Deck 9: Performance Management and Appraisal

Question 1

Which of the following is most likely NOT a role played by the HR department in the performance appraisal process?

A) conducting appraisals of employees
B) monitoring the effectiveness of the appraisal system
C) providing performance appraisal training to supervisors
D) ensuring the appraisal system's compliance with EEO laws
E) giving advice to supervisors about the proper appraisal tools to use

Answer 1

A

Question 2

SMART goals are best described as ________.

A) specific, measurable, attainable, relevant, and timely
B) straightforward, meaningful, accessible, real, and tested
C) strategic, moderate, achievable, relevant, and timely
D) specific, measurable, achievable, relevant, and tested
E) supportive, meaningful, attainable, real, and timely

Answer 2

A

Question 3

The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.

A) apply for managerial positions
B) remove any performance deficiencies
C) revise their performance standards
D) enroll in work-related training programs
E) change their peer evaluation procedures

Answer 3

B

Question 4

Wilson Consulting is a management consulting firm with seventy employees.As associate vice president of marketing,Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision.Suzanne plans to use a graphic rating scale to evaluate the performance of her subordinates. Which of the following,if true,best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use?

A) The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents.
B) Employees in Suzanne's department who are categorized in the bottom 10% of the firm's employees will be immediately dismissed.
C) Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position.
D) Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills.
E) Employees in Suzanne's department participated in developing their own performance standards when they were first hired by the firm.

Question 5

Kendra needs to rate five of her subordinates.She makes a chart of all possible pairs of employees for each trait being evaluated.Then,she indicates the better employee of each pair with a positive symbol on the chart.Finally,she totals the number of positive symbols for each employee.Which method of performance appraisal has Kendra most likely used?

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

Question 6

Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?

A) digital dashboard
B) graphic rating scale
C) critical incident method
D) alternation ranking method
E) electronic performance monitoring

Question 7

Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals?

A) difficult to implement
B) harm to employee morale
C) high costs of administration
D) standardization of group sizes
E) time consuming to administer

Question 8

John,the supervisor of the manufacturing department at a computer firm,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.Which performance appraisal tool has John chosen to use?

A) behaviorally anchored rating scale
B) management by objectives
C) forced distribution
D) alternation ranking
E) paired comparison

Question 9

All of the following are usually measured by a graphic rating scale EXCEPT ________.

A) generic dimensions of performance
B) performance of actual duties
C) performance of co-workers
D) achievement of objectives
E) job-related competencies

Question 10

Which of the following is the easiest and most popular technique for appraising employee performance?

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

Question 11

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

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

Question 12

Which of the following measurement methods is similar to grading on a curve?

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

Question 13

The most popular method for ranking employees is the ________ method.

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

Question 14

Which performance appraisal technique lists traits and a range of performance values for each trait?

A) behaviorally anchored rating scale
B) graphic rating scale
C) forced distribution
D) narrative assessment
E) critical incident

Question 15

In most organizations,which of the following is primarily responsible for appraising an employee's performance?

A) employee's direct supervisor
B) company appraiser
C) human resources manager
D) EEO representative
E) employee's subordinates

Question 16

Which performance appraisal tool is being used when a supervisor places predetermined percentages of ratees into various performance categories?

A) behaviorally anchored rating scale
B) graphic ranking scale
C) alternation ranking
D) paired comparison
E) forced distribution

Question 17

All of the following are reasons for appraising an employee's performance EXCEPT ________.

A) assisting with career planning
B) correcting any work-related deficiencies
C) creating an organizational strategy map
D) determining appropriate salary and bonuses
E) making decisions about promotions

Question 18

Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?

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

Question 19

Which of the following is NOT one of the recommended guidelines for setting effective employee goals?

A) assigning specific goals
B) assigning measurable goals
C) assigning challenging but doable goals
D) administering consequences for failure to meet goals
E) encouraging employees to participate in setting goals

Question 20

What is the first step in the appraisal process?

A) giving feedback
B) defining the job
C) administering the appraisal tool
D) making plans to provide training
E) analyzing an employee's progress

Question 21

What is the primary disadvantage of developing a behaviorally anchored rating scale?

A) costly
B) unreliable
C) time consuming
D) unclear performance standards
E) lack of feedback for subordinates

Question 22

Which performance appraisal tools requires a supervisor to maintain a log of positive and negative examples of a subordinate's work-related behavior?

A) alternation ranking
B) paired comparison
C) forced distribution
D) critical incident
E) graphic rating

Question 23

Which of the following is the best way for a supervisor to correct a performance appraisal problem caused by unclear standards?

A) focusing on performance instead of personality traits
B) using graphic rating scales to rank employees
C) avoiding the use of extremely low ratings
D) using descriptive phrases to illustrate traits
E) allowing employees to rate themselves first

Question 24

Stacey is using a behaviorally anchored rating scale as a performance appraisal tool.She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance.What should Stacey do next?

A) create a final appraisal instrument
B) develop performance dimensions
C) rank employees from high to low
D) reallocate the incidents
E) rate the incidents

Question 25

Wilson Consulting is a management consulting firm with seventy employees.As associate vice president of marketing,Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision.Suzanne plans to use the behaviorally anchored rating scale (BARS)to evaluate the performance of her subordinates.
Which of the following,if true,supports the argument that BARS is the most appropriate performance appraisal tool for Suzanne to use?

A) Suzanne wants to provide her subordinates with specific examples of their good and poor job performance during the appraisal interview.
B) Suzanne encourages her subordinates to review and make comments about their appraisal during a formal appeals process.
C) Wilson Consulting recently installed an electronic performance monitoring system to help supervisors conduct appraisals.
D) Wilson Consulting provides training to all supervisors regarding legally defensible performance appraisals.
E) Suzanne provides her subordinates with upward feedback as a way to illustrate the ratings she assigns to each employee.

Question 26

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

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

Question 27

Nick supervises a team of data entry specialists.Lately,productivity has been down,and Nick believes his subordinates are not working as efficiently as possible.Which of the following tools would provide Nick with daily information about each employee's rate,accuracy,and time spent entering data?

A) digital dashboard device
B) electronic performance monitoring system
C) Web-based management oversight device
D) electronic performance support system
E) computerized performance appraisal system

Question 28

Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?

A) recency effect
B) halo effect
C) central tendency
D) stereotyping
E) discrimination

Question 29

All of the following are benefits of using computerized or Web-based performance appraisal systems EXCEPT ________.

A) merging examples with performance ratings
B) helping managers maintain computerized notes
C) allowing employees to perform self-evaluations
D) combining different performance appraisal tools
E) enabling managers to monitor employees' computers

Question 30

Which of the following is NOT a characteristic of the critical incident method for performance appraisal?

A) providing examples of excellent work performance
B) comparing and ranking employees within a group
C) connecting specific incidents with performance goals
D) reflecting performance throughout the appraisal period
E) compiling examples of ineffective work performance

Question 31

A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.

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

Question 32

Which of the following best describes a behaviorally anchored rating scale?

A) chart of paired subordinates ranked in order of performance
B) combination of narrative critical incidents and quantified performance scales
C) diary of positive and negative examples of a subordinate's work performance
D) predetermined percentages of subordinates in various performance categories
E) list of subordinates from highest to lowest based on specific performance traits

Question 33

It is most important that supervisors who choose management by objectives as a performance appraisal tool use ________.

A) SMART goals
B) EPM systems
C) computerized notes
D) graphic rating scales
E) BARS-based techniques

Question 34

Wilson Consulting is a management consulting firm with seventy employees.As associate vice president of marketing,Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision.Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following,if true,undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?

A) Employee performance standards are closely aligned with Wilson Consulting's long-term strategic plans.
B) Other departments at Wilson Consulting have seen employee performance improve as a result of providing ongoing evaluations.
C) Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance.
D) Logrolling has been an issue in the past for performance appraisals, so Wilson Consulting will be allowing employees to rate themselves.
E) Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department.

Question 35

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

A) develop performance dimensions
B) generate critical incidents
C) compare subordinates
D) reallocate incidents
E) scale incidents

Question 36

Which of the following terms refers to an appraisal that is too open to interpretation?

A) unclear standards
B) halo effects
C) leniency
D) strictness
E) biased

Question 37

Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made?

A) behaviorally anchored rating scale
B) management by objective
C) narrative form technique
D) forced distribution
E) critical incident

Question 38

Which of the following enables supervisors to oversee the amount of computerized data an employee is processing each day?

A) computerized performance appraisal system
B) online management assessment center
C) digitized high-performance work center
D) electronic performance monitoring system
E) electronic performance support system

Question 39

Jason is a conscientious employee,but he is viewed by most of his co-workers as unfriendly.Jason's supervisor rates him low on the traits "gets along well with others" and "quality of work." Which of the following problems has most likely affected Jason's performance appraisal?

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

Question 40

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

A) behaviorally anchored rating scale
B) constant sums rating scale
C) graphic rating scale
D) alternation ranking
E) forced distribution

Question 41

What usually occurs when employees rate themselves for performance appraisals?

A) Ratings are reliable but invalid.
B) Ratings are subject to halo effects.
C) Logrolling leads to unrealistic ratings.
D) Ratings are higher than when provided by supervisors.
E) Ratings are about the same as when determined by peers.

Question 42

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

A) rank employees
B) establish SMART goals
C) use graphic rating scales
D) limit the number of appraisals
E) appraise personal characteristics

Question 43

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

A) reduction of social loafing
B) reduction of group cohesion
C) decrease in task motivation
D) decrease in group satisfaction
E) decrease in logrolling

Question 44

Which of the following is the primary advantage of using graphic rating scales as performance appraisal tools?

A) eliminates central tendency errors
B) offers extremely high rate of accuracy
C) provides quantitative rating for each employee
D) links with mutually agreed upon performance objectives
E) explains how employees can improve their overall performance

Question 45

Which performance appraisal problem is associated with supervisors giving all of their subordinates consistently high ratings?

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

Question 46

All of the following are considered best practices for administering fair performance appraisals EXCEPT ________.

A) explaining how subordinates can improve their performance
B) clarifying in advance what the performance expectations are
C) basing the appraisal on observable job behaviors
D) using subjective performance data for appraisals
E) training supervisors how to conduct appraisals

Question 47

Which of the following terms refers to a performance appraisal based on surveys from peers,supervisors,subordinates,and customers?

A) 360-degree feedback
B) team appraisals
C) upward feedback
D) rating committee
E) self-ratings

Question 48

All of the following guidelines will most likely improve the effectiveness of a performance appraisal EXCEPT ________.

A) maintaining a diary of employees' performance during the year
B) establishing a tool for employees to appeal performance appraisals
C) using a graphic rating scale to ensure fair and consistent ratings
D) knowing the advantages and disadvantages of different appraisal tools
E) developing a plan to assist employees with performance improvement

Question 49

Which of the following has most likely occurred when a supervisor conducting a performance appraisal is influenced by a subordinate's individual differences such as age,sex,and race?

A) bias
B) unclear standards
C) central tendency
D) halo affect
E) broadbanding

Question 50

Employee performance appraisals are conducted by all of the following EXCEPT ________.

A) peers
B) competitors
C) supervisors
D) subordinates
E) rating committees

Question 51

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

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

Question 52

In most firms,a rating committee used for performance appraisals consists of ________ members.

A) 1-2
B) 3-4
C) 5-6
D) 7-8
E) 9-10

Question 53

Which of the following terms refers to several peers agreeing to rate each other highly?

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

Question 54

The best method for reducing the problems of leniency or strictness in performance appraisals is to ________.

A) keep critical incident logs
B) adhere to EEO guidelines
C) require multiple appraisals
D) impose a performance distribution
E) reconsider the timing of the appraisal

Question 55

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

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

Question 56

Stephanie manages the accounting department at an advertising agency.She needs to conduct performance appraisals for the eight employees in her department.Stephanie wants a performance appraisal tool that is highly accurate,ranks employees,and uses critical incidents to help explain ratings to appraisees.Which performance appraisal tool is best suited for Stephanie?

A) graphic rating scale
B) alternation ranking method
C) forced distribution method
D) critical incident method
E) behaviorally anchored rating scale

Question 57

Which of the following would most likely result in a legally questionable appraisal process?

A) conducting a job analysis to establish performance standards
B) basing appraisals on subjective supervisory observations
C) administering and scoring appraisals in a standardized fashion
D) using job performance dimensions that are too clearly defined
E) assigning specific trait names when using graphic rating scales

Question 58

Which of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously?

A) supplemental evaluation
B) downward feedback
C) upward feedback
D) paired evaluation
E) peer evaluation

Question 59

Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?

A) purpose of the appraisal
B) personality of the supervisor
C) location and time of the appraisal
D) personal characteristics of the subordinate
E) relationship between supervisor and subordinate

Question 60

Upward feedback primarily helps top-level managers to ________.

A) protect the firm against biased appraisals
B) implement organizational strategies
C) compare appraisal techniques
D) diagnose management styles
E) document critical incidents

Question 61

Which of the following best describes the purpose of an appraisal interview?

A) training supervisors in the rating process
B) identifying potential interpersonal problems
C) providing constructive feedback to supervisors
D) making plans to correct employee weaknesses
E) discussing and scheduling training programs

Question 62

You are conducting an appraisal interview with an employee whose performance is satisfactory but for whom promotion is not possible.Which incentive listed below would most likely be the LEAST effective option for maintaining satisfactory performance in this situation?

A) time off
B) small bonus
C) compliments
D) schedule flexibility
E) professional development

Question 63

The HR department monitors the performance appraisal system,but it is typically not involved in rating employees.

Question 64

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 and that are essential for the job.

Question 65

Oshman manufactures small kitchen appliances,such as blenders,toasters,and mixers.The firm has nearly 80,000 employees in 22 countries.Employees receive annual performance appraisals from their supervisors that combine critical incidents with a graphic rating scale.However,the firm's CEO advocates shifting from performance appraisals to performance management in an attempt to make Oshman more competitive and performance driven. Which of the following,if true,supports the argument to replace Oshman's traditional appraisal methods with the performance management approach?

A) Oshman's competitors in the small appliance industry monitor the performance of their employees through electronic performance monitoring systems.
B) Oshman executives want to align the firm's strategic plan with individual employee goals and development needs.
C) Oshman executives believe that upward feedback helps managers improve their own management style and interpersonal skills.
D) Oshman has experienced problems associated with central tendency and bias, and the firm wants to ensure that appraisals are legally sound.
E) Oshman uses management by objectives as a primary appraisal method and requires supervisors to develop SMART goals.

Question 66

Formal performance appraisals have been eliminated by almost all major firms and replaced by daily assessments by peers in addition to extensive training opportunities.

Question 67

Which component of performance management refers to communicating a firm's higher-level goals throughout the organization and then translating them into departmental and individual goals?

A) role clarification
B) goal alignment
C) performance monitoring
D) direction sharing
E) developmental support

Question 68

In order to ensure that performance appraisals are effective,Felicia,a line supervisor,should make sure to schedule a feedback session to address each subordinate's performance,progress,and future development plans.

Question 69

A performance appraisal is based on the assumption that an employee understood what his or her performance standards were prior to the appraisal.

Question 70

When a supervisor must criticize a subordinate in an appraisal interview,it is most important for the supervisor to ________.

A) limit negative feedback to once every year
B) provide specific examples of critical incidents
C) acknowledge the supervisor's personal biases in the situation
D) hold the meeting with other people who can document the situation
E) surprise the employee so he or she cannot develop excuses for poor performance

Question 71

Oshman manufactures small kitchen appliances,such as blenders,toasters,and mixers.The firm has nearly 80,000 employees in 22 countries.Employees receive annual performance appraisals from their supervisors that combine critical incidents with a graphic rating scale.However,the firm's CEO advocates shifting from performance appraisals to performance management in an attempt to make Oshman more competitive and performance driven. All of the following questions are relevant to Oshman's decision to replace its traditional appraisal methods with the performance management approach EXCEPT ________.

A) What technology is available to help managers gain immediate access to employee performance data?
B) How would work procedures need to be modified to provide more frequent feedback to employees?
C) How would the firm's mission and vision translate into departmental, team, and individual goals?
D) What methods would be most effective to keep employees' goal-driven performance on track?
E) What procedures are already in place to effectively identify and measure critical incidents?

Question 72

Job descriptions serve as the primary tool for developing performance standards because they already include specific job goals.

Question 73

In order to ensure that performance goals are challenging and relevant,Matthew,a marketing manager,should independently set goals for his subordinates because participatively set goals usually produce lower job performance.

Question 74

The forced distribution method is the simplest and most popular technique for appraising performance.

Question 75

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

A) identify the standards by which the employee is judged
B) provide examples of employees who met the standards
C) be mailed to the employee and to an EEOC representative
D) provide examples of times when the employee met the standards
E) be written by a labor law attorney in accordance with federal guidelines

Question 76

The continuous process of identifying,measuring,and developing the performance of individuals and teams and aligning their performance with the organization's goals is known as ________.

A) employee performance monitoring
B) strategic management
C) performance analysis
D) performance appraisal
E) performance management

Question 77

Supervisors at Sun Microsystems use the forced distribution method to evaluate performance,so they must ensure that the proportions in each category are symmetrical.

Question 78

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

Question 79

Based on corporate surveys,which of the following is a true statement?

A) Very few employers require any type of performance appraisal.
B) Very few employers conduct performance appraisals on an annual basis.
C) Most employers require a review and feedback session during the appraisal process.
D) Most employers use behaviorally anchored rating scales for performance appraisals.
E) Most employers link performance appraisals to employee pay raises and bonuses.

Question 80

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

A) ask open-ended questions
B) talk in terms of objective work data
C) give specific examples of poor performance
D) write up an action plan with goals and dates
E) compare the person's performance to that of other employees