Question 1

According to the textbook,formal appraisal discussions with management-level employees often takes how long to conduct?
A) No more than half an hour
B) No more than an hour
C) One or two hours
D) Two or three hours
E) More than three hours

Accepted Answer

The answer of According to the textbook,formal appraisal discussions with...

Question 2

According to the textbook,the 360-degree appraisal approach fits closely with the goals of organizations committed specifically to which of the following?
A) Employment equity
B) Hierarchical chain of command
C) Management by objectives
D) Continuous learning
E) Pay equity

Accepted Answer

The 360-degree appraisal approach is designed to provide feedback to an employee from all angles, including their managers, peers, and subordinates, as well as other relevant stakeholders. This aligns with organizations committed to continuous learning, which emphasizes regular feedback and ongoing development for all employees. Employment equity, hierarchical chain of command, management by objectives, and pay equity are not directly related to the 360-degree appraisal approach.

Question 3

A potential problem with peer performance appraisal occurs when all the peers get together to rate each other highly; what is this potential problem referred to as?
A) Halo error
B) Logrolling
C) Appraisal bias
D) Preferential evaluation
E) Leniency error

Accepted Answer

Logrolling is the potential problem where peers may rate each other highly without giving objective and critical feedback. This behavior can undermine the integrity and effectiveness of the performance appraisal process as it may not accurately reflect the actual performance of the employees. Halo error refers to the tendency of raters to be positively biased toward an employee, while leniency error is when raters rate all employees positively without giving differential ratings. Appraisal bias and preferential evaluation are general terms and do not specifically refer to the issue being described.

Question 4

According to the textbook,the easiest formal appraisal discussion to conduct is which of the following?
A) Satisfactory-unpromotable
B) Unsatisfactory-unpromotable
C) Unsatisfactory-correctable
D) Unsatisfactory-uncorrectable
E) Satisfactory-promotable

Accepted Answer

The easiest formal appraisal discussion to conduct is with an employee who is performing satisfactorily and is promotable. This is because the conversation is positive, focusing on the employee's achievements and potential for advancement, making it a more straightforward and pleasant discussion for both parties involved.

Question 5

Janice sees a lot of herself in her employee Danielle as they both went to the same school,earned the same degree,and enjoy the same types of hobbies.Danielle often receives a higher appraisal from Janice compared with her fellow workers.What error is Janice likely making?
A) Appraisal bias
B) Recency effect
C) Central tendency
D) Similar-to-me bias
E) Halo effect

Accepted Answer

Janice is demonstrating the similar-to-me bias, which occurs when people have a tendency to be biased towards individuals who share similar characteristics or backgrounds as themselves, such as education or hobbies. This bias can lead to unfair treatment or appraisal of employees who do not share the same characteristics.

Question 6

Which performance appraisal problem is indicative of when supervisors allow individual differences,such as age,race,and sex to affect the appraisal ratings that employees receive?
A) Strictness/leniency
B) Central tendency
C) Appraisal bias
D) Halo effect
E) Trait effect

Accepted Answer

Appraisal bias occurs when individual differences such as age, race, and sex affect the appraisal ratings that employees receive. It is a common problem in performance appraisal and can lead to unfair evaluations and discrimination. This is different from strictness/leniency, which refers to the tendency of supervisors to rate employees too harshly or too leniently, and central tendency, which refers to the tendency of supervisors to rate all employees as average regardless of their actual performance. The halo effect and trait effect are also types of bias that can affect performance appraisal, but they are not specifically related to individual differences.

Question 7

According to the textbook,improving performance appraisal accuracy calls not just for training,but also for which of the following?
A) More statistical analysis
B) Input from higher levels of management particularly related to HR
C) Reducing the influence of outside factors, such as union pressure and time constraints
D) Tying performance to bonuses more consistently
E) Creating a more effective employee orientation program

Accepted Answer

Reducing the influence of outside factors, such as union pressure and time constraints, can help improve the accuracy of performance appraisals by ensuring that evaluations are based on actual performance rather than external pressures or limitations.

Question 8

The critical incident method is useful by itself for comparing employees and making salary decisions.

Accepted Answer

The critical incident method is not sufficient by itself to make salary decisions. It is just one of the evaluation methods used to measure employee performance and identify strengths and areas for improvement. Other factors such as job responsibilities, experience, education, and market demand for certain skills should also be taken into consideration when determining salary.

Question 9

Many firms today let employees anonymously evaluate the performance of their supervisor; what is this process known as?
A) Subordinate appraisal
B) Team appraisal
C) Downward feedback
D) Upward feedback
E) Anonymous evaluation

Accepted Answer

This process is known as upward feedback or 360-degree feedback, where employees provide anonymous evaluations of their supervisor's performance.

Question 10

What is the basic problem associated with employee self-ratings in the performance appraisal process?
A) Lack of anonymity
B) Employee reluctance to self-rate
C) Peers rate the employee higher than they rate themselves
D) Employees do not value the opportunity to participate in performance appraisal
E) Employees usually rate themselves higher than they are rated by supervisors or peers

Accepted Answer

The basic problem associated with employee self-ratings is that they usually rate themselves higher than they are rated by their supervisors or peers, which can lead to inflated and inaccurate performance evaluations. Additionally, employees may be hesitant to give themselves negative ratings, which can further skew the results of the performance appraisal process.

Question 11

Brenda is preparing for performance appraisals on her project management team.She solicits feedback from three other managers who have worked with her team members.What type of performance appraisal is she conducting?
A) 360-degree
B) Rating committee
C) Alternation rating
D) Paired comparison
E) Graphic rating

Accepted Answer

Brenda is using a Rating Committee approach for performance appraisals by soliciting feedback from three other managers who have worked with her team members. This method involves multiple evaluators to assess employee performance, providing a more comprehensive and less biased evaluation.

Question 12

According to the textbook,rating committees used to evaluate employees are usually composed of the employee's immediate supervisor and who else?
A) An HR Manager
B) The supervisor's manager
C) Several co-workers
D) Three or four other supervisors
E) The employee's previous supervisor

Accepted Answer

Rating committees typically include the employee's immediate supervisor and three or four other supervisors to provide a balanced and comprehensive evaluation.

Question 13

Jordan is a relatively younger manager.He rates his older employees lower than the younger ones.What performance appraisal problem may be occurring?
A) Strictness/leniency
B) Central tendency
C) Appraisal bias
D) Halo effect
E) Trait effect

Accepted Answer

Appraisal bias occurs when a manager's personal opinions or prejudices affect their evaluation of an employee. Jordan's bias towards younger employees is an example of appraisal bias.

Question 14

According to the textbook,360-degree feedback was originally used only for training and development purposes,but it has rapidly spread to being used in the management of which of the following?
A) Job evaluation
B) Performance and pay
C) Employee orientation
D) Organizational finances
E) Rating errors

Accepted Answer

360-degree feedback is commonly used in the management of performance and pay, where it provides a way for employees to receive feedback from multiple sources to improve their performance and potentially influence their pay. It is not typically used for job evaluation, employee orientation, organizational finances, or rating errors.

Question 15

When using the paired comparison method,every employee is paired with and compared with every other employee.

Accepted Answer

In the paired comparison method, each employee is compared directly with every other employee to establish a ranking order, ensuring all possible pairs are evaluated.

Question 16

An interview with the supervisor and the employee to review the appraisal and make plans to remedy deficiencies and reinforce strengths is referred to as which of the following?
A) Formal appraisal discussion
B) Post-appraisal review
C) Follow-up appraisal feedback
D) Official appraisal assessment
E) Informal appraisal interview

Accepted Answer

A formal appraisal discussion typically involves both the supervisor and the employee and serves as an opportunity to go over the appraisal results and make plans for improvement in areas where the employee may be deficient, as well as reinforce the employee's strengths. The other answer choices may be somewhat similar, but they are not typical terms used to describe this specific type of discussion.

Question 17

According to the textbook,which of the following is a best practice to be used when dealing with defensive employees?
A) Use position power to convince the employee that the appraisal is accurate.
B) Ignore emotions and focus on solving all problems identified in the appraisal.
C) Recognize that defensive behaviour is normal.
D) Explain to the person that defensive behaviour is unacceptable.
E) Tell the person that the appraisal will be repeated by another manager.

Accepted Answer

Recognize that defensive behaviour is normal and try to understand the reasons behind it. This can involve active listening, asking open-ended questions, and acknowledging the employee's feelings. Using position power or dismissing emotions can make the situation worse and damage the relationship between the manager and employee. Telling the person that the appraisal will be repeated by another manager may not solve the underlying issues and can create additional anxiety and distrust.

Question 18

When an employee's most recent performance biases the evaluation of his or her performance over the entire appraisal period,which performance appraisal problem has occurred?
A) Appraisal bias
B) Recency effect
C) Central tendency
D) Similar-to-me
E) Halo effect

Accepted Answer

The recency effect occurs when an employee's most recent performance biases the evaluation of their overall performance for the appraisal period, which suggests the need to consider the entire appraisal period rather than just recent events. Option A is incorrect because appraisal bias is a general term used to refer to various forms of errors or distorting tendencies that can affect performance appraisals. Options C, D, and E are incorrect because central tendency, similar-to-me, and halo effects refer to other biases that can affect how employees are evaluated during the appraisal process.

Question 19

The most popular technique for appraising performance is the graphic rating scale.

Accepted Answer

The graphic rating scale is the most commonly used performance appraisal technique. It involves a rating scale with predetermined criteria that is used to evaluate an employee's performance in various areas such as communication, problem-solving, productivity, teamwork, and other relevant factors.

Question 20

According to the textbook,when a supervisor tells someone that his or her performance is poor,the first reaction is often
A) an emotional display.
B) aggression.
C) changing the subject.
D) anger.
E) denial.

Accepted Answer

Denial is often the first reaction when someone hears that their performance is poor. This is because people generally have a tendency to avoid accepting negative feedback and may become defensive or in denial about their shortcomings. It takes time and effort for individuals to come to terms with their performance issues and take active steps towards improvement.

Quiz 10: Performance Management

According to the textbook,formal appraisal discussions with management-level employees often takes how long to conduct?

According to the textbook,the 360-degree appraisal approach fits closely with the goals of organizations committed specifically to which of the following?

A potential problem with peer performance appraisal occurs when all the peers get together to rate each other highly; what is this potential problem referred to as?

According to the textbook,the easiest formal appraisal discussion to conduct is which of the following?

Janice sees a lot of herself in her employee Danielle as they both went to the same school,earned the same degree,and enjoy the same types of hobbies.Danielle often receives a higher appraisal from Janice compared with her fellow workers.What error is Janice likely making?

Which performance appraisal problem is indicative of when supervisors allow individual differences,such as age,race,and sex to affect the appraisal ratings that employees receive?

According to the textbook,improving performance appraisal accuracy calls not just for training,but also for which of the following?

The critical incident method is useful by itself for comparing employees and making salary decisions.

Many firms today let employees anonymously evaluate the performance of their supervisor; what is this process known as?

What is the basic problem associated with employee self-ratings in the performance appraisal process?

Brenda is preparing for performance appraisals on her project management team.She solicits feedback from three other managers who have worked with her team members.What type of performance appraisal is she conducting?

According to the textbook,rating committees used to evaluate employees are usually composed of the employee's immediate supervisor and who else?

Jordan is a relatively younger manager.He rates his older employees lower than the younger ones.What performance appraisal problem may be occurring?

According to the textbook,360-degree feedback was originally used only for training and development purposes,but it has rapidly spread to being used in the management of which of the following?

When using the paired comparison method,every employee is paired with and compared with every other employee.

An interview with the supervisor and the employee to review the appraisal and make plans to remedy deficiencies and reinforce strengths is referred to as which of the following?

According to the textbook,which of the following is a best practice to be used when dealing with defensive employees?

When an employee's most recent performance biases the evaluation of his or her performance over the entire appraisal period,which performance appraisal problem has occurred?

The most popular technique for appraising performance is the graphic rating scale.

According to the textbook,when a supervisor tells someone that his or her performance is poor,the first reaction is often