Question 1

Which of the following terms describes the standard against which you judge performance and the way to distinguish good from bad performance?

Accepted Answer

The term criterion refers to the standard against which performance is judged and good and bad performance is distinguished. A predictor is a variable used to make predictions about an outcome, contextual performance refers to behaviors that contribute to the overall effectiveness of an organization but are not part of an individual's job description, and relevance refers to the importance or applicability of something to a particular situation.

Question 2

Consider the job of "student." Which of the following is a theoretical criterion for this job?

Accepted Answer

Engaging in scholarly activities is a theoretical criterion for the job of a student, as it aligns with the purpose of being a student - to acquire knowledge and learning through academic pursuits. The other options are either based on external rewards (scholarships) or unrelated factors (club membership) and do not necessarily reflect the job requirements or responsibilities of being a student.

Question 3

Your roommate,a manager for a fast food chain,is not looking forward to conducting performance appraisals on his employees.In frustration he asks you what the purpose of performance appraisal is.What do you tell him?

Accepted Answer

Performance appraisals provide information for research into effective organizational practices. Effective performance appraisals can help identify areas where employees may need additional training or support, as well as recognize areas where employees are excelling. This information can be used to inform human resource policies and practices within the organization. Additionally, performance appraisals can help identify employees who may be in need of additional support or guidance to improve their performance, thus helping to improve the overall productivity and success of the organization.

Question 4

The abstract definition of good performance is referred to as the

Accepted Answer

The abstract definition of good performance is referred to as the theoretical criterion, which is defined as the conceptualization or ideal standard of performance without any practical constraints or limitations. The actual criterion refers to the observable and measurable aspects of performance, while the operational criterion refers to the specific procedures or measures used to assess performance. Criterion construct refers to the underlying concept or construct being measured, which may include both theoretical and operational aspects.

Question 5

The degree to which a weather person's predictions actually measure her ability to predict weather is referred to as

Accepted Answer

Criterion relevance refers to the extent to which the criteria (in this case, the accuracy of the weather person's predictions) are relevant and related to the construct being measured (in this case, the ability to predict weather).

Question 6

A university professor is supposed to teach,engage in scholarship,and provide service to the university.Because the job involves multiple tasks that can be evaluated from different perspectives,we say that job performance demonstrates:

Accepted Answer

Criterion complexity refers to the fact that job performance involves multiple tasks and responsibilities that can be evaluated from different perspectives. This is particularly true for a university professor, who is expected to teach, engage in scholarship, and provide service to the university. The other choices (dynamic criterion, criterion-related validity, and face validity) do not accurately represent this aspect of job performance evaluation.

Question 7

Students' performance in school (e.g. ,GPA)reflects their mastery of relevant course material.However,their GPA may also reflect whether they were sick or had outside distractions.To the extent that GPA,as a measure of performance,captures things other than mastery of course material,we say that GPA has:

Accepted Answer

Criterion contamination refers to the extent to which a measure is affected by factors unrelated to the construct being measured. In this case, GPA may be contaminated by factors such as illness or outside distractions, which do not reflect the student's mastery of course material. Therefore, criterion contamination is the best choice.

Question 8

A university professor is supposed to teach,engage in scholarship,and provide service to the university.My measure of professor performance is the mean student rating received in all classes.Because this measure does NOT include scholarship or service,we say that it has

Accepted Answer

The measure of professor performance only includes student ratings and does not consider scholarship or service. This means it lacks criterion relevance, which would involve considering all aspects of a professor's job, but rather has criterion deficiency.

Question 9

Performance appraisals are often used for promotion,demotion,pay raises,and terminations.These are examples of the use of performance appraisal for:

Accepted Answer

Performance appraisals are primarily used for making administrative decisions such as promotions, demotions, pay raises, and terminations. While employee development may be a secondary goal of performance appraisals, the primary purpose is to make decisions regarding the employment status of the individual being evaluated. Performance appraisals are not used for research or job analysis purposes.

Question 10

Criterion relevance refers to the ___________ of a job performance measure.

Accepted Answer

The answer of Criterion relevance refers to the ___________ of...

Question 11

Criterion relevance refers to

Accepted Answer

Criterion relevance refers to the extent to which the theoretical criterion (what we want to measure) is being measured by the actual criterion (the measure we use). Therefore, choice C, which states that criterion relevance refers to that part of the theoretical criterion that is assessed by the actual criterion, is the correct answer. The other options do not accurately describe criterion relevance.

Question 12

The part of the actual criterion that reflects something other than it was designed to measure is called:

Accepted Answer

Criterion contamination refers to when a measure reflects something other than what it is intended to measure, such as extraneous factors or irrelevant information. This can lead to inaccurate or misleading results. Criterion deficiency refers to a measure that fails to capture important aspects of the construct being measured, while criterion relevance refers to the extent to which a measure aligns with the construct being measured. Criterion validity refers to the extent to which a measure can predict behavior or performance in a relevant context, and is not necessarily related to contamination.

Question 13

If a criterion is deficient it lacks

Accepted Answer

Content validity refers to the extent to which a measure covers all aspects of the construct being measured. If a criterion is deficient, it lacks content validity, meaning that it does not fully capture the construct being measured. Criterion-related validity refers to the extent to which a measure predicts a certain outcome or behavior, and construct validity refers to the extent to which a measure actually measures the underlying construct it is intended to measure. Face validity refers to whether a measure looks like it is measuring what it is supposed to measure, but it is not a formally recognized type of validity. Given the limited information provided, it is not clear which type of validity is the most relevant. However, if a criterion is deficient, it is likely that it lacks content validity, making choice A the best option.

Question 14

Performance appraisal information can be used

Accepted Answer

Performance appraisal information can be used for employee development by identifying strengths and areas for improvement, for justifying a pay increase by demonstrating the employee's contributions and impact on the organization, and as a factor in the decision to terminate if the employee consistently underperforms and does not improve despite coaching and feedback. Therefore, all of the above are appropriate uses of performance appraisal information.

Question 15

Using performance appraisal as the basis for promotion and pay raises is an example of what purpose?

Accepted Answer

Using performance appraisal as the basis for promotion and pay raises is a common administrative practice within organizations. It is used to make decisions related to compensation and advancement opportunities for employees.

Question 16

An actual criterion is the operational definition of a theoretical criterion.

Accepted Answer

An operational definition is a specific, measurable definition of a concept, while a theoretical criterion is a broad, abstract definition of the same concept. An actual criterion is a practical, observable definition that is based on the operational definition of the theoretical criterion, making A true.

Question 17

A _________________ allows you to distinguish between good performance and bad performance.

Accepted Answer

A criterion is a standard or benchmark that allows you to measure and compare performance levels. It can be used to determine whether an employee is meeting expectations or not, and to identify areas for improvement. The other options listed are not directly related to performance evaluation or measurement.

Question 18

You have evaluated the performance of your administrative staff on a number of dimensions including attendance,work quality,and work quantity and must now provide individual feedback to each of your employees.You should use:

Accepted Answer

The multidimensional approach is the best choice as it evaluates employees on multiple dimensions and provides more comprehensive feedback. This approach takes into account attendance, work quality, and work quantity, which are all important factors in evaluating job performance. This approach helps to provide more specific and detailed feedback to employees and allows them to understand their strengths and areas for improvement.

Question 19

Which of the following is NOT a use of performance appraisal information?

Accepted Answer

Performance appraisal information is mainly used to evaluate the job performance of current employees. Selection of appropriate job applicants is a function of recruitment and selection processes, which may utilize different tools such as interviews, tests, and simulations, but not performance appraisals of existing employees.

Question 20

___________ refers to the part of the theoretical criterion that is assessed by the actual criterion.

Accepted Answer

Criterion relevance refers to the extent to which the actual criterion is related to the theoretical criterion being measured. It indicates whether the actual criterion is an accurate and appropriate measure of the construct being evaluated.

Quiz 4: Performance Appraisal