Question 1

Karl handles the HR duties in a small commercial bakery of only 16 employees.Nine of these employees are bakery assistants with the same job duties.Karl has decided to make a list of the bakery assistants placing the best employee at the top and the worst employee at the bottom,with the other bakery assistants placed in between according to how they compare with the best and the worst employees.He is fairly satisfied that this system will work for his small company.Karl is using the ____ system.
A) checklist
B) graphic rating scale
C) ranking
D) forced distribution

Accepted Answer

Karl is using a ranking system where he places the best employee at the top and the worst employee at the bottom, with the other employees in between based on how they compare.

Question 2

What is the first step in constructing behavioral scales?
A) determining a "standard of excellence" for each job dimension
B) identifying the most important performance factors in an employee's job description
C) assessing the performance of the current job holder(s)
D) specifying the performance goals that each employee must meet within stated time deadlines.

Accepted Answer

The first step in constructing behavioral scales is identifying the most important performance factors in an employee's job description. This will provide a foundation for developing the scale and ensure that it accurately measures job performance. Once the important factors have been identified, standards of excellence can be established, current performance assessed, and performance goals specified within time deadlines.

Question 3

Of the following performance appraisal systems,the ones most likely to be the subject of a discrimination lawsuit is/are
A) the forced distribution system.
B) systems based on critical incidents.
C) systems using behaviorally-anchored rating scales.
D) systems using numerical measures of performance.

Accepted Answer

The forced distribution system is most likely to be the subject of a discrimination lawsuit because it requires managers to rank employees along a predetermined distribution curve, which can result in biased ratings and discrimination against certain groups of employees.

Question 4

At High Flyer Airlines,managers rate their subordinates on a continuum from 1 to 7.A score of 1 indicates unsatisfactory performance,and a score of 7 indicates superior performance.High Flyer uses a ____ as its performance appraisal method.
A) ranking system
B) checklist
C) multisource appraisal
D) graphic rating scale

Accepted Answer

A graphic rating scale is a performance appraisal method in which employees are rated on specific traits or characteristics using a numerical scale, such as 1 to 7, to indicate their level of performance. This matches the method used by High Flyer Airlines, where managers rate subordinates on a continuum from 1 to 7. A ranking system involves comparing employees to each other, a checklist involves evaluating specific behaviors or tasks, and a multisource appraisal involves feedback from multiple sources.

Question 5

Statements that describe both desirable and undesirable employee behaviors on a numerical scale are called
A) critical incidents.
B) categorical descriptions
C) MBO targets
D) anchors.

Accepted Answer

Anchors are numerical ratings or scaled statements that describe both good and bad behavior. They provide a framework for employees to receive feedback on their performance and help managers in conducting performance evaluations. Critical incidents describe specific examples of employee behavior, while categorical descriptions group behaviors into categories. MBO (Management By Objectives) targets are specific goals set by employees and managers to achieve certain outcomes.

Question 6

All of the following are recommendations for making a performance appraisal system more effective and more defensible legally EXCEPT
A) the use of specific, objective criteria and standards.
B) involve employees in planning and designing the program.
C) train managers and review their ratings to ensure favoritism is not involved.
D) use multisource methods of performance appraisal.

Accepted Answer

Multisource methods, such as 360-degree feedback, are generally recommended for comprehensive evaluations, but the question asks for an exception to effective and legally defensible practices. The other options are directly related to making the appraisal process more objective and fair.

Question 7

Performance appraisal systems that combine information from team members and other employee "clients" to develop appraisals for individual employees are best used for ____ decisions.
A) compensation
B) developmental
C) promotion
D) disciplinary

Accepted Answer

Performance appraisal systems that combine information from team members and other employee "clients" are best used for developmental decisions because they provide a broader perspective of an employee's strengths and weaknesses, which can be used to identify areas for improvement and set goals for future development. Compensation decisions are typically based on individual performance metrics, and promotion and disciplinary decisions often require a more detailed assessment of an employee's skills and experience, which may not be captured by a team-based appraisal system.

Question 8

As director of HR,you have decided to implement a multisource rating system for employee performance.The employee population for which you will use this system numbers about 1,000,with an average of 15 employees in each work unit.Which of the following statements is likely to be TRUE?
A) You will need to implement this as a Web-based system.
B) This system will be most useful for making compensation decisions affecting employees.
C) There will be fewer problems with rater bias because individual biases "wash out" statistically when there are multiple raters.
D) Employees tend to rate co-workers more harshly than they rate themselves, so performance ratings will need to be adjusted for rating deflation.

Accepted Answer

A web-based system is likely necessary to efficiently manage and process the large volume of data from multiple raters across 1,000 employees.

Question 9

Phrases such as "Greeted customer within 10 seconds of customer's entry into store," and "Failed to greet customer until customer addressed employee," would be typical of a ____ performance appraisal method.
A) forced distribution
B) a management by objectives
C) behaviorally-anchored rating scale
D) ranking

Accepted Answer

The phrases provided in the question are examples of specific behaviors that are being evaluated, which is a characteristic of behaviorally-anchored rating scales. This method of appraisal is designed to assess an employee's performance based on specific behaviors and skills that are relevant to the job. Forced distribution, management by objectives, and ranking are different performance appraisal methods.

Question 10

Comparative methods of rating
A) are most acceptable to employees when they are applied to administrative decisions rather than to developmental decisions.
B) can either be statistically-based (such as forced distribution) or simply rankings of each employee against his/her co-workers.
C) are useful for small groups because the results can be statistically adjusted for small numbers.
D) are preferred by managers because the results are easy to explain to subordinates.

Accepted Answer

Comparative methods of rating can be either statistically-based or simple rankings of each employee against their co-workers. This allows for flexibility in how the ratings are done, depending on the organization's needs and goals.

Question 11

The 360° rating method appears to be less threatening to employees when it is used for ____ purposes.
A) administrative
B) customer relations
C) development
D) benchmarking

Accepted Answer

When the 360° rating method is used for development purposes, it is seen as a tool for employees to improve their performance and skills. This makes it less threatening and allows employees to receive constructive feedback without feeling attacked or judged. Using the method for administrative or benchmarking purposes may make employees feel like they are being evaluated for punitive or competitive reasons, which can be intimidating. Customer relations may be a factor in some feedback, but it is not the primary purpose of the 360° method.

Question 12

You are the director of HR for a medium-sized regional utility company.Your CEO attended a speech by Jack Welch,and now she wants to implement his "differentiation" performance appraisal system in the company.This system is similar to ranking and forced distribution.You have some concerns about the appropriateness this system because
A) this system works best in unionized workplaces and your company is nonunion.
B) this system can be applied to managerial jobs, but not to non-managerial jobs.
C) the performance measures in this system tend to be both contaminated and deficient.
D) forced distribution systems have been subjects of discrimination lawsuits.

Accepted Answer

Forced distribution systems, like the one proposed by Jack Welch, often categorize employees into different performance levels, typically forcing a certain percentage of employees into predetermined categories (e.g., top, middle, and bottom performers). This can lead to discrimination lawsuits if employees feel they have been unfairly categorized or if the system disproportionately affects certain groups of employees.

Question 13

Brownbrass,Inc.,has instituted a multisource rating system.The results will be used for both developmental and administrative purposes,such as compensation and promotion decisions.As an HR consultant hired by the organization,you can predict that
A) there will be fewer legal issues with this system than with a supervisory rating system.
B) the employees will view the multisource ratings as more valid than if they were rated only by their supervisors.
C) there will be little variation in performance ratings across sources.
D) the performance ratings will be inflated.

Accepted Answer

The answer of Brownbrass,Inc.,has instituted a multisource rating system.The results...

Question 14

All of the following statements are true about graphic rating scales EXCEPT
A) graphic rating scales are easy to develop.
B) separate traits or performance factors are sometimes grouped together which leads to inconsistency in how evaluators interpret the scale item.
C) graphic rating scales can either use verbal or numerical scales.
D) graphic rating scales require less rater training than other methods because the descriptive terms used carry widely-understood interpretations.

Accepted Answer

This statement is not true. Graphic rating scales may require less rater training than other methods, but it is not because the descriptive terms used carry widely-understood interpretations. Rather, it is because the format of the scale is easy to understand and apply.

Question 15

The simplest methods for appraising performance are the
A) behaviorally anchored rating scales (BARS).
B) category scaling methods.
C) comparative methods.
D) written methods.

Accepted Answer

Category scaling methods, such as graphic rating scales or checklist methods, are the simplest and most commonly used methods for appraising performance. They involve rating an employee's performance on a predetermined set of criteria or behaviors, making them easier to administer and understand compared to more complex methods like BARS or comparative methods. Written methods, while simple in their execution, can be subjective and lack specific performance criteria.

Question 16

"Multisource" rating,also called ____,recognizes that employee performance crosses departmental,organizational and,in some cases,global boundaries.
A) team appraisal
B) global rating
C) field review
D) 360° feedback

Accepted Answer

The term "Multisource" rating is commonly used to describe the 360-degree feedback process, which involves collecting feedback from multiple sources across the organization, including supervisors, peers, subordinates, and customers. This approach recognizes that employee performance can be influenced by a range of factors beyond their immediate department or team, and seeks to provide a more comprehensive and well-rounded assessment of their strengths and weaknesses. Therefore, the correct choice is D.

Question 17

Cheryl,a branch manager at Prairie Ridge Bank,is upset that all the tellers in the various branches will be evaluated by the ranking system.The tellers' raises will be determined by their ranking,and the worst-ranked teller in each branch will be terminated.Cheryl has many concerns about using the ranking method,and she has an appointment with the executive vice president of HR to present her arguments.All of the following are concerns she will raise EXCEPT
A) the size of the difference in performance among individuals is not defined in the ranking method.
B) Cheryl's worst performing employee may be better than another branch manager's average performing employee.
C) It will be too difficult for Cheryl to distinguish between her best and worst performers.
D) There are 17 branches and the ranking system will be too unwieldy to use for so many groups.

Accepted Answer

Cheryl's concerns are about the fairness and effectiveness of the ranking system, not about her ability to distinguish between her best and worst performers.

Question 18

The assumption that the performance of employees in a department correspond to the classic "bell shaped curve" is essential to the ____ method of performance appraisal.
A) ranking
B) forced distribution
C) critical incident
D) statistical

Accepted Answer

The forced distribution method of performance appraisal requires managers to evaluate employees according to a preset distribution, typically a bell curve. This means that a certain percentage of employees must be rated as high performers, a certain percentage as average, and a certain percentage as low performers, regardless of actual performance. The assumption of a bell curve is therefore essential to this method.

Question 19

Neil,the director of HR for a paper mill,has found that the supervisors in the company give very generous and lenient appraisals to their subordinates,and it is difficult to determine from these appraisals which employees deserve pay raises more than others.Neil has decided to implement a ____ approach to performance appraisal to address this problem.
A) graphic rating scale
B) management-by-objectives
C) forced distribution
D) peer evaluation

Accepted Answer

Forced distribution is a performance appraisal method that requires a certain percentage of employees to be placed in predetermined categories such as top performers, average performers, and poor performers. This approach can help identify and differentiate between employees who truly deserve pay raises and those who do not. By implementing forced distribution, Neil can ensure that supervisors are not giving lenient appraisals and that the company is rewarding employees based on their actual performance.

Question 20

Which of the following is characteristic of graphic rating scales?
A) Descriptive words used may have different meanings to different raters.
B) Graphic rating scales are difficult to develop.
C) Raters typically try to place the same number of employees at each level of scale.
D) Raters can use these scales without training because they are self-explanatory.

Accepted Answer

Descriptive words used in graphic rating scales can be subjective and open to interpretation, leading to different meanings for different raters.

Quiz 10: Performance Management and Appraisal

What is the first step in constructing behavioral scales?

Of the following performance appraisal systems,the ones most likely to be the subject of a discrimination lawsuit is/are

At High Flyer Airlines,managers rate their subordinates on a continuum from 1 to 7.A score of 1 indicates unsatisfactory performance,and a score of 7 indicates superior performance.High Flyer uses a ____ as its performance appraisal method.

Statements that describe both desirable and undesirable employee behaviors on a numerical scale are called

All of the following are recommendations for making a performance appraisal system more effective and more defensible legally EXCEPT

Performance appraisal systems that combine information from team members and other employee "clients" to develop appraisals for individual employees are best used for ____ decisions.

As director of HR,you have decided to implement a multisource rating system for employee performance.The employee population for which you will use this system numbers about 1,000,with an average of 15 employees in each work unit.Which of the following statements is likely to be TRUE?

Phrases such as "Greeted customer within 10 seconds of customer's entry into store," and "Failed to greet customer until customer addressed employee," would be typical of a ____ performance appraisal method.

Comparative methods of rating

The 360° rating method appears to be less threatening to employees when it is used for ____ purposes.

Brownbrass,Inc.,has instituted a multisource rating system.The results will be used for both developmental and administrative purposes,such as compensation and promotion decisions.As an HR consultant hired by the organization,you can predict that

All of the following statements are true about graphic rating scales EXCEPT

The simplest methods for appraising performance are the

"Multisource" rating,also called ____,recognizes that employee performance crosses departmental,organizational and,in some cases,global boundaries.

The assumption that the performance of employees in a department correspond to the classic "bell shaped curve" is essential to the ____ method of performance appraisal.

Which of the following is characteristic of graphic rating scales?