Question 1

Which of the following processes would be most helpful to an organization that was suffering from lack of inter-rater reliability in appraising employee performance?
A) rater training
B) calibration
C) job analysis
D) performance appraisals of managers

Accepted Answer

Calibration would be the most helpful process for an organization suffering from lack of inter-rater reliability in appraising employee performance. This process involves bringing together a group of raters to review and discuss employee performance, ensuring that they understand and use the same appraisal criteria. This helps to standardize ratings and improve consistency among raters. Rater training and job analysis may also help improve inter-rater reliability, but calibration specifically targets the issue of inconsistent ratings among multiple raters. Performance appraisals of managers may not be relevant to addressing inter-rater reliability.

Question 2

What advantage do peer appraisals have over other types of appraisals?
A) Peers know the job better than most managers do.
B) Peers do not have a conflict of interest over honestly appraising a fellow employee.
C) Peers may have a more intimate view of the performance of fellow employees.
D) Peers don't have to worry about meeting standards for distributions.

Accepted Answer

The answer of What advantage do peer appraisals have over...

Question 3

Which of the following is a major weakness of the behaviourally anchored rating scale (BARS)?
A) Ratees are often offended by the anchors.
B) It takes a long time and a lot of effort to develop.
C) The anchors become outdated quickly because they are so specific.
D) It takes a long time to fill out.

Accepted Answer

The answer of Which of the following is a major...

Question 4

With which type of appraisal method would supervisors most likely be inclined to forego needed maintenance on their equipment?
A) results methods
B) 360-degree appraisal
C) subordinate appraisal
D) trait methods

Accepted Answer

Results methods focus on outcomes and may lead supervisors to neglect equipment maintenance to achieve short-term results.

Question 5

Which of the following appraisal methods helps guard against recency error?
A) critical incident method
B) forced-choice method
C) graphic rating scales
D) mixed-standard scale

Accepted Answer

The critical incident method requires a manager to document specific examples of an employee's behavior that demonstrate exceptional or problematic performance, which helps guards against recency bias because it forces the manager to consider behaviors over a longer period rather than just recent events. The forced-choice method, graphic rating scales, and mixed-standard scale all have the potential for recency bias because they either rely on overall impressions (graphic rating scales) or present choices that can be skewed by recent events (forced-choice and mixed-standard scale).

Question 6

Which of the following performance appraisal methods involves a mutual agreement of goals and metrics between supervisor and subordinate?
A) all behavioural methods
B) productivity measures
C) forced distribution
D) management by objectives

Accepted Answer

Management by objectives involves a mutual agreement of goals and metrics between supervisor and subordinate, where both parties work together to identify specific, measurable objectives and the methods to achieve them. This method focuses on results rather than behaviors or traits, and encourages collaboration and communication between supervisor and employee to ensure that goals are attainable, relevant, and aligned with organizational objectives.

Question 7

Which of the following types of scale uses critical incidents as examples of different points along the scale?
A) the mixed-standard scale
B) the global rating
C) the behaviourally anchored rating scale
D) dimensional rating

Accepted Answer

The behaviourally anchored rating scale (BARS) is a type of scale that uses critical incidents as examples of different points along the scale. BARS combines the benefits of narrative critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance. The other options are not related to the use of critical incidents as examples along the scale.

Question 8

Which of the following is an important weakness of 360 feedback?
A) In cases where feedback is not positive, it has been shown to increase voluntary turnover.
B) It is hard to know what to conclude if the appraisal results in conflicting opinions.
C) The quality of information is not as good as other types of appraisal systems.
D) The training can be demoralizing because it is so intense.

Accepted Answer

Conflicting opinions can make it difficult to draw clear conclusions and make actionable improvements based on feedback.

Question 9

TQM concerns have led to the increased use of which of the following?
A) manager/supervisor appraisals
B) team and customer performance appraisals
C) self appraisals
D) subordinate appraisals

Accepted Answer

TQM (Total Quality Management) is focused on improving the overall quality and performance of an organization. As such, it emphasizes the use of team and customer performance appraisals to gather feedback and identify areas for improvement. Manager/supervisor appraisals, self appraisals, and subordinate appraisals may also be used in TQM, but they are generally less important than team and customer feedback.

Question 10

Every time Sandy makes a mistake at work, her manager writes it down in detail in her employee record. Sandy thinks this is a form of harassment. More likely, what is the manager trying to do?
A) collect information in order to build a BARS
B) substantiate her termination in case Sandy files a complaint
C) evaluate her performance
D) collect critical incidents

Accepted Answer

The answer of Every time Sandy makes a mistake at...

Question 11

Some organizations ask managers to place a percentage of their employees in the bottom performance category, which in some cases may mean they are fired, on every performance evaluation exercise. This is an example of which type of performance appraisal method?
A) forced-distribution system
B) checklist method
C) percent method
D) forced-choice method

Accepted Answer

A forced-distribution system is a performance appraisal method where a certain percentage of employees are placed in predetermined categories, such as top performers or bottom performers. This may result in some employees being fired or disciplined based on their rating. It is a controversial method, as some argue that it does not accurately reflect individual performance and can lead to demotivation and resentment among employees.

Question 12

Which of the following rating formats uses three specific behavioural descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behaviour is better than, equal to, or worse than the standard for each behaviour?
A) mixed-standard scale
B) forced-choice method
C) behaviourally anchored rating scale
D) behaviour observation scale

Accepted Answer

The mixed-standard scale uses three specific behavioural descriptions for each trait and asks supervisors to evaluate whether an employee's behaviour is better than, equal to, or worse than the standard for each behaviour.

Question 13

What is the most important thing an organization can do to ensure that a performance appraisal process can withstand legal scrutiny?
A) Base the standards on a sound job analysis and make sure all involved know what the standards are.
B) Make sure managers are not biased in their delivery of appraisal feedback.
C) Use calibration and train the managers on how to deliver feedback.
D) Make sure the tool is reliable.

Accepted Answer

Base the standards on a sound job analysis and make sure all involved know what the standards are. This ensures that the performance appraisal process is job-related, fair and defensible. It shows a strong connection between performance standards, evaluation criteria, and the job requirements.

Question 14

If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use?
A) behavioural methods
B) results methods
C) trait methods
D) attitudinal methods

Accepted Answer

Behavioural methods focus on the specific actions and behaviours of the employee rather than their traits or attitudes. This type of appraisal method is particularly useful for providing developmental feedback as it allows the manager to identify specific areas of strength and weakness and work with the employee to create a plan for improvement. Additionally, the feedback is focused on actions that can be changed, rather than personality traits or attitudes which can be more difficult to modify.

Question 15

Performance appraisal methods can be broadly classified as which of the following approaches?
A) trait, behavioural, and judgmental
B) trait, behavioural, and results
C) behavioural, judgmental, and results
D) behavioural, judgmental, and attitudinal

Accepted Answer

Performance appraisal methods can be broadly classified as trait, behavioural, and results-based approaches. However, in this question, option B is the best choice, as it accurately identifies the three broad categories of performance appraisal methods: trait-based (focusing on personal characteristics), behavioural-based (focusing on observable behaviours), and results-based (focusing on output or outcomes achieved). This classification is widely accepted and used in academic literature and industry practice. Options A, C, and D are not accurate classifications of performance appraisal methods.

Question 16

Which of the following best describes a behaviourally anchored rating scale?
A) It typically has construct validity.
B) It typically has content validity.
C) It can be used to rate employees across many different jobs.
D) It costs the least to develop.

Accepted Answer

A behaviourally anchored rating scale (BARS) is a performance evaluation method that uses behavioral statements as anchor points for rating employees' performance. Since these statements are based on the specific behaviors and skills that are required for success in the job, BARS typically have content validity.

Question 17

Jane is manager to 10 direct reports. She is currently concerned that she is perceived as a softy and so she has decided not to give out very many high ratings on this years performance appraisal exercise. However, she doesn't want anyone to be fired either, so she has decided not to give out any very low ratings either. Which of the following will Jane's ratings suffer from?
A) similar-to-self bias
B) leniency error
C) forced distribution
D) central tendency error

Accepted Answer

Jane is committing the central tendency error, which means giving average ratings to all her direct reports without differentiating their performance. She is neither giving high ratings nor low ratings, which shows a lack of differentiation, making it difficult to determine which of her direct reports are truly high-performing or low-performing.

Question 18

Which of the following appraisal systems is based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm?
A) balanced scorecard approach
B) 360-degree appraisal
C) customer-oriented approach
D) management by objectives

Accepted Answer

The answer of Which of the following appraisal systems is...

Question 19

Which of the following is a major advantage of a behaviourally anchored rating scale?
A) It requires a great deal of employee participation, which leads to acceptance.
B) The rating scale can be used across many jobs.
C) It takes a relatively short time to develop.
D) It allows the appraiser to observe rather than judge.

Accepted Answer

The answer of Which of the following is a major...

Question 20

Which of the following is the primary limitation of the forced-choice method of appraisal?
A) It is expensive to initially develop.
B) Only highly trained raters can use the format.
C) It does not lend itself to peer and self-ratings.
D) It is expensive to establish and maintain its validity.

Accepted Answer

The answer of Which of the following is the primary...

Quiz 8: Appraising and Improving Performance

Which of the following processes would be most helpful to an organization that was suffering from lack of inter-rater reliability in appraising employee performance?

What advantage do peer appraisals have over other types of appraisals?

Which of the following is a major weakness of the behaviourally anchored rating scale (BARS) ?

With which type of appraisal method would supervisors most likely be inclined to forego needed maintenance on their equipment?

Which of the following appraisal methods helps guard against recency error?

Which of the following performance appraisal methods involves a mutual agreement of goals and metrics between supervisor and subordinate?

Which of the following types of scale uses critical incidents as examples of different points along the scale?

Which of the following is an important weakness of 360 feedback?

TQM concerns have led to the increased use of which of the following?

Every time Sandy makes a mistake at work, her manager writes it down in detail in her employee record. Sandy thinks this is a form of harassment. More likely, what is the manager trying to do?

Some organizations ask managers to place a percentage of their employees in the bottom performance category, which in some cases may mean they are fired, on every performance evaluation exercise. This is an example of which type of performance appraisal method?

Which of the following rating formats uses three specific behavioural descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behaviour is better than, equal to, or worse than the standard for each behaviour?

What is the most important thing an organization can do to ensure that a performance appraisal process can withstand legal scrutiny?

If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use?

Performance appraisal methods can be broadly classified as which of the following approaches?

Which of the following best describes a behaviourally anchored rating scale?

Which of the following appraisal systems is based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm?

Which of the following is a major advantage of a behaviourally anchored rating scale?

Which of the following is the primary limitation of the forced-choice method of appraisal?