Question 1

The goal for a supervisor conducting a satisfactory-not promotable appraisal interview is to maintain satisfactory performance by finding incentives that are important to the person.

Accepted Answer

The goal of a satisfactory-not promotable appraisal interview is to provide feedback to maintain the employee's satisfactory performance level and to find incentives that will motivate and encourage the employee to continue performing satisfactorily. This may involve discussing areas where improvement is needed and identifying specific goals and objectives for the employee to work towards.

Question 2

The basic problem with using a ranking method for performance appraisals is not identifying the extreme good and bad performers but differentiating meaningfully between the others.

Accepted Answer

Ranking methods can be useful in identifying the top and bottom performers, but it can be difficult to differentiate between employees who fall in the middle of the ranking. This can make it challenging to provide meaningful feedback and development opportunities for these individuals.

Question 3

Management by objectives cannot be used as a primary performance appraisal tool,but it is useful as a supplement to the graphic rating method.

Accepted Answer

Employers use management by objectives (MBO)for one of two things.Many use it as the primary appraisal method.Others use it to supplement a graphic rating or other appraisal method.

Question 4

Central tendency is a problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits.

Accepted Answer

Central tendency means rating all employees average. The halo effect refers to the problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits.

Question 5

Peer appraisals have been shown to have a positive effect on task motivation,cohesion,and job satisfaction and to reduce logrolling.

Accepted Answer

The answer of Peer appraisals have been shown to have...

Question 6

The advantages of using BARS as a performance appraisal tool is the method's accuracy,clear standards,and consistency.

Accepted Answer

BARS (Behaviorally Anchored Rating Scale) is a performance appraisal tool that combines the advantages of the narrative critical incidents method with the quantitative rating scale method. BARS is known for its accuracy and clarity of standards, and it allows for consistent evaluation of employee performance. Therefore, the statement is true.

Question 7

While formal written warnings are provided too late to salvage an employee's performance and position at the company,they are useful in court proceedings.

Accepted Answer

An employee's performance may be so weak that it requires a formal written warning. Such warnings serve two purposes: (1)They may serve to shake your employee out of his or her bad habits, and (2)they can help you defend your rating, both to your own boss and (if needed)to the courts.

Question 8

Performance appraisals are a link between corporate strategy,departmental goals,employee goals and employee performance in the overall performance management process.

Accepted Answer

Performance appraisals provide a way to assess employee performance compared to departmental and corporate goals, and can inform decisions about employee development and rewards. As such, they play an important role in the overall performance management process.

Question 9

360-degree feedback is generally used for development purposes rather than for pay increases.

Accepted Answer

360-degree feedback is primarily used for providing employees with feedback and support for their professional development. It is not typically tied to pay increases or bonuses.

Question 10

Studies suggest that managers who receive upward feedback from identified subordinates view the upward appraisal process more negatively than do managers who receive anonymous upward feedback.

Accepted Answer

Managers who receive feedback from subordinates who identify themselves view the upward appraisal process more positively than do managers who receive anonymous feedback. However, subordinates (not surprisingly)are more comfortable giving anonymous responses; those who have to identify themselves tend to provide inflated ratings.

Question 11

During an exit interview,a supervisor and a subordinate review the appraisal and make plans to correct deficiencies and reinforce strengths.

Accepted Answer

Appraisal interviews involve a supervisor and a subordinate reviewing the appraisal and making plans to correct deficiencies and reinforce strengths. Exit interviews are conducted when an employee leaves a company.

Question 12

Top employees often outperform the average or poor employees by as much as 100%.

Accepted Answer

Top employees are usually recognized for their exceptional skills, dedication, and hard work, which leads to them being more productive and efficient than their average or poor-performing counterparts. Studies have shown that top employees can outperform others by up to 100% in terms of productivity and results achieved.

Question 13

Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

Accepted Answer

Paired comparison is actually a performance appraisal technique that involves comparing each employee with every other employee in pairs to determine overall ranking.

Question 14

Ongoing performance monitoring is an element of performance management that involves the use of computer-based systems that measure an employee's progress and send out reports regarding an employee's performance.

Accepted Answer

Ongoing performance monitoring is a computer-based system that measures an employee's progress and sends out reports regarding their performance.

Question 15

Although performance management can benefit a firm in its strategic planning,the method is considered ineffective for firms that want to implement total quality management.

Accepted Answer

Performance management can be beneficial in improving individual and team performance in the short term, but total quality management requires a more holistic approach to continuous improvement and customer satisfaction. Total quality management focuses on a culture of quality throughout the organization, and performance management may not align with this approach. Therefore, performance management is not considered effective for firms that want to implement total quality management.

Question 16

Tyler,an accounting manager at Firestone,is preparing for an appraisal interview with an employee whose performance is unsatisfactory but correctable.Tyler's primary objective during the interview should be to encourage the employee with positive reinforcements like job enlargement and compliments.

Accepted Answer

Tyler's primary objective during the interview should be to address the employee's unsatisfactory performance and work collaboratively to identify solutions for improvement. While positive reinforcement and compliments can be helpful, it should not be the primary focus of the conversation.

Question 17

In order to ensure that a performance appraisal is legally defensible,a supervisor should use only one performance appraisal tool.

Accepted Answer

Using only one performance appraisal tool may not accurately capture all aspects of an employee's performance and could potentially lead to biases or errors. A supervisor should use multiple evaluation methods (such as peer feedback, self-assessments, and objective metrics) and document their performance assessments to ensure legal defensibility.

Question 18

Sam supervises a team of data entry clerks at Geico.The firm's electronic performance monitoring system enables Sam to electronically monitor the amount of computerized data an employee processes each day.

Accepted Answer

The passage clearly states that "the firm's electronic performance monitoring system enables Sam to electronically monitor the amount of computerized data an employee processes each day." Therefore, it is true that Sam can monitor the data entry clerks' productivity through this system.

Question 19

Unclear standards on a performance appraisal tool will most likely lead to unfair appraisals because performance traits are too open for interpretation.

Accepted Answer

If the standards on a performance appraisal tool are not clearly defined or are too vague, different evaluators may interpret them differently. This can lead to inconsistent and unfair appraisals, as employees may be evaluated differently based on their manager's interpretation of the standards. Clear and specific standards are essential to ensure fairness and objectivity in the appraisal process.

Question 20

The alternation ranking method of performance appraisals can be problematic and unfair if all employees have excellent job performance.

Accepted Answer

The alternation method requires managers to rank employees from best to worst, which means that if all employees have excellent job performance, some will still be ranked lower than others. This can be unfair and demotivating for those who are ranked lower even though they are performing well.

Quiz 9: Performance Management and Appraisal