Question 1

Job simplification is a job design approach that __________.
A) identifies the best job-fits between job applicants and job requirement
B) ensures that jobs do not become too difficult to perform over time
C) standardizes work procedures and employs people in clearly defined and highly specialized tasks
D) uses simple checklists to monitor high job performance
E) creates many opportunities for promotions into more complex jobs

Accepted Answer

Job simplification standardizes work procedures and employs people in clearly defined and highly specialized tasks, breaking down complex jobs into smaller, simpler tasks to increase efficiency and productivity.

Question 2

A performance appraisal that involves ordering each individual from best to worst on each performance dimension being considered is called an_________________.
A) Paired comparison
B) Critical incident diary
C) Forced distribution
D) Ranking
E) Management by objectives

Accepted Answer

The description given matches the method of ranking employees from best to worst on each performance dimension. The other options (paired comparison, critical incident diary, forced distribution, and management by objectives) involve different methods of appraisal.

Question 3

All of the following are steps in a typical sequence of performance management EXCEPT:
A) identifying and set clear and measurable performance goals.
B) assigning people into the roles required to perform job responsibilities.
C) taking performance measurements to monitor goal progress.
D) providing feedback and coaching on performance results.
E) using performance assessment for human resource management decisions.

Accepted Answer

Assigning people into roles required to perform job responsibilities is not a step in performance management. It is a step in the process of job design and organizational structure. The other steps listed (identifying and setting clear and measurable performance goals, taking performance measurements, providing feedback and coaching, and using performance assessment for HR management decisions) are all typically part of a sequence of performance management.

Question 4

From which perspective do performance measures facilitate decisions relating to planning for and gaining commitment to the continued training and personal development of workers?
A) Growth
B) Developmental
C) Retention
D) Turnover
E) Promotional

Accepted Answer

The developmental perspective focuses on improving the skills and knowledge of employees through training and personal development. Performance measures can help to identify areas where employees need improvement and track their progress over time. This information can then be used to make decisions about future training and development opportunities to ensure ongoing growth and development of the workforce.

Question 5

A comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the work unit is known as an)
A) total evaluation.
B) 360$\degree$ degree assessment.
C) worldwide evaluation
D) inside and outside evaluation.
E) bottom-up/top-down evaluation.

Accepted Answer

A 360-degree assessment involves feedback from a variety of sources including bosses, peers, subordinates, customers and others, and provides a more comprehensive evaluation of an individual's performance as compared to a traditional top-down or bottom-up evaluation.

Question 6

Which statement regarding comparative methods of performance appraisal is incorrect?
A) It is a method that seeks to identify one's relative standing among those being rated.
B) Forced distribution is a method of comparative performance appraisal.
C) This method explains how much better one person is on a given dimension when compared to another person.
D) Ranking is one method of comparative performance appraisal.
E) Critical incident diaries are probably the most utilized comparative method of performance appraisal.

Accepted Answer

Critical incident diaries are not a comparative method of performance appraisal. They are a method of recording and documenting specific instances of behavior, both positive and negative, that can be used as examples during performance appraisal discussions. The other statements are correct.

Question 7

When measuring employee performance, managers should make sure that measurements are all of these EXCEPT:
A) based on clear job performance criteria.
B) accurate in assessing performance.
C) providing a defensible basis for differentiating between high and low performance.
D) useful as feedback that can help future performance.
E) always positive as to not discourage employees.

Accepted Answer

The given options state that measurements should be based on clear job performance criteria, accurate in assessing performance, providing a defensible basis for differentiating between high and low performance, and useful as feedback that can help future performance. However, the option 'always positive as to not discourage employees' is not necessary as it may not reflect the actual performance of an employee and may not motivate them to improve. Constructive criticism is essential for growth and development, and feedback should be both positive and negative to help employees identify areas for improvement. Therefore, option E is not a measure that managers should consider when measuring employee performance.

Question 8

Which of the following is a defining characteristic of the "best" job design?
A) A job design that meets organizational requirements for high performance.
B) A job design that offers an occasional fit with individual skills and needs.
C) A job design that does not provide opportunities for job satisfaction.
D) A job design that randomly meets organizational requirements for high performance.
E) A job design that does not meet individual or organizational requirements for high performance.

Accepted Answer

The defining characteristic of the "best" job design is that it meets organizational requirements for high performance. This means that the job design is well-suited to achieving the goals of the organization and maximizing productivity and efficiency. While offering a fit with individual skills and needs is important, it is not the defining characteristic of the best job design. Likewise, a job design that does not provide opportunities for job satisfaction or randomly meets organizational requirements for high performance would not be considered the best job design.

Question 9

A performance appraisal system is valid only if it _____________.
A) provides consistent results each time it is used
B) is statistically robust
C) is used in a wide cross-section of industries
D) is used across hierarchical levels in an organization
E) actually measures people on relevant job content

Accepted Answer

The most important aspect of a performance appraisal system is that it actually measures people on relevant job content. This means that the system should have clear, job-related criteria for evaluating employee performance. Consistency, statistical robustness, industry-wide use, and use across hierarchical levels are all important, but they are not as critical as ensuring that the system accurately measures job performance.

Question 10

When Jason rates Jamie on several different dimensions and gives a similar rating for each dimension, which of these errors has occurred?
A) Personal bias error
B) Recency error
C) Halo error
D) Leniency error
E) Central tendency error

Accepted Answer

The halo error occurs when an evaluator's overall impression of an individual (positive or negative) influences their ratings on specific dimensions, leading to similar ratings across the board.

Question 11

In the context of performance appraisal dimensions and standards, the goal of meeting product specification standards is an example of an __________.
A) activity measure
B) differential measure
C) input measure
D) output measure
E) sustainability measure

Accepted Answer

Meeting product specification standards refers to the output measure, which evaluates the quality and quantity of the end result of the employee's work.

Question 12

A method of performance appraisal whereby each person is directly compared with every other person being rated is known as an _______________.
A) paired comparison
B) behaviorally anchored rating scales
C) forced distribution
D) ranking
E) graphic rating scale

Accepted Answer

The method described in the question is the paired comparison method, where each person is directly compared with every other person being rated. The other options (behaviorally anchored rating scales, forced distribution, ranking, and graphic rating scale) do not involve comparing individuals in this way.

Question 13

When Cynthia lumps everyone together around the average, or middle, category; this gives the impression that there are no very good or very poor performers on the dimensions being rated, which of these errors has occurred?
A) Personal bias error
B) Recency error
C) Halo error
D) Leniency error
E) Central tendency error

Accepted Answer

Cynthia has committed a central tendency error by placing everyone around the average category, and giving no indication of any high or low performers.

Question 14

All of the following are correct statements regarding the behaviorally anchored rating scales EXCEPT:
A) it is known by the acronym BARS.
B) the procedure for developing a behaviorally anchored rating scale approach starts with the employee documenting job requirements.
C) behavioral descriptions include both superior and inferior performance.
D) once a large sample of behavioral descriptions is collected, each behavior is evaluated to determine the extent to which it describes good versus bad performance.
E) the final step of the process is to develop a rating scales in which the anchors are specific critical behaviors, each reflecting a different degree of performance effectiveness.

Accepted Answer

The procedure for developing a behaviorally anchored rating scale approach does not start with the employee documenting job requirements, but rather with a group of subject matter experts identifying critical job behaviors.

Question 15

In the context of performance appraisal dimensions and standards, which type of measures are typically obtained from the evaluator's observation and rating?
A) Output
B) Input
C) Activity
D) Sustainability
E) Engagement

Accepted Answer

Activity measures are typically obtained from the evaluator's observation and rating, as they involve assessing the actions and behaviors of employees during their work processes.

Question 16

For a performance appraisal system to be reliable, it must __________.
A) provide consistent results each time it is used.
B) be used in a wide cross-section of industries.
C) be statistically robust.
D) be used across hierarchical levels in an organization.
E) actually measure people on relevant job characteristics.

Accepted Answer

Reliability refers to the consistency of results obtained from an assessment tool or system. Therefore, for a performance appraisal system to be reliable, it must provide consistent results each time it is used. The other options may be desirable for other reasons but do not directly relate to the reliability of the system.

Question 17

Frederick Taylor's principles of scientific management include all of the following EXCEPT:
A) developing a science for each job that covers rules of motion, standard work tools, and supportive work conditions.
B) hiring workers with the right abilities for the job.
C) increasing job content by giving workers more responsibility.
D) training and motivating workers to do their jobs according to the science.
E) supporting workers by planning and assisting their work using the job science.

Accepted Answer

Frederick Taylor's principles of scientific management focused on breaking down each job into its component parts, developing a science for each job, hiring workers with the right abilities, training and motivating them to do their jobs according to the science, and supporting workers by planning and assisting their work using the job science. However, he did not advocate for increasing job content by giving workers more responsibility. In fact, he believed that workers should focus solely on their assigned tasks to maximize efficiency.

Question 18

Rankings, paired comparisons, and forced distributions are types of which performance appraisal method?
A) Absolute
B) Definitive
C) Comparative
D) Discretionary
E) Conclusive

Accepted Answer

Rankings, paired comparisons, and forced distributions are all types of comparative performance appraisal methods, where employees are evaluated in relation to each other rather than against an absolute standard.

Question 19

One disadvantage of skill-based pay is __________.
A) the possible higher pay and training costs that are not offset by greater productivity
B) managers do not like working with a skill-based pay program
C) the program can be implemented quickly
D) that workers learn to do one another's jobs
E) workers know in advance what is required to receive a pay rate

Accepted Answer

One disadvantage of skill-based pay is the possible higher pay and training costs that are not offset by greater productivity. This can result in higher labor costs for the organization without a corresponding increase in output or efficiency.

Question 20

__________ is a method of performance appraisal that uses a small number of performance categories, such as "very good," "good," "adequate," and "very poor," and slots a certain proportion of people into each category.
A) Paired comparison
B) Critical incident diary
C) Forced distribution
D) Ranking
E) Management by objectives

Accepted Answer

The method described is forced distribution, where a certain percentage of employees must fall into each category regardless of their actual performance. This approach can be problematic as it may not accurately reflect individual performance and can create a culture of competition rather than cooperation among employees.

Quiz 6: Motivation and Performance

Job simplification is a job design approach that __________.

A performance appraisal that involves ordering each individual from best to worst on each performance dimension being considered is called an_________________.

All of the following are steps in a typical sequence of performance management EXCEPT:

From which perspective do performance measures facilitate decisions relating to planning for and gaining commitment to the continued training and personal development of workers?

A comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the work unit is known as an)

Which statement regarding comparative methods of performance appraisal is incorrect?

When measuring employee performance, managers should make sure that measurements are all of these EXCEPT:

Which of the following is a defining characteristic of the "best" job design?

A performance appraisal system is valid only if it _____________.

When Jason rates Jamie on several different dimensions and gives a similar rating for each dimension, which of these errors has occurred?

In the context of performance appraisal dimensions and standards, the goal of meeting product specification standards is an example of an __________.

A method of performance appraisal whereby each person is directly compared with every other person being rated is known as an _______________.

When Cynthia lumps everyone together around the average, or middle, category; this gives the impression that there are no very good or very poor performers on the dimensions being rated, which of these errors has occurred?

All of the following are correct statements regarding the behaviorally anchored rating scales EXCEPT:

In the context of performance appraisal dimensions and standards, which type of measures are typically obtained from the evaluator's observation and rating?

For a performance appraisal system to be reliable, it must __________.

Frederick Taylor's principles of scientific management include all of the following EXCEPT:

Rankings, paired comparisons, and forced distributions are types of which performance appraisal method?

One disadvantage of skill-based pay is __________.

__________ is a method of performance appraisal that uses a small number of performance categories, such as "very good," "good," "adequate," and "very poor," and slots a certain proportion of people into each category.