Question 1

Define behaviorally anchored rating scales.

Accepted Answer

Behaviorally anchored rating scales describe specific examples of job behavior which are then measured against a performance scale.
True / False

Question 2

Describe the features required in an effective performance management system.

Accepted Answer

To be effective, a performance management system, including the performance appraisal processes, should be:
• beneficial as a development tool;
• useful as an administrative tool;
• legal and job related;
• viewed as generally fair by employees;
• effective in documenting employee performance; and
• clear about who are high, average, and low performers.

Question 3

A major concern for managers in performance management is how to emphasize the positive aspects of the employee's performance while still discussing ways to make needed improvements.

Accepted Answer

It is important for managers to focus on both the positive and negative aspects of an employee's performance during performance management discussions. By emphasizing positive aspects, managers can motivate employees and build confidence, while also addressing areas for improvement in a constructive manner.

Question 4

Describe subjective and objective measures of performance appraisals.

Accepted Answer

The answer of Describe subjective and objective measures of performance...

Question 5

The leniency error occurs when ratings of all employees fall at the high end of the scale.

Accepted Answer

The leniency error occurs when raters consistently rate all employees higher than they deserve. This can happen due to various reasons such as the fear of giving negative feedback, a desire to avoid conflict, or a lack of understanding of the performance criteria.

Question 6

Menu up-selling by a waiter is classified as behavior-based information.

Accepted Answer

Menu up-selling by a waiter is based on the behavior of the customer and their likely preferences. Therefore, it is behavior-based information.

Question 7

With the ranking method, the ratings of employees' performance are distributed along a bell-shaped curve.

Accepted Answer

The ranking method involves placing employees in order of performance from highest to lowest, without considering the specific distribution of ratings along a bell curve.

Question 8

Define performance management. What should a performance management system do?

Accepted Answer

The answer of Define performance management. What should a performance...

Question 9

The developmental function of performance appraisals can identify areas in which the employee might wish to grow.

Accepted Answer

Performance appraisals can provide feedback on an employee's strengths and weaknesses, allowing them to focus on areas for personal and professional development.

Question 10

Employee attitude is classified as trait-based information.

Accepted Answer

Employee attitude is a trait, which means it is a relatively stable characteristic of an individual that can influence their behavior and reactions in various situations. Therefore, it is considered trait-based information.

Question 11

In the critical incident method, the manager keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

Accepted Answer

The critical incident method involves keeping a written record of specific incidents of both highly favorable and unfavorable actions performed by an employee, rather than simply recording overall performance.

Question 12

Describe the entitlement approach and the performance-driven approach.

Accepted Answer

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Question 13

What is multisource rating?

Accepted Answer

The answer of What is multisource rating?...

Question 14

Development of performance standards is typically the first stage of management by objectives.

Accepted Answer

The first stage of management by objectives is setting organizational goals, not developing performance standards.

Question 15

One concern of multisource rating is that those peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.

Accepted Answer

This is a common concern with multisource rating systems, and research has found evidence of peer inflation in some cases. Peers may feel pressure to rate coworkers positively to maintain positive relationships or to avoid conflict. However, it is important for the integrity of the evaluation process that ratings are honest and accurate, and steps can be taken to mitigate peer inflation such as using anonymous rating systems and training raters on how to provide honest feedback.

Question 16

Discuss supervisory rating of subordinates.

Accepted Answer

The answer of Discuss supervisory rating of subordinates....

Question 17

What are the common employee performance measures?

Accepted Answer

The answer of What are the common employee performance measures?...

Question 18

Define performance standards.

Accepted Answer

The answer of Define performance standards....

Question 19

The performance management process starts by identifying the strategic goals an organization needs to accomplish to remain competitive and profitable.

Accepted Answer

The performance management process typically begins with identifying the organization's strategic goals and objectives.

Question 20

Discuss the administrative and developmental uses of performance appraisals.

Accepted Answer

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Quiz 10: Performance Management and Appraisal