Deck 8: Performance Evaluation

Question 1

Which of the following is a definition of performance evaluation?

A) the systematic process of evaluating job performance
B) the systematic process of developing disciplinary policies related to evaluating job performance
C) the systematic process of developing a job specification
D) the systematic process of developing criteria for job performance

Answer 1

D

Question 2

Performance evaluation is:

A) communicating the results to the team members.
B) involves outlining criteria to team members
C) assessing team members' job performance relative to the criteria
D) all of the above

Answer 2

D

Question 3

Performance has multiple aspects. Which of the following is not one of those aspects?

A) quality of job skill
B) work schedule
C) quality of work
D) adherence to company policy

Answer 3

B

Question 4

Placing the emphasis of the performance evaluation on the development of the individual will help the team member to feel the process is:

A) insincere
B) invasive
C) constructive
D) evasive Performance Evaluation

Question 5

Performance evaluation and discussion should be based on:

A) observed behavior and performance.
B) observed personal characteristics.
C) observed personal relationships.
D) all of the above.

Question 6

A benefit of performance evaluation is which of the following?

A) team members learn their manager's weaknesses.
B) the manager's position as boss is reaffirmed.
C) time is set aside for discussing money issues.
D) team members feel they are taken seriously as individuals.

Question 7

A benefit of performance evaluation is which of the following?

A) new training needs are identified
B) management has the opportunity to easily replace team members
C) the need for salary increases is decreased
D) promotion from within is encouraged

Question 8

Performance evaluations provide:

A) written records to substantiate actions
B) minimize team member feedback
C) information about conduct outside of work
D) opportunity to reduce staff

Question 9

Which of the following statements is true regarding the "graphic rating scale" method of performance evaluation?

A) A major weakness of this method is its variability in length and content.
B) One of the drawbacks to this method is that it requires the manager to write down incidents on a regular basis.
C) The downside to this evaluation method is that it can be costly to initiate and time-consuming for the man- ager.
D) This method assesses a team member on the quality and quantity of work-outstanding, above average, or unsatisfactory.

Question 10

Which of the following statements is true regarding the "essay evaluation" method of performance evaluation?

A) A major weakness of this method is its variability in length and content.
B) One of the drawbacks to this method is that it requires the manager to write down incidents on a regular basis.
C) The downside to this evaluation method is that it can be costly to initiate and time-consuming for the manager.
D) This method assesses a team member on the quality and quantity of work-outstanding, above average, or unsatisfactory.

Question 11

The evaluation is definitely based on actual behavior when which of the following evaluation methods is used?

A) critical-incident
B) behaviorally anchored rating scales
C) essay
D) graphic rating scale

Question 12

The _______________ require that a job analysis has been conducted that identified performance behav- ior appropriate for different levels.

A) critical-incident
B) behaviorally anchored rating scales
C) essay
D) graphic rating scale

Question 13

Which of the following terms occurs when the evaluator allows a single prominent characteristic of a team member to influence his or her judgment.

A) halo effect
B) beautyism
C) prominence effect
D) categorization

Question 14

Which of the following is not part of the performance evaluation process?

A) outlining criteria to team members
B) outlining disciplinary policies to team members
C) assessing team members' performance relative to the criteria
D) communicating the results to the team member

Question 15

Which of the following does not cause errors in performance evaluations?

A) bias
B) personal preferences
C) halo effect
D) being honest

Question 16

The interview portion of the performance evaluation should consist of:

A) a brief summary of the employee's performance.
B) a brief recap of goals with mention of any new goals.
C) a none threatening environment.
D) signing of documentation for future discipline.

Question 17

The performance evaluation process is not complete until:

A) there is a conference between the team member and manager
B) there is a agreement between the team member and manager regard the individual's performance
C) the team member signs the evaluation document
D) the team member is informed of their salary increase

Question 18

The first step in the evaluation interview process is which of the following?

A) give the team member a few days' notice of the interview date so that he or she may prepare
B) managers should preview relevant data for the interview
C) select a time and a place for the interview that will be private and free from interruptions
D) assure team members there is nothing to fear

Question 19

Which of the following should not take place in the evaluation interview?

A) inform the team member at the beginning that disciplinary action is going to be assessed
B) clarify that the purpose is to give constructive and objective feedback
C) help the team member to feel that the interview is a valuable, constructive, cooperative process
D) emphasis the team members development

Question 20

The conduct of an effective evaluation requires attention to five areas:

A) preparation, environment, focus and engagement, closure, and documentation
B) preparation, location, objective and engagement, closure, and documentation
C) preparation, environment, instruction and engagement, closure, and documentation
D) preparation, environment, focus and objective, closure, and documentation

Question 21

Conducting the performance evaluation of a poorly performing team member:

A) requires some special techniques
B) is no different than any other performance evaluation interview
C) requires decisive action, dismissing quickly
D) should only be handled by the general manager

Question 22

Preparation for the performance evaluation of a poorly performing team member:

A) includes making a list of why the team member is being dismissed
B) spell out clearly what they do not have the ability to do
C) make it clear which other staff members are better than them
D) have the relevant documentation of previous discussion on poor performance

Question 23

Productive performance evaluations focus:

A) on strength and weaknesses associated with future compensation
B) entirely on issues of strength and weakness and new goals and objectives
C) on development of new goals and objectives that will lead to increased salary
D) entirely on compensation

Question 24

Compensation:

A) should be separated from the performance evaluation interview
B) is a difficult but necessary part of the performance evaluation interview
C) is the primary outcome of the performance evaluation interview
D) contributes positively to the performance evaluation interview