Deck 12: Performance Appraisal

Question 1

Which performance appraisal method is considered expensive for organizations with many job categories?

A)written report
B)behaviorally anchored rating scales
C)critical incidents
D)checklist
E)adjective rating scales

Answer 1

D

Question 2

When considering a performance appraisal method,supervisors must keep in mind that the choice may be dictated,or at least limited,by ________.

A)company tradition
B)conscience
C)the EEOC
D)HR policies and procedures
E)time available

Answer 2

D

Question 3

By supplementing supervisory appraisals with peer evaluations,a supervisor can make the appraisal process ________.

A)more biased
B)more accurate
C)more time-consuming
D)less accurate
E)less stressful

Answer 3

B

Question 4

An effective supervisor maintains ________ each employee in which actual incidents that affect job success or failure are recorded.

A)video documentation of
B)mental notes about
C)an ongoing file for
D)an occasional record for
E)an annual record for

Question 5

Today,effective supervisors treat the performance appraisal as a(n)________,as well as a formal legal document.

A)reason to terminate
B)evaluation and development tool
C)justification for promotions
D)determinant in pay adjustments
E)disciplinary tool

Question 6

Some organizations have added self-evaluations and peer evaluations to supplement those performance appraisals made by supervisors.

Question 7

The number of organizations that provide supervisory training in the mechanics of performance appraisal to minimize the likelihood that discrimination might occur in the process is decreasing.

Question 8

If the company you work for has a published handbook that describes performance appraisal procedures,the courts in most states consider it a(n)________.

A)discriminatory document
B)standing plan
C)employment-at-will contract
D)implied contract-at-will
E)binding contract

Question 9

A supervisor may not need to provide employees with daily extrinsic performance feedback if their jobs are rich with intrinsic feedback.

Question 10

The effective supervisor continually provides informal information to employees - commenting on the ________ their work and pointing out problems when they surface.

A)poor workmanship in
B)positive aspects of
C)need to improve peer relationships in
D)unhappiness with employee's attention to
E)sloppiness of

Question 11

Supervisors use performance appraisal as a means for helping employees improve future performance.

Question 12

In some jobs,employees regularly get ________ on how well they are doing because feedback is built into the job.

A)job analysis
B)intrinsic feedback
C)performance data
D)re-engineering advice
E)job evaluation

Question 13

How often should an informal performance appraisal be conducted?

A)day to day
B)at least once a year
C)twice a year
D)on the anniversary date of the employee
E)once a month

Question 14

________ is structured formal interaction between an employee and a supervisor that usually takes the form of a periodic interview in which the work performance of the employee is examined and discussed.

A)Management by objective
B)Performance appraisal
C)Job evaluation
D)Job description
E)Graphic rating

Question 15

When using the ________ each employee is compared against every other employee - an arduous task when assessing large numbers of employees.

A)group order ranking method
B)individual ranking method
C)360-degree appraisal
D)graphic rating scale method
E)paired comparison approach

Question 16

Which performance appraisal method compares employees against other employees in evaluating their performance?

A)faction comparison
B)individual ranking
C)critical incidents
D)adjective rating scale
E)graphic rating scale

Question 17

Equal employment opportunity laws require that all human resource practices,including performance appraisals,be ________.

A)reviewed by the EEOC
B)justified
C)procedural
D)free of bias
E)objective

Question 18

Appraisal criteria,methods,and documentation must be designed to ensure that they are ________.

A)consistent with standing plans
B)unilaterally prepared
C)promoting the halo effect
D)job related
E)full of subjectivity

Question 19

Intrinsic feedback is provided to an employee by an outside source such as a management consultant.

Question 20

What are the legal issues that a supervisor should keep in mind concerning performance appraisals?

Question 21

Experts agree that traits are inferior to both task outcomes and behaviors as appraisal criteria because traits refer to performance itself,not to potential predictions of performance.

Question 22

Supervisors can overcome barriers to effective performance appraisal by instituting the following EXCEPT ________.

A)combining absolute and relative standards
B)using multiple raters
C)creating central tendency
D)continually documenting employee performance
E)using behaviorally-based measures

Question 23

Behaviorally anchored rating scales specify ________ job behaviors.

A)definite,observable,and measurable
B)ambiguous,observable,and measurable
C)definite,imperceptible,and measurable
D)definite,observable,and detectable
E)significant,perceptible,and detectable

Question 24

When a supervisor overstates an employee's performance,a ________ occurs.

A)rating bias
B)positive leniency error
C)critical incident
D)halo error
E)central tendency misjudgment

Question 25

A list of critical incidents cites specific behaviors not ________.

A)quality of work
B)quantity of work
C)job knowledge
D)dependability
E)personality traits

Question 26

A major drawback to using the checklist method is the ________.

A)similarity error
B)central tendency error
C)halo error
D)cost
E)time constraint

Question 27

The three most popular sets of criteria that supervisors appraise are ________.

A)individual temperament,punctuality,and thoroughness
B)individual task outcomes,behaviors,and traits
C)individual work record,punctuality,and excellence
D)individual behavior,loyalty,and traits
E)individual personality,task accomplishment,and attendance

Question 28

The ________ method of performance appraisal allows for no ties,which can be advantageous because it does not allow supervisors to avoid confronting differences in performance levels.

A)individual ranking
B)relative standard
C)graphic rating scale
D)group order ranking
E)behaviorally anchored

Question 29

The simplest method of appraisal,writing a narrative describing an employee's strengths,weaknesses,past performance,potential,and suggestions for improvement,is the ________ performance appraisal method.

A)faction comparison
B)checklist
C)critical incidents
D)comparative standards
E)written essay

Question 30

When using the group order ranking performance appraisal method,as the sample size increases,the validity of relative scores as an accurate measure decreases.

Question 31

When appraisers rate other people giving special consideration to those qualities that they perceive in themselves,they are making a ________ error.

A)low leniency
B)similarity
C)halo
D)central tendency
E)graphic rating

Question 32

The more opportunities a supervisor has to observe an employee's behavior firsthand ________.

A)the more the central tendency can be upgraded
B)the less often critical incidents will be observed
C)the more the halo error can be maximized
D)the more accurate the appraisal is likely to be
E)the more bias can be subjectively interpreted

Question 33

The advantage of ________ is that it prevents a supervisor from inflating employee evaluations so that everyone looks good or equalizing the evaluations so that everyone is rated near the average.

A)feedback
B)documentation
C)group ordering
D)individual ranking
E)behavioral description

Question 34

With the written essay,a good or bad appraisal may be determined as much by the supervisor's writing style as by the employee's actual level of performance.

Question 35

The ________ requires supervisors to place employees into particular classifications,such as "top one-fifth" or "second one-fifth."

A)individual ranking method
B)behaviorally anchored rating scale
C)relative standard method
D)graphic rating scale
E)group order ranking method

Question 36

Rating people on the degree to which they are dependable,confident,aggressive,and loyal,is evaluating ________.

A)standards
B)behaviors
C)outcomes
D)traits
E)motivation

Question 37

Discuss the three approaches a supervisor might use for conducting performance appraisals.

Question 38

The tendency to rate an individual high or low on all factors due to the impression of a high or low rating on some specific factor is ________.

A)behavioral rating
B)central tendency error
C)graphic rating
D)halo error
E)individual ranking

Question 39

When an evaluator recalls,and then gives greater importance to,employee job behaviors that have occurred near the end of the performance-measuring period,this results in ________.

A)leniency error
B)critical incidents
C)recency error
D)central tendency
E)halo error

Question 40

One of the oldest and most popular performance appraisal methods,the ________,is used to assess such factors as quantity and quality of work,job knowledge,cooperation,loyalty,dependability,etc.

A)adjective rating scale
B)group index ranking
C)critical incident
D)checklist
E)factor comparison

Question 41

What can a supervisor do to overcome barriers in order to implement effective appraisals?

Question 42

Supervisors have the right and the obligation to make sure employees understand that if personal problems interfere with their work,they need to solve those personal problems.

Question 43

The ________ appraisal seeks performance feedback from such sources as oneself,bosses,peers,team members,customers,and suppliers and has become very popular in contemporary organizations.

A)paired comparison
B)group order ranking
C)absolute standards
D)360-degree
E)critical incidents

Question 44

If your appraisal skills are deficient,there is evidence that you can become a more accurate rater by ________.

A)knowing equal opportunity laws
B)starting apprenticeship training
C)participating in performance-appraisal training
D)creating friends in your department
E)becoming closer to your employees

Question 45

The following are steps utilized in counseling employees EXCEPT ________.

A)come to a resolution
B)listen to what the employees has to say
C)identify the problem
D)clarify alternatives
E)identify differences of opinion

Question 46

It is suggested that supervisors include peer evaluations from team members in the performance appraisals of those whose jobs are inherently designed ________.

A)to be independent from one another
B)to be technically difficult
C)to maximize employee interaction
D)around teamwork
E)to decrease both halo and leniency errors

Question 47

The halo error is a tendency to rate an individual high or low on all factors as a result of the impression of a high or low rating on some specific factor.

Question 48

It's usually a good idea to end a counseling session with the employee summarizing what has taken place and with ________.

A)agreement to meet in one week
B)a written report summarizing the meeting
C)the specific actions to be taken
D)clarification of the alternatives
E)identification of the problem

Question 49

Describe what is meant by the term 360-degree appraisal.

Question 50

Identify and explain the steps necessary to implement an effective counseling program.