Deck 9: Performance Evaluation and Management

Question 1

A performance evaluation system can improve employee motivation by doing all of the following except:

A) Encouraging initiative
B) Developing a sense of responsibility
C) Stimulating efforts to perform better
D) Determining which employees need more training

Answer 1

D

Question 2

The major problems with performance evaluation systems are not related to the systems themselves,but with how they are used,and by whom.

Answer 2

True

Question 3

_____________ to seek constant feedback on any decision regardless of how important or trivial.

A) Millennials
B) Gen Zers
C) Y2Kers
D) Line managers

Answer 3

A

Question 4

The format of a rating scale has a huge effect on the quality of a performance appraisal system.

Question 5

A major limitation of paired comparisons is that the cards must contain photographs of the persons being evaluated.

Question 6

Training programs that focus on observation and recording skills offer fewer improvements in rating accuracy than those that simply focus on errors.

Question 7

Managers are more likely to accept being rated by subordinates if the information is going to be used for administrative purposes,rather than for development.

Question 8

Halo errors always have a positive effect.

Question 9

In a formal evaluation system,those employees who are liked better have an advantage over others.

Question 10

On a "multiple choice scale," the rater is given three statements that describe each trait or characteristic of the employee.

Question 11

A ratee's belief in the fairness of an appraisal will be a major determinant of his/her reaction to the system.

Question 12

When a performance evaluation system is challenged,validity is less of an issue than it is when a selection system is challenged.

Question 13

Most studies indicate that performance can be measured effectively with a single criteria.

Question 14

In its simplest form,an evaluation checklist is a set of objectives or descriptive statements.

Question 15

Other terms for performance evaluation include ________________.

A) performance review
B) personnel rating
C) merit rating,
D) All of the above are correct.

Question 16

In many organizations,_____________.

A) a "phased" evaluation systems exists
B) two evaluation systems exist side by side
C) three evaluation systems exist side by side
D) external contractors parallel the processes internal evaluators follow

Question 17

Single-person evaluations require the supervisor to compare the performance of one employee with that of other employees.

Question 18

Most experts believe that a firm's strategy must align with employee competencies and performance if growth is to be achieved.

Question 19

One of the major problems with many performance evaluations is that they require supervisors to make person evaluations rather than performance evaluations.

Question 20

An effective performance management process does all of the following except:

A) defines
B) measures
C) monitors
D) limits feedback

Question 21

The self-evaluation approach seems to be used more often for ____________ aspects of performance evaluation.

A) developmental
B) evaluative
C) judgmental
D) All of the above are correct.

Question 22

_____________ refers to a measure of performance being consistent.

A) Reliability
B) Sensitivity
C) Relevance
D) Practicality

Question 23

______________ within the performance evaluation means that the measure of performance must be related to the actual output of an incumbent as logically as possible.

A) Reliability
B) Sensitivity
C) Relevance
D) Practicality

Question 24

The courts' interpretations of what constitutes a legal performance evaluation system

A) have been clearly defined by in the UGESP.
B) are more straightforward as they are for selection
C) are not as straightforward as they are for selection
D) Both A and B are correct.

Question 25

All of the following are positive features of the 360-degree feedback system except:

A) Feedback is provided from multiple directions-above,below,peer.
B) Anonymous,upward feedback which results in full participation.
C) Rater can hide in a group of raters and provide harsh evaluations.
D) Learning about weaknesses and strengths is motivational

Question 26

_____________ within the performance evaluation means that the criterion must be measurable,and data collection cannot be inefficient or too disruptive.

A) Reliability
B) Sensitivity
C) Relevance
D) Practicality

Question 27

Whenever possible,the data used for performance appraisals should be all of the following except:

A) Objective
B) Non-rated
C) Uncontaminated
D) From an informal source

Question 28

Because it is often costly,which of the following methods is generally used only for exceptionally important jobs?

A) Rating by a committee of supervisors
B) Rating by coworkers
C) Rating by someone outside the job setting
D) Rating by subordinates

Question 29

The first step in developing a systematic performance evaluation system is to :

A) Establish performance standards for benchmark position and the criteria for evaluation.
B) Establish performance standards for each position and the criteria for evaluation.
C) Establish the criteria for evaluation.
D) Establish evaluation criteria for benchmark positions.

Question 30

When different raters view the same worker,they arrive at similar conclusions about that worker's output.This is an example of:

A) Relevance
B) Sensitivity
C) Reliability
D) Practicality

Question 31

_______________ means that the criterion being used reflects the difference between high and low performers.

A) Relevance
B) Sensitivity
C) Practicality
D) Reliability

Question 32

Brito v .Zia Company,the court ruled that the company

A) had proven that age was appropriate to consider in the evaluation of pilots.
B) had not shown that its performance evaluation instrument was valid in the sense that it related to important elements in the jobs for which the employees were being evaluated.
C) evaluation systems must be equally applied across genders.
D) had not shown the need to use gender specific evaluation methods.

Question 33

Some estimates suggest that ___ percent of companies using 360-degree programs used the information to help with personnel decisions such as merit pay increases and promotions.

A) 90
B) 55
C) 35
D) 10

Question 34

Deming felt that performance appraisals were flawed for all of the following reasons except:

A) They nourish short-term performance
B) They are detrimental to teamwork
C) They place too much emphasis on quality
D) They focus on the end product,not leadership to help people

Question 35

Research suggests that including upward and peer feedback in an appraisal ______ effects on managers' behavior

A) typically has minimal
B) typically has negative
C) can have positive
D) always has positive

Question 36

Legally defensible appraisal systems will generally have ratings on traits such as _______________.

A) dependability
B) drive
C) attitude
D) None of the above.

Question 37

Evaluations should be scheduled:

A) At the beginning of a task cycle
B) Near the middle of a task cycle
C) After the completion of a task cycle
D) Separate from task cycles

Question 38

In many organizations,two evaluation systems exist side by side:

A) the formal and the informal.
B) the political and interpersonal.
C) the linked and abstract.
D) the process and interpersonal.

Question 39

One of the primary reasons for conducting job analyses is to _______________.

A) set hierarchy levels
B) count the number of employees
C) write job descriptions
D) establish performance baselines

Question 40

Which of the following is not presented in the text as a step in a systematic performance evaluation process?

A) Establish performance standards for benchmark position and the criteria for evaluation.
B) Establish performance evaluation policies on when to rate,how often to rate,and who should rate.
C) Have raters gather data on employees' performance.
D) All of the above are correct.

Question 41

The _______________ system is similar to grading on a curve.

A) paired comparison
B) multiple-person evaluation
C) critical incident
D) forced distribution

Question 42

In a forced-choice appraisal format the rater if forced to ____________________.

A) choose from a set of descriptive statements about an employee
B) rate employees from best to worse
C) assign employees to specific performance groups
D) rate each employee on a five-point scale

Question 43

Which of the following is not a negative feature of a 360-degree appraisal system?

A) Rater can hide in a group of raters and provide harsh evaluations.
B) Anonymous,upward feedback which results in full participation.
C) Conflicting ratings can be confusing and frustrating.
D) Both B and C are correct.

Question 44

The flexibility to discuss what the organization is attempting to accomplish is one strength of ________ evaluation.

A) flex
B) essay
C) open
D) BARS

Question 45

Performance evaluation systems typically break down because they are _______________.

A) poorly communicated
B) misunderstood
C) poorly designed
D) punitive

Question 46

Forced choice items are usually prepared _______________.

A) by an HR specialist
B) by the line supervisor
C) directly from the ONET system
D) using commercially available scales

Question 47

Simply stated,this technique requires raters to maintain a log of behavioral incidents that represent either effective or ineffective performance for each employee being rated.

A) Behavioral log
B) Essay
C) Critical incident
D) BARS

Question 48

In the BARS technique,each dimension is anchored with ___________.

A) degrees of negative critical incidents
B) positive and negative critical incidents
C) degrees of positive incidents
D) never to almost always

Question 49

All of the following are features of a behaviorally anchored rating scale except:

A) Six to 10 performance dimensions are identified and defined by raters and ratees
B) The dimensions are anchored with positive and negative critical incidents
C) The wording on the form contains jargon commonly used by the ratee
D) Ratings are fed back using the terms displayed on the form

Question 50

A BARS rating form usually contains _____ specifically defined performance dimensions

A) 3-5
B) 4-8
C) 6-10
D) at least 10

Question 51

In a _______________ format,the rater must choose from a set of descriptive statements about an employee.

A) forced choice
B) essay evaluation
C) graphic rating scale
D) critical incident technique

Question 52

Most employees _____________ of performance evaluations.

A) are welcoming
B) are wary
C) suspect
D) Both B and C are correct.

Question 53

Smith and Kendall developed what is referred to as the ___________________.

A) behavioral log technique
B) behavioral observation scale
C) behavioral exception scale
D) behavioral expectation scale

Question 54

MBO appear to be more efficient to work with _______ objectives.

A) four
B) five
C) six
D) All of the above are correct.

Question 55

Which of the following is the oldest and most commonly used individual evaluation method?

A) Forced choice
B) Essay evaluation
C) Graphic rating scale
D) Critical incident technique

Question 56

When using the paired comparison method,there must be _________ paired comparisons,when n equals the number of employees to be ranked.

A) n*(n - 1)
B) n*(n - 1)/2
C) n squared/2
D) (n - 1)/2

Question 57

The behavioral observation scale developed by Latham uses the _______________ technique to identify a series of behaviors covering the domain of the job.

A) critical incident
B) self-evaluation
C) field review
D) peer review

Question 58

All of the following are features of a BARS rating scale except:

A) Performance dimensions are anchored with positive and negative critical incidents
B) Ratings are fed back using the terms on the form
C) Six to 10 performance dimensions that were identified and defined by raters and ratees
D) Employees are rated on up to half of the identified performance dimensions

Question 59

The essay evaluation method can be used by raters who are _______________ of the employee to be evaluated.

A) peers
B) superiors
C) subordinates
D) All of the choices are correct

Question 60

When taking a management by objectives (MBO)approach to performance evaluation,which of the following steps would typically be last?

A) Participants set objectives that are realistic,challenging,clear,and comprehensive
B) Objectives for the next cycle are set by the subordinate after consulting with the superior
C) Dates for reviewing intermediate progress are agreed upon and used
D) A final evaluation by the superior is made and a meeting is held with the subordinate in a counseling,encouraging session

Question 61

A _______________ error occurs when a rater avoids using high or low ratings and assigns average ratings.

A) recency-of-events
B) contrast
C) central tendency
D) personal bias

Question 62

A student who feels that he/she worked hard and was fairly awarded a grade of "B" will be most likely to say:

A) I got a B
B) He/she gave me a B
C) I should have gotten an A
D) I should have gotten a C

Question 63

What steps are typical in an MBO program?

Question 64

Why should a supervisor using the critical incident technique keep a log of observations?

Question 65

What are the major differences are there between the BOS and BARS techniques?

Question 66

Two factors make the critical incident technique successful.What are they?

Question 67

The rater should budget their time so that the employee has approximately _______________ of the time to discuss the evaluation and his or her future behavior.

A) zero percent
B) 10 percent
C) 25 percent
D) 50 percent

Question 68

What did the court find in the case of Brito v.Zia Company?

Question 69

The feedback interview is designed to accomplish all of the following except:

A) Limit the size of performance raises and bonuses
B) Recognize and encourage superior performance
C) Sustain acceptable behaviors
D) Change the behavior of ratees who are not meeting organizational standards

Question 70

If a supervisor lets another employee's performance influence the ratings that are given to someone else,then a ________ has occurred.

A) halo effect
B) contrast effect
C) recency of events error
D) central tendency error

Question 71

Recent efforts to improve performance evaluations have centered on helping raters more accurately _______________ behavior.

A) observe
B) recall
C) observe and report
D) observe,recall,and report

Question 72

For an evaluation system to work well,the employees must:

A) Understand it
B) Feel that it is a fair way to evaluate performance
C) Believe that the system is being used correctly
D) All of the choices are correct.

Question 73

A supervisor should open a performance review with _______________ remarks.

A) neutral
B) positive
C) personal
D) negative

Question 74

Why were forced-choice evaluation methods developed?

Question 75

List five suggestions for developing and implementing legally defensible appraisal systems.

Question 76

What evaluation method(s)is (are)Smith and Kendall are credited with developing?

Question 77

If you employ a field review technique,who rates the employee?

Question 78

What is W.Edward Deming's major complaint about the management by objective evaluation system?

Question 79

Raters who see everything as good are considered _______________ raters.

A) inexperienced
B) optimistic
C) lenient
D) near-sighted

Question 80

Formal performance evaluation is done primarily for _______________ workers.

A) part-time
B) blue collar
C) white collar
D) transitional