Deck 5: Performance Measurement

Question 1

The type of employee comparison method that ranks employees from top to bottom according to proficiency is called

A)paired comparison.
B)simple comparison.
C)direct comparison.
D)group comparison.

Answer 1

B

Question 2

When an employee is required to describe how to complete a task to an interviewer,it is called a(n)______ test.

A)executed
B)walk-through
C)controlled
D)cognitive

Answer 2

B

Question 3

The checklist rating format is typically used in

A)objective measures.
B)hands-on performance measures.
C)personnel measures.
D)judgmental measures.

Answer 3

D

Question 4

An employee who recently received a performance evaluation feels that the respectfulness and personal tone of the communications surrounding his evaluation were improper.Which type of justice is this worker referring to?

A)distributive
B)procedural
C)interpersonal
D)objective

Question 5

Proficiency with which job incumbents perform activities formally recognized as part of their job is _____ performance.

A)task
B)contextual
C)counter-productive
D)situational

Question 6

Performance measurement is commonly used for all of the following except

A)criterion data.
B)surveillance.
C)promotion consideration.
D)employee development.

Question 7

All of the following are examples of performance rating formats except

A)forced choice formats.
B)graphic rating scales.
C)weighted checklists.
D)observation scales.

Question 8

A police officer is required to re-take a driving test.This is an example of a(n)______ performance measure.

A)objective
B)cognitive
C)judgmental
D)hands-on

Question 9

Which of the following types of justice focuses on the fairness of outcomes related to decisions made in the organization?

A)procedural
B)distributive
C)interpersonal
D)operational

Question 10

Which of the following types of performance ratings is least likely to provide useful information when measuring performance?

A)counter-productive
B)task
C)contextual
D)trait

Question 11

Performance ___________ emphasizes the link between individual behavior and organizational strategies and goals by defining performance in the context of those goals.

A)appraisal
B)evaluation
C)management
D)analysis

Question 12

All of the following are disadvantages of hands-on measures except

A)they don't permit the observation of infrequent but important activities.
B)they measure what someone "can do" rather than what they "will do."
C)they can often be expensive to develop.
D)they cover only a sample of the work performance of an individual.

Question 13

Supervisor ratings are examples of

A)objective measures.
B)subjective measures.
C)personnel measures.
D)judgmental measures.

Question 14

Research indicates that the relationships among the different types of performance measures are

A)somewhat strong.
B)moderate.
C)very strong.
D)weak.

Question 15

Sales volume,customer complaints,and output data are examples of

A)objective measures.
B)subjective measures.
C)personnel measures.
D)judgmental measures.

Question 16

Performance management consists of all of the following distinct components except

A)low involvement of subordinates in developing the system.
B)measurement process.
C)definition of performance.
D)communication between supervisor and subordinate about behavior.

Question 17

An employee is asked to create a spreadsheet to compile revenue projections for the up-coming year.A manager then reviews the quality of the spreadsheet.This is an example of a(n)______ performance measure.

A)objective
B)cognitive
C)judgmental
D)hands-on

Question 18

Jack works at Solar Company and has just undergone a performance review.He feels that the process by which the ratings were assigned was unfair.Which type of justice is he concerned about?

A)interpersonal justice
B)operational justice
C)distributive justice
D)procedural justice

Question 19

Adaptive performance shares similarities with

A)task performance.
B)contextual performance.
C)procedural performance.
D)counterproductive performance.

Question 20

An admissions office examines the correlation between students' entrance exam scores and their grades after completing one year of college.In this scenario,students' grades would be an example of

A)criterion data.
B)employee development data.
C)satisfaction data.
D)motivation data.

Question 21

A display of performance scores that run from high on one end to low on the other end is called a ______.

A)checklist
B)graphic rating scale
C)weighted checklist
D)forced choice format

Question 22

Which of the following scales requires the rater to consider how frequently an employee has been seen to act in a particular way?

A) behavioral observation scale
B)mixed standard scale
C)performance observation scale
D)behaviorally anchored rating scale

Question 23

Raters can be made aware of common rating errors in order to reduce the occurrence of errors.This is done through ______ training.

A)administrative
B)frame-of-reference
C)psychometric
D)evaluative

Question 24

One solution for the problem of conflicting stakeholder goals is to

A)use multiple performance evaluation systems,each for a different purpose.
B)remove the involvement of stakeholders in the development of the system.
C)avoid singling out supervisors who provide seemingly accurate ratings.
D)use a system that compensates for incorrect or biased ratings.

Question 25

A manager rank orders five employees on the staff according to proficiencies and duties.This is an example of ______.

A)simple ranking
B)employee comparison method
C)paired comparison
D)complex ranking

Question 26

Culture affects performance evaluations in all of the following ways except

A)High Power Distance cultures are more resistant to 360 degree systems.
B)Collectivist cultures have lower reliability on performance evaluations.
C)Individualist cultures are more amenable to traditional performance evaluation.
D)Masculine cultures emphasize achievement and accomplishments.

Question 27

When a rater avoids choosing an extreme score,_____ error may occur.

A)central tendency
B)leniency
C)severity
D)halo

Question 28

Which of the following frame-of-reference training steps is incorrect?

A)Making sure that the raters understand the meaning of the anchors on the scale.b.Providing feedback on the practice exercise.
C)Asking raters to practice making different types of rating errors.
D)Providing information about the multidimensional nature of performance.

Question 29

According to the textbook,research on cultural differences has shown that _____ employees tend to display modesty bias.

A)American
B)Chinese
C)German
D)French

Question 30

When raters gives themselves lower ratings than warranted,it is called ______.

A)destructive criticism
B)policy capturing
C)modesty bias
D)negative reinforcement

Question 31

Which of the following types of scales use hypothetical situations to rate what duties an employee is expected to do?

A) behavioral observation scale
B)mixed standard scale
C)performance observation scale
D)behaviorally anchored rating scale

Question 32

All of the following are reasons why a rater might commit halo error except

A)the rater believes that one dimension is key.
B)the rater subscribes to the "unitary view" of performance.
C)the rater considers a performance area not included on the form.
D)the rater is overly optimistic or pessimistic in rating performance.

Question 33

The forced choice format is a type of ______.

A)graphic rating scale
B)checklist
C)critical incident
D)simple ranking

Question 34

A technique that allows researchers to code various characteristics and determine which weighed most heavily in decision making is called ______.

A)destructive criticism
B)policy capturing
C)modesty bias
D)negative reinforcement

Question 35

If a rater assigns the same rating to an employee on multiple dimensions,_____ error may occur.

A)similar-to-me
B)leniency
C)severity
D)halo

Question 36

Modesty bias occurs when raters give

A)others higher ratings than are warranted.
B)themselves higher ratings than are warranted.
C)others lower ratings than are warranted.
D)themselves lower ratings than are warranted.

Question 37

Which of the following errors occurs if a rater is unusually harsh?

A)central tendency
B)leniency
C)severity
D)halo

Question 38

Psychometric training involves

A)showing the raters how to conduct certain ratings.
B)teaching the raters to be more considerate.
C)making the raters aware of common rating distortions.
D)providing the raters with a context for assigning ratings.

Question 39

Which of the following errors occurs if a rater is unusually easy?

A)central tendency
B)leniency
C)severity
D)halo

Question 40

To implement 360 degree feedback effectively,all of the following guidelines are useful except

A)make sure to provide names of sources for further feedback.
B)the evaluator should be jointly identified by the supervisor and employee.
C)train information sources as well as those who will deliver feedback.
D)use 360 degree feedback exclusively for developmental and growth purposes.

Question 41

During a performance review,a manager is very sarcastic and offensive in providing feedback.This is an example of ______.

A)destructive criticism
B)policy capturing
C)modesty bias
D)negative reinforcement

Question 42

Collectivist cultures such as China tend to be higher in _____ than individualistic cultures like the U.S.

A)destructive criticism
B)policy capturing
C)modesty bias
D)negative reinforcement

Question 43

Negative feedback that is directed toward personal characteristics rather than job-related behaviors is called ______.

A)destructive criticism
B)policy capturing
C)modesty bias
D)negative reinforcement