Question 1

A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.
A)stereotyping
B)central tendency
C)halo effect
D)leniency

Accepted Answer

B)Central tendency refers to the tendency of supervisors to rate all employees the same way,such as rating them all average.Experts define halo effect as "the influence of a rater's general impression on ratings of specific ratee qualities."

Question 2

When conducting an appraisal interview,supervisors should do all of the following EXCEPT ________.
A)create an action plan
B)discuss objective work data
C)give specific examples of poor performance
D)compare the person's performance to that of other employees

Accepted Answer

D)When a supervisor conducts an appraisal interview,it is advisable to speak in terms of objective work data with specific examples of poor performance.A supervisor should also ask the employee open-ended questions to encourage conversation and write up an action plan.It is inappropriate to compare a person's performance with another person.

Question 3

As a supervisor,which of the following is the best way for you to correct a performance appraisal problem that is primarily linked to unclear standards?
A)allowing employees to rate themselves first
B)using descriptive phrases to illustrate traits
C)avoiding the use of extremely low ratings
D)using graphic rating scales to rank employees

Accepted Answer

B)The best way to fix a problem associated with unclear standards is to include descriptive phrases that define or illustrate each trait.Specificity results in more consistent and more easily explained appraisals.

Question 4

Employee Appraiser,a computerized appraisal tool,provides numerous evaluation dimensions that can be used when conducting a performance appraisal.

Accepted Answer

Employee Appraiser presents a menu of more than a dozen evaluation dimensions.Within each dimension are various performance factors.Employees using this tool can access the system year-round,track their progress against goals in real time,and enter significant accomplishments.

Question 5

The best method for reducing the problems of leniency or strictness in performance appraisals is to ________.
A)reconsider the timing of the appraisal
B)require multiple appraisals
C)keep critical incident logs
D)rank employees

Accepted Answer

D)Some supervisors tend to rate all their subordinates consistently high or low,a problem referred to as the strictness/leniency problem.One solution is to insist on ranking subordinates because that forces the supervisor to distinguish between high and low performers.

Question 6

The best way of reducing the problem of central tendency in performance appraisals is to ________.
A)rank employees
B)establish SMART goals
C)use graphic rating scales
D)limit the number of appraisals

Accepted Answer

A)Ranking employees instead of using graphic rating scales can reduce the problem of central tendency.Ranking means you cannot rate all employees as average.

Question 7

Explain how an MBO program works and describe the six steps involved in this type of program.

Accepted Answer

The answer of Explain how an MBO program works and...

Question 8

Most appraisal forms used in the workplace are a combination of several different appraisal methods.

Accepted Answer

In practice,appraisal forms often blend several approaches.Most firms combine features of different methods in order to improve the reliability and validity of an appraisal.

Question 9

Jason is generally considered unfriendly at work,although he performs the tasks of his job very well.His supervisor rates him low on the trait "gets along well with others"and also rates him low on standards not related to socialization at work.Jason's performance appraisal may be unfair due to ________.
A)impression management
B)stereotyping
C)halo effect
D)strictness

Accepted Answer

C)The halo effect means that the rating you give a subordinate on one trait (such as "gets along with others")influences the way you rate the person on other traits (such as "quantity of work").Thus,you might rate an unfriendly employee unsatisfactory for all traits,rather than just for the trait "gets along with others."

Question 10

Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?
A)halo effect
B)stereotyping
C)recency effect
D)central tendency

Accepted Answer

A)The halo effect means that the rating you give a subordinate on one trait (such as "gets along with others")influences the way you rate the person on other traits (such as "quantity of work").Thus,you might rate an unfriendly employee unsatisfactory for all traits,rather than just for the trait "gets along with others."

Question 11

The primary advantage of the alternation ranking method is its simplicity,but central tendency is a common problem with the method.

Accepted Answer

The alternation ranking method is simple to use and avoids central tendency problems.The main disadvantage is that it may lead to disagreements between employees.

Question 12

Which of the following best describes the purpose of an appraisal interview?
A)making plans to correct employee weaknesses
B)discussing and scheduling training programs
C)providing upward feedback to supervisors
D)training supervisors in the rating process

Accepted Answer

A)The appraisal typically culminates in an appraisal interview.Here,the supervisor and the subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.

Question 13

The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.
A)central tendency
B)leniency
C)strictness
D)bias

Accepted Answer

C)Some supervisors tend to rate all their subordinates consistently high or low.Leniency refers to giving high ratings,while strictness refers to giving low ratings.Central tendency refers to giving average scores.

Question 14

When a supervisor must criticize a subordinate in an appraisal interview,it is best to ________.
A)hold the meeting with co-workers who can document the situation
B)provide specific examples of critical incidents
C)acknowledge the supervisor's personal biases
D)limit negative feedback to once every year

Accepted Answer

B)When you must criticize,it should be done privately and should include examples of critical incidents and specific suggestions of what to do and why.Avoid once-a-year "critical broadsides"by giving feedback periodically,so that the formal review contains no surprises.Criticism should be objective and free of personal bias.

Question 15

Both graphic rating scales and MBO appraisals judge the performance of employees relative to each other based on objective criteria.

Accepted Answer

Alternation ranking and forced distribution methods compare employees to each other.The MBO method is based on the employee's absolute,rather than relative,performance.

Question 16

Which performance appraisal problem is associated with supervisors giving all of their subordinates consistently high ratings?
A)leniency
B)strictness
C)central tendency
D)halo effect

Accepted Answer

A)Some supervisors tend to rate all their subordinates consistently high or low.Leniency refers to giving high ratings,while strictness refers to giving low ratings.Central tendency refers to giving average scores.

Question 17

What is the most likely problem with an appraisal that is too open to interpretation?
A)bias
B)leniency
C)halo effect
D)unclear standards

Accepted Answer

D)An appraisal that is too open to interpretation has unclear standards.Specific standards are likely to result in consistent and more easily explained performance appraisals.Halo effect means that the rating given to an employee on one trait influences the way the employee is rated on other traits.

Question 18

What is the forced distribution method? What potential problems are associated with the forced distribution method?

Accepted Answer

The answer of What is the forced distribution method? What...

Question 19

Sam supervises a team of data entry clerks at Geico.The firm's electronic performance monitoring system enables Sam to electronically monitor the amount of computerized data an employee processes each day.

Accepted Answer

Electronic performance monitoring (EPM)systems use computer network technology to allow managers access to their employees' computers and telephones.They thus allow managers to monitor the employees' rate,accuracy,and time spent working online.

Question 20

Research indicates that electronic performance monitoring improves productivity and lowers employee stress levels.

Accepted Answer

EPM can improve productivity.For example,for more routine,less complex jobs,highly skilled and monitored subjects keyed in more data entries than did highly skilled unmonitored participants.However,EPM can raise employee stress.

Quiz 8: Performance and Talent Management

A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.

When conducting an appraisal interview,supervisors should do all of the following EXCEPT ________.

As a supervisor,which of the following is the best way for you to correct a performance appraisal problem that is primarily linked to unclear standards?

Employee Appraiser,a computerized appraisal tool,provides numerous evaluation dimensions that can be used when conducting a performance appraisal.

The best method for reducing the problems of leniency or strictness in performance appraisals is to ________.

The best way of reducing the problem of central tendency in performance appraisals is to ________.

Explain how an MBO program works and describe the six steps involved in this type of program.

Most appraisal forms used in the workplace are a combination of several different appraisal methods.

Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?

The primary advantage of the alternation ranking method is its simplicity,but central tendency is a common problem with the method.

Which of the following best describes the purpose of an appraisal interview?

The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.

When a supervisor must criticize a subordinate in an appraisal interview,it is best to ________.

Both graphic rating scales and MBO appraisals judge the performance of employees relative to each other based on objective criteria.

Which performance appraisal problem is associated with supervisors giving all of their subordinates consistently high ratings?

What is the most likely problem with an appraisal that is too open to interpretation?

What is the forced distribution method? What potential problems are associated with the forced distribution method?

Sam supervises a team of data entry clerks at Geico.The firm's electronic performance monitoring system enables Sam to electronically monitor the amount of computerized data an employee processes each day.

Research indicates that electronic performance monitoring improves productivity and lowers employee stress levels.