Question 1

How do rater errors and personal emotions affect the performance appraisal process? How can firms manage the impact of both?

Accepted Answer

The answer of How do rater errors and personal emotions...

Question 2

A type of training that presents supervisors with fictitious examples of worker performance, asks the supervisor to evaluate the workers in the examples, and then tells them what their ratings should have been is referred to as ________.

Accepted Answer

The answer of A type of training that presents supervisors...

Question 3

Rational and political perspectives on performance appraisal differ in that the rational approach seeks as clear a definition of worker performance as possible, while the political perspective seeks ambiguity.

Accepted Answer

This statement is true. The rational perspective values clear and specific performance criteria in order to make objective evaluations, while the political perspective may prefer ambiguity in order to allow for subjective interpretations and potential maneuvering.

Question 4

Maximizing benefits over costs is the primary goal of rational performance appraisal.

Accepted Answer

The primary goal of rational performance appraisal is to assess and improve employee performance, identify development needs, and support decisions related to promotions, compensations, and terminations, rather than simply maximizing benefits over costs.

Question 5

________ is the degree to which the performance ratings given by various supervisors in an organization are similar.

Accepted Answer

The answer of ________ is the degree to which the...

Question 6

An error in performance appraisals that reflects consistent biases on the part of the rater is referred to as ________.

Accepted Answer

The answer of An error in performance appraisals that reflects...

Question 7

Which of the following is a "microskill" that managers should use in employee appraisal interviews?
A)Using only open questions
B)Paraphrasing employees' responses
C)Discussing personal matters with employees
D)Maintaining a distinct manager/subordinate atmosphere

Accepted Answer

Paraphrasing employees' responses is a microskill that managers should use in employee appraisal interviews. It helps to ensure that the manager understands the employee's perspective and feedback, and also shows that the manager is actively listening and engaged in the conversation. Using only open questions can be helpful in encouraging dialogue, but it is not a specific microskill related to appraisal interviews. Discussing personal matters with employees is not appropriate in a professional setting, and maintaining a distinct manager/subordinate atmosphere can be important but does not pertain to a specific microskill.

Question 8

The tendency of managers to blame workers for poor performance and for workers to blame external factors is known as:
A)halo effect.
B)360 degree feedback.
C)actor/observer bias.
D)central tendency error.

Accepted Answer

The tendency of managers to attribute poor performance to worker behavior and for workers to attribute poor performance to external factors is known as actor/observer bias. This occurs because managers are more likely to observe the behavior of their subordinates while workers are more likely to observe external factors that affect their ability to perform. The other options do not accurately describe this phenomenon.

Question 9

How do factors such as the influence of liking, organizational politics, and employment laws affect the performance appraisal process? What can firms do to address these issues?

Accepted Answer

The answer of How do factors such as the influence...

Question 10

Catina is designing an assessment and performance managing program for her company's HR department. To manage employee performance most effectively, Catina should:
A)mandate that performance appraisals and assessment interviews be performed once every three years.
B)prohibit managers from discussing performance evaluations and compensation during the same meeting.
C)stress that day-to-day interactions need to occur between manager and employee in addition to face-to-face interviews.
D)create a program that measures employee performance in terms of annual productivity.

Accepted Answer

The most effective way to manage employee performance is to have day-to-day interactions between managers and employees in addition to face-to-face interviews. This allows for continual feedback and the opportunity for employees to improve their performance throughout the year. Mandating performance appraisals and assessment interviews at set intervals does not allow for this ongoing feedback and can result in employees feeling blindsided by negative feedback during their evaluations. Prohibiting managers from discussing performance evaluations and compensation during the same meeting may also hinder effective performance management by limiting open communication between managers and employees. Lastly, measuring employee performance solely in terms of annual productivity may not accurately capture all aspects of an employee's performance and may not provide useful feedback for improving performance.

Question 11

In team environments, experts recommend eliminating individual performance evaluation to avoid creating rivalries within teams.

Accepted Answer

Experts often recommend balancing individual performance evaluations with team evaluations to ensure accountability and motivate individual contributions while fostering teamwork and collaboration, rather than eliminating individual evaluations altogether.

Question 12

Those who manage employee performance effectively share some common management characteristics, such as:
A)the ability to motivate.
B)a minimal use of progressive discipline.
C)the exploration of causes of performance problems.
D)a behavioral-based approach to managing employees.

Accepted Answer

The ability to explore the causes of performance problems is an essential characteristic for effectively managing employee performance. By identifying the root cause of performance issues, managers can address underlying problems and take corrective action that is likely to lead to long-term improvements in employee performance. While the other characteristics listed here are also important, they are not necessarily shared by all managers who are effective at managing employee performance.

Question 13

All of the following are characteristics of supervisors who manage performance effectively EXCEPT:
A)solving problems for employees.
B)focusing attention on the causes of problems.
C)directing communication at performance.
D)developing an action plan with employees.

Accepted Answer

Effective supervisors do not solve problems for their employees, but rather provide guidance and support in identifying the causes of problems and developing solutions collaboratively.

Question 14

Group performance appraisals are becoming more important in the U.S. business community, since teams are increasingly common in the workplace. As a manager, how would you appraise a team and its members in order to improve performance?

Accepted Answer

The answer of Group performance appraisals are becoming more important...

Question 15

Performance diaries typically improve the accuracy of performance appraisals but cannot be used in court to justify the appraisal process.

Accepted Answer

Performance diaries, when properly maintained, can serve as documented evidence of an employee's performance over time, potentially supporting the appraisal process in legal contexts if the need arises.

Question 16

In most U.S. organizations, an employee's performance appraisal interview and salary review are conducted in the same meeting. Research shows that tying these two events together results in:
A)employees receiving lower raises than if the two events were separated.
B)managers focusing on the salary issue and overlooking the performance appraisal.
C)employees ignoring performance feedback and focusing only on the salary increase.
D)managers taking the appraisal more seriously and providing more detailed feedback.

Accepted Answer

The answer of In most U.S. organizations, an employee's performance...

Question 17

Your text argues for which of the following as the best model of performance management?
A)Separating the performance appraisal and salary review
B)Incorporating judgment and coaching in the performance review
C)Separating goal setting and action planning from the formal review
D)Replacing the formal review with informal day-to-day feedback and performance management

Accepted Answer

The text argues in favor of incorporating judgment and coaching into the performance review process as the best model for performance management. This method allows for a more comprehensive evaluation of an employee's performance and allows for feedback and guidance to improve performance in the future. Separating the performance appraisal and salary review (A) can potentially create confusion and additional administrative work. Separating goal setting and action planning from the formal review (C) may lead to disjointed and ineffective organization of performance management. While replacing the formal review with informal day-to-day feedback (D) can be helpful, it may not provide a comprehensive evaluation of performance and may not be structured enough to address larger performance and development goals.

Question 18

Brito vs. Zia established that performance appraisals must meet all the legal requirements regarding tests in organizations.

Accepted Answer

Brito vs.Zia was a court case that established the legal requirements for performance appraisals in organizations. These requirements include ensuring that the appraisals do not violate any laws regarding discrimination or other protected characteristics, and that they are valid and reliable measures of job performance. Therefore, performance appraisals must meet all of these legal requirements in order to be considered valid and effective.

Question 19

What are the advantages and disadvantages of using trait, behavioral, and outcome data to measure employee performance? In your answer, discuss the level of legal defense that each method provides.

Accepted Answer

The answer of What are the advantages and disadvantages of...

Question 20

The combination of peer, subordinate, and self-review is referred to as ________.

Accepted Answer

The answer of The combination of peer, subordinate, and self-review...

Quiz 7: Appraising and Managing Performance

How do rater errors and personal emotions affect the performance appraisal process? How can firms manage the impact of both?

A type of training that presents supervisors with fictitious examples of worker performance, asks the supervisor to evaluate the workers in the examples, and then tells them what their ratings should have been is referred to as ________.

Rational and political perspectives on performance appraisal differ in that the rational approach seeks as clear a definition of worker performance as possible, while the political perspective seeks ambiguity.

Maximizing benefits over costs is the primary goal of rational performance appraisal.

________ is the degree to which the performance ratings given by various supervisors in an organization are similar.

An error in performance appraisals that reflects consistent biases on the part of the rater is referred to as ________.

Which of the following is a "microskill" that managers should use in employee appraisal interviews?

The tendency of managers to blame workers for poor performance and for workers to blame external factors is known as:

How do factors such as the influence of liking, organizational politics, and employment laws affect the performance appraisal process? What can firms do to address these issues?

Catina is designing an assessment and performance managing program for her company's HR department. To manage employee performance most effectively, Catina should:

In team environments, experts recommend eliminating individual performance evaluation to avoid creating rivalries within teams.

Those who manage employee performance effectively share some common management characteristics, such as:

All of the following are characteristics of supervisors who manage performance effectively EXCEPT:

Group performance appraisals are becoming more important in the U.S. business community, since teams are increasingly common in the workplace. As a manager, how would you appraise a team and its members in order to improve performance?

Performance diaries typically improve the accuracy of performance appraisals but cannot be used in court to justify the appraisal process.

In most U.S. organizations, an employee's performance appraisal interview and salary review are conducted in the same meeting. Research shows that tying these two events together results in:

Your text argues for which of the following as the best model of performance management?

Brito vs. Zia established that performance appraisals must meet all the legal requirements regarding tests in organizations.

What are the advantages and disadvantages of using trait, behavioral, and outcome data to measure employee performance? In your answer, discuss the level of legal defense that each method provides.

The combination of peer, subordinate, and self-review is referred to as ________.