Deck 9: Performance Management and Appraisal

Question 1

If a performance appraisal focuses on an employee's ability to "identify and analyze problems" or to "maintain harmonious and effective working relationships," then the performance appraisal is focused on measuring .

A)achievement of objectives
B)performance of actual duties
C)generic dimensions of performance
D)employee competency
E)all of the above

Answer 1

D

Question 2

When designing an actual appraisal method, the two basic considerations are .

A)when to measure and how to measure
B)when to measure and what to measure
C)who should measure and when to measure
D)what to measure and how to measure
E)what to measure and who should measure

Answer 2

D

Question 3

Who is the primary person responsible for doing the actual appraising of an employee's performance?

A)the EEO contact person
B)the human resource manager
C)the employee's direct supervisor
D)the company appraiser
E)none of the above

Answer 3

C

Question 4

When using goal setting in performance management, the goals should be .

A)specific
B)challenging
C)doable
D)difficult
E)all of the above

Question 5

The most popular technique for appraising performance is the method.

A)constant sum rating scale
B)graphic rating scale
C)MBO
D)Likert
E)alternation ranking

Question 6

Which of the following is not one of the guidelines for effective goal setting?

A)assign challenging but doable goals
B)assign specific goals
C)assign measurable goals
D)assign consequences for performance
E)encourage participation

Question 7

The component of an effective performance management process that explains each employee's role in terms of his or her day-to-day work is called .

A)role clarification
B)goal alignment
C)direction sharing
D)developmental goal setting
E)coaching and support

Question 8

Performance management combines performance appraisal with to ensure that employee performance is supportive of corporate goals.

A)incentive systems
B)goal setting
C)training
D)all of the above
E)none of the above

Question 9

What do performance appraisals measure?

A)employee competency
B)achievement of objectives
C)generic dimensions of performance
D)performance of actual duties
E)all of the above

Question 10

Managers following a performance management approach to appraisals will usually meet with employees on a basis.

A)bi-monthly
B)monthly
C)yearly
D)bi-annual
E)weekly

Question 11

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called .

A)strategic organizational development
B)human resource management
C)strategic management
D)performance appraisal
E)performance management

Question 12

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called .

A)recruitment
B)employee selection
C)organizational development
D)training
E)performance appraisal

Question 13

Which performance appraisal technique lists traits and a range of performance?

A)constant sum rating scale
B)Likert
C)MBO
D)alternation ranking
E)graphic rating scale

Question 14

Participatively set goals result in higher performance than assigned goals when .

A)participatively set goals are used consistently
B)assigned goals are more difficult
C)the goals are doable
D)the rewards are also higher
E)participatively set goals are more difficult

Question 15

Managers following a traditional performance appraisal system will typically meet with employees on a basis.

A)daily
B)weekly
C)yearly
D)bi-monthly
E)monthly

Question 16

Which of the following is not a role played by the HR department regarding performance appraisals?

A)ensuring compliance with EEO laws
B)advising regarding appraisal tools and procedures
C)monitoring the appraisal system
D)appraising of employees
E)training of supervisors

Question 17

The M in the acronym for SMART goals stands for .

A)merit
B)moderate
C)measurable
D)meaningful
E)mid-range

Question 18

The component of an effective performance management process that communicates the organization's higher level goals throughout the organization and then translates these goals into departmental goals is called .

A)coaching and support
B)developmental goal setting
C)direction sharing
D)role clarification
E)goal alignment

Question 19

The A in the acronym for SMART goals stands for .

A)attitude
B)appropriate
C)attainable
D)actionable
E)asset

Question 20

The S in the acronym for SMART goals stands for .

A)source
B)support
C)strategic
D)specific
E)straightforward

Question 21

Which appraisal method combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance?

A)graphic rating scale
B)constant sums rating scale
C)alternation ranking
D)behaviorally anchored rating scale
E)none of the above

Question 22

John, the supervisor of the manufacturing department, is in the process of evaluating his staff's performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. John is using a method.

A)forced distribution
B)alternation ranking
C)constant sum ranking scale
D)graphic rating scale
E)paired comparison

Question 23

With the method, the supervisor keeps a log of positive and negative examples of a subordinateʹs work-related behavior.

A)forced distribution
B)critical incident
C)narrative forms
D)alternation ranking
E)constant sums rating

Question 24

All of the following are advantages of behaviorally anchored rating scales (BARS)except that they .

A)help explain performance appraisal ratings to appraisees
B)are reliable
C)provide clearer standards
D)are time consuming
E)are more accurate

Question 25

Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the method of performance appraisal.

A)alternation ranking
B)constant sum ranking scale
C)graphic ranking scale
D)paired comparison
E)forced distribution

Question 26

Forced distribution refers to an appraisal method, which .

A)combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
B)requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior
C)requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories
D)is based on progress made toward the accomplishment of measurable goals
E)involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Question 27

Alternation ranking refers to an appraisal method, which .

A)requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior
B)combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
C)requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories
D)is based on progress made toward the accomplishment of measurable goals
E)involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Question 28

The most popular method for ranking employees is the method.

A)alternation ranking
B)constant sum ranking scale
C)forced distribution
D)graphic ranking scale
E)paired comparison

Question 29

Which of the following measurement methods rates employee performance relative to other employees?

A)critical incident method
B)constant sums rating
C)forced distribution
D)likert scale
E)graphic rating scale

Question 30

If a performance appraisal focuses on an employee's quality and quantity of wok, then the performance appraisal is focused on measuring .

A)generic dimensions of performance
B)employee competency
C)performance of actual duties
D)achievement of objectives
E)all of the above

Question 31

Which of the following is a problem with using MBO?

A)tug of war between subordinate and manager regarding goals
B)it is time consuming
C)a tendency to set unmeasurable objectives
D)a tendency to set unclear objectives
E)all of the above

Question 32

The method of performance appraisal involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked.

A)constant sum rating scale
B)MBO
C)alternation ranking
D)Likert
E)graphic rating scale

Question 33

Behaviorally anchored rating scale (BARS)refers to an appraisal method, which .

A)combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
B)requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories
C)requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior
D)is based on progress made toward the accomplishment of measurable goals
E)involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Question 34

The critical incident technique refers to an appraisal method, which .

A)is based on progress made toward the accomplishment of measurable goals
B)combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
C)requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories
D)involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked
E)requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior

Question 35

Management by objectives (MBO)refers to an appraisal method, which .

A)is based on progress made toward the accomplishment of measurable goals
B)combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
C)requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories
D)involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked
E)requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior

Question 36

Which step in developing a behaviorally anchored rating scale involves clustering critical incidents into a smaller set of performance dimensions?

A)first
B)second
C)third
D)fourth
E)fifth

Question 37

All of the following are advantages of using the critical incident method for appraising performance except that .

A)incidents can be tied to performance goals
B)it reflects performance from throughout the appraisal period
C)it provides examples of good performance
D)it provides examples of poor performance
E)it does not include a numerical rating

Question 38

When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the method of performance appraisal.

A)alternation ranking
B)forced distribution
C)constant sum ranking scale
D)paired comparison
E)graphic ranking scale

Question 39

The first step in developing a behaviorally anchored rating scale is to .

A)develop a final instrument
B)develop performance dimensions
C)reallocate incidents
D)scale incidents
E)generate critical incidents

Question 40

Which step in developing a behaviorally anchored rating scale involves clustering definitions and critical incidents, reassigning each incident to the cluster where it fits best and then determining the level of agreement among the group as to the allocation of incidents?

A)first
B)second
C)third
D)fourth
E)fifth

Question 41

Rating committees, made up of an employee's immediate supervisor along with other supervisors, usually have members.

A)1-2
B)3-4
C)6-7
D)8-9
E)10 or more

Question 42

Peer appraisals have been shown to result in a(n).

A)tendency to inaccurately predict who would be promoted
B)reduction of group cohesion
C)lower task motivation
D)decrease in satisfaction with the group
E)reduction of social loafing in the team

Question 43

Some supervisors, when filling in rating scales, tend to avoid the highs and lows on the scale and rate most people in the middle. This means that all employees may be rated average.

A)stereotyping
B)halo effect
C)strictness
D)central tendency
E)leniency

Question 44

When different supervisors define levels of performance (good, fair, poor)differently, unfair appraisals could result due to a problem with .

A)complexity
B)leniency
C)halo effects
D)unclear standards
E)central tendency

Question 45

When an employee's personal characteristics such as age, race, and gender influence a supervisor's evaluation of his or her performance, the problem of has occurred.

A)bias
B)halo affect
C)central tendency
D)stereotyping
E)strictness

Question 46

The best way of reducing the problems of leniency or strictness in performance appraisals is to .

A)impose a distribution for performance
B)train supervisors to avoid it
C)be aware of the problem
D)consider the purpose of the appraisal
E)rank employees

Question 47

The best way of reducing the problem of central tendency in performance appraisals is to .

A)be aware of the problem
B)train supervisors to avoid it
C)consider the purpose of the appraisal
D)rank employees
E)impose a distribution for performance

Question 48

Firms that use let subordinates anonymously rate their supervisor's performance.

A)upward feedback
B)narratives
C)MBO
D)downward feedback
E)critical incidents

Question 49

Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal?

A)peers
B)top management
C)customers
D)rating committees
E)immediate supervisor

Question 50

Performance appraisals may be conducted by .

A)peers
B)subordinates
C)the immediate supervisor
D)rating committees
E)all of the above

Question 51

Graphic rating scales are subject to all of the following problems except .

A)complexity
B)unclear standards
C)central tendency
D)leniency
E)halo effects

Question 52

Which big five personality trait is associated with performance appraisal ratings that are too lenient?

A)openness
B)agreeableness
C)neuroticism
D)conscientiousness
E)extraversion

Question 53

Jason is generally considered unfriendly at work. His supervisor rates him low on the trait "gets along well with others" but also rates him lower on other traits unrelated to socialization at work. Jason's performance appraisal may be unfair due to .

A)impression management
B)strictness
C)bias
D)halo effects
E)stereotyping

Question 54

Which of the following could result in a legally questionable appraisal process?

A)conduct a job analysis to establish criteria and standards for successful performance
B)administer and score appraisals in a standardized fashion
C)avoid abstract trait names when using graphic rating scales
D)use clearly defined job performance dimensions
E)base appraisals on subjective supervisory observations

Question 55

is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

A)Central tendency
B)Halo effect
C)Stereotyping
D)Bias
E)Impression management

Question 56

Which big five personality trait is associated with performance appraisal ratings that are too strict?

A)extraversion
B)conscientiousness
C)neuroticism
D)agreeableness
E)openness

Question 57

The problem occurs when supervisors tend to rate all their subordinates consistently low.

A)leniency
B)bias
C)central tendency
D)halo effect
E)strictness

Question 58

What usually occurs when employees rate themselves in a performance appraisal?

A)ratings are about the same as when determined by peers
B)logrolling could occur
C)interrater reliability is higher
D)ratings are higher than when rated by supervisors or peers
E)appraisals are subject to halo effects

Question 59

While peer appraisals have many benefits, one problem is , when several peers collaborate to rate each other highly.

A)impression management
B)alliance forging
C)group think
D)logrolling
E)social loafing

Question 60

The problem occurs when supervisors tend to rate all their subordinates consistently high.

A)strictness
B)central tendency
C)leniency
D)bias
E)halo effect

Question 61

When conducting an appraisal interview, supervisors should do all of the following except .

A)compare the person's performance to a standard
B)talk in terms of objective work data
C)give specific examples of poor performance
D)compare the person's performance to that of other employees
E)encourage the employee to talk

Question 62

A properly designed performance management system utilizes yearly meetings to ensure continuous improvement in the employee's capacity and performance.

Question 63

You are conducting an appraisal interview with an employee who is satisfactory, but not promotable. Which incentive listed below would likely be the least effective for maintaining satisfactory performance in this situation?

A)additional authority
B)additional professional development
C)compliments
D)time off
E)small bonus

Question 64

When a supervisor must criticize a subordinate in an appraisal interview, it is best to .

A)provide examples of critical incidents
B)hold the meeting with other people who can diffuse the negative situation
C)provide feedback once per year
D)acknowledge the supervisor's personal biases in the situation
E)surprise the employee so they cannot develop excuses for poor performance

Question 65

Subordinates may feel dissatisfied with their appraisal interview when they .

A)are shown specific examples of their poor performance
B)feel threatened during the interview
C)have an opportunity to influence the course of the interview
D)have a constructive interviewer conduct the interview
E)have an opportunity to express their ideas

Question 66

When an employee's performance is so poor that a written warning is required, the warning should .

A)be sent to the employee in question, to the manager's superior, and to the EEO office
B)provide examples of times when the employee did meet the standards
C)identify the standards by which the employee is judged
D)provide examples of employees who met the standards
E)all of the above

Question 67

When subordinates provide feedback for supervisors, the comments should be anonymous because identifiable responses tend to result in .

A)more negative attitudes from managers receiving the feedback
B)increased comfort with the process on the part of the subordinate
C)more inflated ratings
D)more critical ratings
E)all of the above

Question 68

Which is the easiest type of appraisal interview to conduct?

A)unsatisfactory-uncorrectable
B)satisfactory-promotable
C)unsatisfactory-correctable
D)satisfactory-not promotable
E)final warning

Question 69

The forced distribution method is similar to grading on a curve meaning that predetermined percentages of those being rated are placed into performance categories.

Question 70

Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.

Question 71

The HR department conducts performance appraisals, develops the appraisal tools, and monitors the appraisal system.

Question 72

Performance appraisals assume that the employee understood what his or her performance standards were.

Question 73

What process allows top management to diagnose the management styles of supervisors, identify potential "people" problems, and take corrective action with individual supervisors as necessary?

A)organizational development
B)upward feedback
C)strategic performance appraisal
D)critical incidents
E)MBO

Question 74

Goals should be challenging, but not so difficult that they appear impossible or unrealistic.

Question 75

When actual job duties are appraised, the idea is to focus on the extent to which the employee exhibits the competencies that the employer values.

Question 76

What is another term for 360-degree feedback?

A)wheel feedback
B)feedback loop
C)upward feedback
D)multi-source assessment
E)circle feedback

Question 77

The alternation ranking method is the simplest and most popular technique for appraising performance.

Question 78

The basic problem with rankings is that while it is not difficult to identify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others.

Question 79

Which of the following responses is not typical during a negative appraisal interview?

A)denial
B)retreat
C)relief
D)anger
E)aggression

Question 80

The evidence suggests that participatively set goals consistently result in higher performance than assigned goals.