Question 1

Nicole is rating her employees on ______ when she assigns them scores on items such as "conscientiousness" and "inquisitiveness."
A) traits
B) behaviors
C) results
D) incidents

Accepted Answer

Traits are characteristics or qualities that are inherent in an individual, such as conscientiousness and inquisitiveness. In this case, Nicole is evaluating her employees based on their inherent traits, which is why A) traits is the best answer choice. B) behaviors would refer to how the employees act or behave on the job, while C) results would refer to the outcomes or achievements of their work. D) incidents would refer to specific events that occurred on the job.

Question 2

______ is a process in which managers and employees jointly set objectives for the employees,periodically evaluate performance,and reward employees according to the results.
A) Narrative method or form
B) Critical incidents method
C) Management by objectives method
D) Behaviorally anchored rating scale form

Accepted Answer

Management by objectives (MBO) is a performance appraisal method in which managers and employees work together to establish goals for the employees, periodically assess their progress towards those goals, and give rewards based on the results. This method aims to align individual employee goals with the goals of the organization, and encourages employee participation in the evaluation process. The other choices (A,B and D) are also methods of performance appraisal, but they do not involve the joint participation of managers and employees in setting objectives and evaluating outcomes.

Question 3

Hafsah is considering who to promote into a new position.She asks each of her supervisors to write an appraisal of their employees describing each employee's strengths and weaknesses.Hafsah is requesting supervisors use the ______ method of performance appraisal.
A) ranking
B) management by objectives
C) narrative
D) behavioral anchored rating

Accepted Answer

The narrative method requires supervisors to write a descriptive appraisal of each employee, highlighting their strengths and weaknesses. This method does not involve ranking, setting specific objectives, or rating based on behavior anchors.

Question 4

______ identify the physical or psychological characteristics of a person.
A) Results
B) Motivation
C) Traits
D) Behavior

Accepted Answer

Traits are specific characteristics of an individual that can be physical or psychological in nature, whereas results refer to the outcome or consequence of a particular action or event. Motivation and behavior are more focused on actions and tendencies rather than inherent qualities of a person.

Question 5

In performance appraisal,the ______ is a three-step process: Step 1: Set individual objectives and plans,Step 2: Give feedback and evaluate performance,Step 3: Reward according to performance.
A) narrative method or form
B) behaviorally anchored rating scale form
C) critical incidents method
D) management by objectives method

Accepted Answer

The three-step process described is the Management by Objectives (MBO) method, which involves setting individual objectives and plans, providing feedback and evaluating performance, and rewarding according to performance. The other options (narrative method/form, behaviorally anchored rating scale form, and critical incidents method) are all different approaches to performance appraisal but do not necessarily follow this exact three-step process.

Question 6

In performance appraisal,a ______ gives the manager the opportunity to give the evaluative assessment in a written form that can go beyond simply checking a box to describe a predetermined assessment item.
A) trait
B) behavior
C) narrative
D) reward

Accepted Answer

A narrative appraisal allows the manager to write a detailed assessment of an employee's performance, including examples and explanations, rather than just selecting a rating or checking a box. Trait, behavior, and reward are different types of appraisal methods that do not necessarily provide the same opportunity for detailed written feedback.

Question 7

In performance management,______ are a measure of the goals achieved through a work process.
A) results
B) motivations
C) behaviors
D) traits

Accepted Answer

Results are the most direct measure of achieving goals in a work process. Motivations, behaviors, and traits may contribute to achieving these goals, but results are the ultimate focus of performance management.

Question 8

In performance appraisal,evaluation of a salesperson's "tenacity" and "enthusiasm" would be classified as a ______ appraisal.
A) behavior
B) trait
C) results
D) process

Accepted Answer

Tenacity and enthusiasm are both personality traits, which fall under the trait-based appraisal approach. This approach focuses on evaluating an employee's innate characteristics and personality traits, rather than just their observable behaviors or results. Therefore, the correct answer is B - trait.

Question 9

To provide accurate performance appraisals,Samantha keeps a box of index cards on each of her employees.When an employee does something particularly well or particularly poorly,Samantha writes the event down on a card and puts it in that employee's box.It appears Samantha is using the ______ method of performance appraisal.
A) critical incidents
B) management by objectives
C) narrative method
D) behavioral anchored rating

Accepted Answer

Samantha is using the critical incidents method of performance appraisal by keeping a record of specific incidents related to an employee's performance.

Question 10

Alexander supervises three workers who repair watches in the jewelry department.He bases his performance appraisal of the workers on the number of watches each employee repairs each week.It appears that Alexander is basing his appraisal on ______.
A) traits
B) behaviors
C) results
D) incidents

Accepted Answer

Alexander is basing his performance appraisal on the results, or the number of watches each employee repairs each week.

Question 11

______ is a performance appraisal method in which a manager keeps a written record of the positive and negative performance of employees throughout the performance period.
A) Behaviorally anchored rating scale form
B) Narrative method or form
C) Management by objectives method
D) Critical incidents method

Accepted Answer

The critical incidents method involves keeping a written record of significant positive and negative employee behaviors throughout the performance period.

Question 12

When appraising a paramedic,Derrick based his appraisal on the individual's performance on emergency diagnostic and treatment procedures.It appears that Derrick is basing his appraisal on ______.
A) traits
B) behaviors
C) results
D) incidents

Accepted Answer

Derrick's appraisal focuses on the paramedic's actions and conduct (behaviors) during emergency diagnostic and treatment procedures, rather than on personality traits, outcomes (results), or specific incidents.

Question 13

In performance appraisal,the ______ requires a manager to write a statement about the employee's performance.
A) behaviorally anchored rating scale form
B) narrative method or form
C) critical incidents method
D) management by objectives method

Accepted Answer

The narrative method or form requires a manager to write a statement about the employee's performance, providing detailed descriptions of achievements and areas for improvement. This method allows for a more personalized and holistic evaluation of the employee's performance, highlighting specific examples and providing clear feedback for future development.

Question 14

Some ______ are fairly easy to identify and managers often assume that they are related to how the individual will perform on the job.
A) traits
B) behaviors
C) motivations
D) actions

Accepted Answer

Traits are relatively stable characteristics of an individual's personality, such as extroversion or conscientiousness. They are often assumed to be related to job performance, although the relationship may not always be strong or consistent. Behaviors, motivations, and actions are also important predictors of job performance, but they may be more difficult to assess or measure than traits.

Question 15

In considering two employees for a promotion,Hadar decides to nominate the more attractive and extroverted candidate.It appears Hadar based his promotion appraisal on ______.
A) traits
B) behaviors
C) results
D) incidents

Accepted Answer

Hadar made the decision to promote the more attractive and extroverted candidate, which are both traits. Traits refer to the enduring personal characteristics of an individual and are not related to specific behaviors or results. Therefore, Hadar based his promotion appraisal on traits.

Question 16

Whenever an employee has a major achievement,Anna asks that employee to send her an e-mail describing the achievement.Likewise,if an employee makes a mistake,Anna asks the employee to send her an e-mail describing the mistake and what happened.When it's time to do performance appraisals,Anna brings together all the e-mails she received from each employee to create an appraisal.It appears Anna is using the ______ method of performance appraisal.
A) critical incidents
B) management by objectives
C) graphic rating
D) behavioral anchored rating

Accepted Answer

Anna is using the critical incidents method of performance appraisal, which involves collecting specific examples of an employee's behavior to assess their performance. By asking employees to send her emails detailing their achievements and mistakes, Anna is gathering critical incidents that can be used in the performance appraisal process.

Question 17

As a general rule,it is much better to use ______ in a performance appraisal than it is to use traits.
A) motivations
B) behaviors
C) narratives
D) biases

Accepted Answer

Behaviors are objective and observable actions or tasks that an employee performs. Using behaviors in a performance appraisal allows for specific feedback related to job duties and performance expectations. This approach is more factual and less subjective than relying on traits, which can be influenced by personal biases or opinions. Motivations and narratives may provide insight into an employee's mindset and attitudes, but they do not necessarily provide concrete examples of job performance. Biases should always be avoided in performance appraisals.

Question 18

When appraising an automobile mechanic,Felicidad based her appraisal on the individual's performance doing routine maintenance and repairs on cars.It appears that Felicidad is basing her appraisal on ______.
A) traits
B) behaviors
C) results
D) incidents

Accepted Answer

Felicidad is appraising the mechanic's performance, which is a behavior-based appraisal.

Question 19

In performance management,______ are considered the actions taken by an individual.
A) results
B) behaviors
C) motivations
D) traits

Accepted Answer

Results refer to the outcomes or outputs of actions taken, motivations and traits are internal characteristics of an individual. Behaviors are observable actions and are the focus of performance management as they can be measured and evaluated.

Question 20

As part of her job as a stock clerk,Breanna is required to take inventory to identify items to be restocked.At the beginning of each quarter,Breanna and her manager set a goal for reducing the amount of time it takes to take inventory.This quarter,her goal is to reduce the time by 10%.At the end of the period,Breanna will review her numbers with her manager.If she has reduced the time she spends on inventory by 10%,she will receive a raise.Breanna's performance appraisal is done using the ______ method.
A) critical incidents
B) management by objectives
C) ranking
D) behavioral anchored rating

Accepted Answer

The scenario describes the use of management by objectives (MBO) method for performance appraisal. Breanna and her manager set a specific goal for reducing the time taken for inventory, and her performance will be evaluated based on whether or not she achieves the goal. MBO is a method where employees and managers work together to establish specific goals and objectives which are then used for performance appraisal.

Quiz 8: Performance Management and Appraisal

Nicole is rating her employees on ______ when she assigns them scores on items such as "conscientiousness" and "inquisitiveness."

______ is a process in which managers and employees jointly set objectives for the employees,periodically evaluate performance,and reward employees according to the results.

Hafsah is considering who to promote into a new position.She asks each of her supervisors to write an appraisal of their employees describing each employee's strengths and weaknesses.Hafsah is requesting supervisors use the ______ method of performance appraisal.

______ identify the physical or psychological characteristics of a person.

In performance appraisal,the ______ is a three-step process: Step 1: Set individual objectives and plans,Step 2: Give feedback and evaluate performance,Step 3: Reward according to performance.

In performance appraisal,a ______ gives the manager the opportunity to give the evaluative assessment in a written form that can go beyond simply checking a box to describe a predetermined assessment item.

In performance management,______ are a measure of the goals achieved through a work process.

In performance appraisal,evaluation of a salesperson's "tenacity" and "enthusiasm" would be classified as a ______ appraisal.

Alexander supervises three workers who repair watches in the jewelry department.He bases his performance appraisal of the workers on the number of watches each employee repairs each week.It appears that Alexander is basing his appraisal on ______.

______ is a performance appraisal method in which a manager keeps a written record of the positive and negative performance of employees throughout the performance period.

When appraising a paramedic,Derrick based his appraisal on the individual's performance on emergency diagnostic and treatment procedures.It appears that Derrick is basing his appraisal on ______.

In performance appraisal,the ______ requires a manager to write a statement about the employee's performance.

Some ______ are fairly easy to identify and managers often assume that they are related to how the individual will perform on the job.

In considering two employees for a promotion,Hadar decides to nominate the more attractive and extroverted candidate.It appears Hadar based his promotion appraisal on ______.

As a general rule,it is much better to use ______ in a performance appraisal than it is to use traits.

When appraising an automobile mechanic,Felicidad based her appraisal on the individual's performance doing routine maintenance and repairs on cars.It appears that Felicidad is basing her appraisal on ______.

In performance management,______ are considered the actions taken by an individual.