasis
C)prejudice
D)indiscrimination

Question 18

During a performance review,an employee complains to you that she knows a male coworker is getting paid more than she is for the same job.Which of the following is the legal implication of her complaint?

A)equal pay for equal work
B)discrimination based on age,gender,religion,race,color,sexual orientation,or national origin
C)accommodation of the physical and mental needs of the disabled and of veterans
D)equal employment opportunity

Question 19

Don is delivering a performance appraisal and is reviewing data of poor performance with an employee.Which point of the performance appraisal is he satisfying?

A)correct below standard performance
B)inform the employee how he is doing
C)provide an opportunity for developing employee skills
D)provide a foundation for future career decisions

Question 20

___________________ factors in a performance appraisal tend to represent opinions,such as those about attitude,personality,and adaptability.

Question 21

The final step in the appraisal interview process is to prepare the employee to come to the meeting expecting to compare notes.
This is the first step.

Question 22

Central tendency is a type of bias in which an appraiser judges employees more favorably if they have characters similar to their own.
This is a similarity bias.

Question 23

Employees may have unsatisfactory job performance because you are too effective as a manager.

Question 24

Grouping is a type of bias in which an appraiser judges all employees in a substandard department the same,despite individual differences.

Question 25

List the four key ethical traps that a supervisor must watch out for.

Question 26

___________________ focuses on identifying,developing,and managing psychological strengths within employees.

Question 27

Appraisers cannot avoid bias in the performance appraisal process.

Question 28

It is fairly uncommon for an employee to charge bias or favoritism to others after an unfavorable review.

Question 29

Deficient performance may stem from individuals assigned to work that does not match their capabilities.

Question 30

The final step in the performance appraisal process is to ask the employee to summarize the key points of the conversation.

Question 31

Employees are likely to respond to criticism in an appraisal by attempting to save face.

Question 32

Deficient performance cannot stem from individuals having issues with pressure from the work group.

Question 33

The halo effect is a generalization in which one aspect of performance or a single quality of an individual's nature overshadows and affects every other aspect about that person.

Question 34

A performance appraisal is a systematic method for appraising the worth of a particular job,not the individual who performs it.
This is a job evaluation.

Question 35

Employees may have unsatisfactory job performance because they never received the proper training.

Question 36

___________________ is the process of allowing employees to take responsibility for evaluating their own performance.

Question 37

One of the legal implications of performance evaluations is related to the legal doctrine ___________________ pay for ___________________ work.

Question 38

In a performance appraisal,you should begin with a recognition of work well done,then discuss unsatisfactory areas of performance and plans for improvement,and finally end with a summary of unfavorable performance.
End with a summary of favorable performance.

Question 39

The second step in the appraisal interview process is to put the individual at ease and clarify the purpose of the meeting.

Question 40

At the core of all successful appraisal formats are clearly defined and explicitly communicated standards of employee performance.

Question 41

Self-appraisal systems rarely provide desired results.

Question 42

One legal implication of performance appraisals is equal employment opportunities.

Question 43

You should avoid explaining the recourse an employee has during the employee process.

Question 44

You should follow company policy when determining wage increases for employees.

Question 45

One legal implication of performance appraisals is discrimination.

Question 46

You do not need to keep a written record of a performance appraisal if your human resources department keeps a record.

Question 47

Fairness is rarely an ethical issue in performance appraisal process.

Question 48

You should never give an employee the highest rating in a performance appraisal.

Question 49

You should wait to appraise new employees until their probationary period is almost over.