Deck 5: Performance Appraisal and Exit Interviews

Question 1

Jenny often hires women who were members of her sorority and also promotes them quicker than her other employees. She is exhibiting this error of validity:

A) Similar-to-Me error
B) Halo effect
C) Contrast error
D) Demographic

Answer 1

A

Question 2

The Similar-to-me error can focus on:

A) Physical homophily
B) Background homophily
C) Attitude homophily
D) All of these

Answer 2

A

Question 3

The first step in the MBO process is:

A) Defining the job
B) Planning
C) Diagnosing
D) Goal-setting

Answer 3

C

Question 4

Management By Objects (MBO) is this type of assessment:

A) Outcome
B) Behavior
C) Attitude
D) Mixed

Question 5

It is argued that one of the reasons that MBO is so successful is that:

A) Employees are intimately involved in setting their goals
B) Employees set more reasonable goals than managers
C) The system stresses behaviors
D) The system stresses attitudes

Question 6

Regardless of the method of appraisal it is important for the interviewer to:

A) Be attentive
B) Take good notes
C) Be personally accountable for the results
D) All of these

Question 7

Equity-Theory suggests that:

A) People want everyone in an organization to receive the same pay as everyone else
B) Everyone feels that they get their fair share
C) Organizations operate on a ""gender blind"" basis
D) None of these

Question 8

Equity-Theory suggests all of the following for evaluations except:

A) The process is individualized
B) The process helps deal with people's anxieties
C) We should have more reviews
D) We should have more evaluators

Question 9

Exit interview are used:

A) When someone is fired
B) When someone voluntarily leaves the organization for another job
C) When someone retires
D) All of these

Question 10

Jonathan was hired to be an assistant professor at large state university along with four other recent graduates. Even though they were suppose to have their Ph.D.'s completed, none of them did. Jonathan was the last to arrive on campus and the Chair, who has not taken any action against the others, finally explodes and fires Jonathan on the spot saying , ""I've had enough of you people!"" This is a clear example of:

A) Halo effect
B) Stereotyping
C) Low validity
D) Contrast error

Question 11

Stereotyping:

A) Has an impact on the reliability of a performance appraisal
B) Has an impact on the validity of an appraisal
C) Used to be a big deal, but things have changed
D) Has been shown by researchers to not impact assessments as much as we thought

Question 12

Management by Objectives generally focuses on an employee's:

A) Outcomes and achievements
B) Behaviors
C) Errors and mistakes
D) Training and awards

Question 13

The performance appraisal primary function is to:

A) Figure out who to fire
B) Convince employees to work harder
C) Let employees gripe
D) Help an organization reach its goals

Question 14

Appraisals can be done at the:

A) Division level
B) Individual level
C) Organizational level
D) All of these

Question 15

Organizations avoid making assessments about their employees' attitudes because:

A) It's too subjective
B) It requires a trained psychologist
C) It involves too many legal issues
D) None of these, it's actually a very standard way of assessing employees

Question 16

During an appraisal issue, the legal issues that were a concern in hiring the employee:

A) Are no longer important
B) Are of minor concern
C) Are an issue, but secondary to the overall organizational objectives
D) Are just as important

Question 17

When it comes to harassment in the workplace:

A) It is in the mind of the recipient
B) There are very clear lists of do's and don'ts in the law
C) Organizational outcomes outweigh any such concerns
D) Only applies to women

Question 18

During an appraisal interview Sally says, ""Everything is okay, but Jim keeps asking me out and I told to stop but he won't."" The interviewer:

A) Is responsible for dealing with the issue, which at the very least includes telling Sally what her rights and options are
B) Should probably do nothing since Sally said everything was okay, which means this isn't important her
C) Should make a note of it, but not do anything else in fear of violating Sally's trust
D) Not worry about it; it's Jim's problem

Question 19

During an appraisal interview Jim says ""Everything is okay, but Sally keeps asking me out and I told to stop but he won't."" The interviewer:

A) Is responsible for dealing with the issue, which at the very least includes telling Sally what her rights and options are
B) Should probably do nothing since Sally said everything was okay, which means this isn't important to her
C) Should make a note of it, but not do anything else in fear of violating Sally's trust
D) Should do nothing. A man can not be sexually harassed. It's not an organizational concern

Question 20

In a performance appraisal, high interrater reliability would mean that:

A) The person making assessments generally rates most of the employees about the same
B) A number of managers are used to make assessments of the person
C) A number of managers are used to make assessments of the person and the assessments are similar
D) None of these

Question 21

Jenny makes a bad first impression with her supervisor by making a few critical errors when she starts her new job. Her supervisor then tends to view all of Jill's work as substandard, finding flaw and error, in everything she does regardless of its quality. Jill's supervisor is suffering from this evaluative error:

A) Stereotyping
B) Halo effect
C) Contrast error
D) Boomerang effect