Deck 6: Gathering Performance Information

Question 1

8 Self-appraisals should not be used as the only source of performance data because they may be more lenient and biased than other ratings.

Answer 1

True

Question 2

2 Only forms adopting a results-oriented approach need the following features: simplicity,relevancy,descriptiveness,adaptability,comprehensiveness,clarity,communication,and time orientation.

Answer 2

False
All performance appraisal forms need those features.

Question 3

6 All six appraisal meetings should be held as separate meetings.

Answer 3

False
The appraisal meetings can be combined as needed or held separately.

Question 4

10 Regardless of who rates performance,the rater is likely to be affected by biases that could distort the resulting ratings.

Question 5

16 ________________ is the feature of forms that ensures that raters provide evidence of performance regardless of the level of performance.

A)Clarity
B)Comprehensiveness
C)Time orientation
D)Descriptiveness

Question 6

4 Yearly performance appraisal meetings falling on the anniversary date of the employee's hire date are the ideal method of communicating performance expectations to the employee.

Question 7

17 The _______________ method of computing an overall score relies on the weights given to indicate the relative importance of each performance dimension measured to prevent personal bias from entering into the rating.

A)creative
B)mechanical
C)methodological
D)judgmental

Question 8

13 The basic component that requires forms to contain job title,division,pay grade or salary,and evaluation period is referred to as:

A)Accountabilities,objectives,and standards
B)Competencies and indicators
C)Basic employee information
D)Major achievements and contributions

Question 9

18 The following are tools for addressing the challenges of open-ended i.e. ,comments)sections,EXCEPT:

A)Computer-aided text analysis CATA)software
B)Establish the goals of the information provided
C)Training in systematic and standardized rating skills
D)Add weighted scores to obtain overall score

Question 10

1 The basic components that appraisal forms should contain are employee information;accountabilities,objectives,and standards;competencies and indicators;major achievements and contributions;developmental achievements;developmental needs;plans and goals;stakeholder input;employee comments;and signatures.

Question 11

5 During the formal performance review meeting the employee's performance is discussed from the employee and supervisor's perspective.

Question 12

15 The feature that recommends that a form specify expectations about past and future performance is referred to as:

A)Clarity
B)Comprehensiveness
C)Time orientation
D)Descriptiveness

Question 13

12 Peers are in the best position to evaluate performance in relation to strategic organizational goals.

Question 14

19 The __________ meeting is a time to discuss how the system works and where the responsibility of the employee and the supervisor are outlined.

A)system inauguration
B)self-appraisal
C)development plan
D)objective setting

Question 15

7 Supervisors are the best raters of employee performance.

Question 16

3 The mechanical approach to computing an overall performance score involves taking every aspect of performance into consideration and arriving at a defensible summary.

Question 17

14 The basic component that requires forms to contain definitions of the various knowledge,skills,and abilities to be assessed together with their observable behaviors is referred to as:

A)Accountabilities,objectives,and standards
B)Competencies and indicators
C)Basic employee information
D)Major achievements and contributions

Question 18

9 Ratings gathered from different sources in the organization will mostly be similar given that they are all rating the same employee.

Question 19

20 During the ______________ meeting,an employee's developmental needs and the resources and methods available to meet those needs are discussed.

A)system inauguration
B)self-appraisal
C)development plan
D)objective setting

Question 20

11 The two main reasons that open-ended i.e. ,comments)sections are typically not used effectively are that 1)it is not easy to systematically categorize and analyze such comments and that 2)quality,length,and content may vary.

Question 21

27 ______________ rating errors result because of the complexities involved in observing performance,storing that information in memory,and then recalling that information while rating an employee.

A)Intentional
B)Unintentional
C)Negative
D)Positive

Question 22

23 Rating behaviors are influenced by:

A)Motivation to provide accurate ratings
B)Motivation to distort ratings
C)A and B
D)None of the above

Question 23

24 To maximize merit increases,to encourage employees,to promote undesired employees out of the unit,and to make managers look good to their supervisors are all reasons to __________ employee ratings.

A)inflate
B)not give
C)deflate
D)none of the above

Question 24

26 Training programs that explain the reasons for implementing performance management systems;how to observe,record,and measure performance;and how to use the appraisal form should ________________.

A)decrease intentional rating errors
B)decrease unintentional rating errors
C)A and B
D)none of the above

Question 25

34 Disagreement about an employee's performance as perceived by different sources is ____________ a problem.

A)always
B)never
C)inevitably
D)not necessarily

Question 26

25 To shock employees,to teach rebellious employees a lesson,to send a message to employees to leave the division,and to build documentation of poor performance are all reasons to ___________ employee ratings.

A)inflate
B)not give
C)deflate
D)none of the above

Question 27

31 Which of the following are included in the six possible formal meetings between a subordinate and a supervisor in a performance management system?

A)Self-appraisal and debate session
B)Debate session and performance review
C)Customer satisfaction review and merit/salary review
D)Merit/salary review and classical performance review

Question 28

41 List the desired features of all appraisal forms.

Question 29

35 Which of the following is a motivation to inflate ratings?

A)To build a strongly documented written record of poor performance
B)To maximize merit raise/rewards
C)To teach a rebellious employee a lesson
D)To shock employees

Question 30

40 Using the job description and appraisal form used in the previous two questions,discuss who should rate the performance of this employee e.g. ,supervisor,peers,and/or customers)? Discuss why you chose each rater and how conflicts between ratings will be resolved.

Question 31

37 What is the overall objective of a rater training program?

A)To ensure that raters know the consequences of making errors in evaluations
B)To provide raters with tools that will allow them to implement the performance management system effectively
C)To introduce raters to an overall view of performance management systems
D)To give raters an opportunity to network with other raters

Question 32

33 Who can be included as possible sources of performance information?

A)Supervisor
B)Peers
C)Subordinates
D)All of these

Question 33

29 What are the two main strategies to obtain an overall performance score for an employee?

A)Judgmental and mechanical
B)Judgmental and objective
C)Subjective and objective
D)Mechanical and industrial

Question 34

36 Which of the following is a motivation to give deflated ratings?

A)To promote undesired employees out of the unit
B)To make the manager look good to his/her supervisor
C)To teach a rebellious employee a lesson
D)To increase supervisor's likelihood of promotion

Question 35

42 Describe the judgmental strategy for obtaining an overall performance score.

Question 36

30 What is the purpose of using weights?

A)To gain strength
B)To allow a supervisor to come to an objective and clear overall performance score
C)To identify strengths and weaknesses
D)To allow a supervisor to use his/her own subjective ideas when coming to a clear overall performance score

Question 37

28 Which of the following are among the major components of an appraisal form?

A)Pay scale
B)Names of feedback suppliers
C)Developmental achievements
D)None of these

Question 38

22 Suggestions to improve the quality of self-appraisals include all of the following,EXCEPT:

A)Use comparative as opposed to absolute measurement systems.
B)Allow employees to practice their self-rating skills.
C)Assure confidentiality.
D)Focus on the past.

Question 39

32 The meeting during which the employee's performance is discussed,including both the perspective of the supervisor and the employee,is called a ____________.

A)developmental plan
B)self-appraisal
C)classical performance review
D)system inauguration

Question 40

21 An employee's _______________ is/are usually best-equipped to rate how well the employee removes organizational barriers,shields employees from politics,and improves other employee's competence.

A)peers
B)customers
C)supervisor
D)subordinates

Question 41

50 What are the advantages and disadvantages of using customers as a source of performance information?

Question 42

47 What are the advantages and disadvantages of completing performance reviews on or around the end of the fiscal year?

Question 43

44 In which strategy is a supervisor most likely to introduce his/her own bias and why?

Question 44

List five things rater training programs should cover.

Question 45

49 What are the problems with peer evaluations?

Question 46

46 What are the advantages and disadvantages of completing performance reviews on or around an employee's anniversary date?

Question 47

59 When the performance management system uses different sources for ratings,what expectations and actions should be included in the process?

Question 48

57 What are the advantages and disadvantages of using supervisors as raters?

Question 49

53 The motivation to distort ratings is determined by …

Question 50

55 What are the motivations for rating deflation?

Question 51

54 What are the motivations for rating inflation?

Question 52

52 The motivation to provide accurate ratings is determined by …

Question 53

45 Describe the challenges associated with including an open-ended i.e. ,comments)section in performance appraisal forms.

Question 54

43 Describe the mechanical strategy for obtaining an overall performance score.

Question 55

48 What is meant to be accomplished in the self-appraisal meeting?

Question 56

51 Provide suggestions of what can be done to improve the quality of self-appraisals.

Question 57

56 Provide two recommendations for reducing intentional rating distortion.

Question 58

58 What are the advantages and disadvantages of using peers as raters?