Deck 8: Managing Employees Performance

Question 1

To rate employee behaviors,the organization begins by defining which behaviors are associated with success on the job.

Answer 1

True
Explanation: Social psychologists have found that, in general, people tend to blame outside circumstances for their failures while taking a large part of the credit for their successes. Supervisors can soften this tendency by providing frequent feedback, but because people tend to perceive situations this way, self-appraisals are not appropriate as the basis for administrative decisions.

Question 2

Behavioral approaches to performance measurement,such as organizational behavior modification and rating scales,tend to be valid,reliable,and acceptable.

Answer 2

True
Explanation: The most effective way to improve performance varies according to the employee's ability and motivation. In general, when employees have high levels of ability and motivation, they perform at or above standards. But when they lack ability, motivation, or both, corrective action is needed.

Question 3

An advantage of behaviorally anchored rating scales (BARS)is improved interrater reliability.

Answer 3

True
Explanation: Appraisal politics are most likely to occur when raters are accountable to the employee being rated, the goals of rating are not compatible with one another, performance appraisal is directly linked to highly desirable rewards, top executives tolerate or ignore distorted ratings, and senior employees tell newcomers company "folklore" that includes stories about distorted ratings.

Question 4

Performance management is the process through which managers ensure that employees' activities and outputs contribute to the organization's goals.

Question 5

Raters should use only one part of a rating scale to avoid distributional errors from occurring.

Question 6

Subordinates are the most-used source of performance information.

Question 7

Organizations establish performance management systems to meet three broad purposes: strategic,administrative,and developmental.

Question 8

Appraisal politics are most likely to occur when raters are accountable to the employee being rated.

Question 9

In the case of performance appraisal,validity refers to whether the appraisal measures all aspects of performance,both relevant and irrelevant.

Question 10

Attribute-based performance methods are tightly linked to an organization's strategy.

Question 11

Organizational behavior modification (OBM)is a plan for managing the behavior of employees through an informal system of feedback and reinforcement.

Question 12

Generally,peers are more favorable toward participating in reviews to be used for employee development.

Question 13

In the forced-distribution method of performance measurement,managers rank employees in their group from the highest performer to the poorest performer.

Question 14

Traditional performance measurement differs from total quality management (TQM)in that it assesses both individual performance and the system within which the individual works.

Question 15

Management by objectives (MBO)does not link employee performance with the organization's strategic goals.

Question 16

The critical-incident method is used to rate behaviors for performance evaluation.

Question 17

Compared to a behavioral observation scale (BOS),managers and employees prefer to use the behaviorally anchored rating scale (BARS).

Question 18

Test-retest reliability refers to consistency of results over time.

Question 19

In terms of measuring performance,a major advantage of rankings is that they are often linked to the organization's goals.

Question 20

Self-appraisals are not appropriate as the basis for administrative decisions.

Question 21

To meet which of the following broad purposes do organizations establish performance management systems?

A) Systematic
B) Rational
C) Investigative
D) Strategic
E) Analytical

Question 22

_____ refers to telling employees exactly what is expected of them and how they can meet those expectations.

A) Generalized instruction
B) Employee orientation
C) Specific feedback
D) Overall opinion
E) Strategic fit

Question 23

The content of a feedback should emphasize behavior,not personalities.

Question 24

The most effective way to improve performance varies according to an employee's ability.

Question 25

Which of the following is a comparative performance appraisal technique?

A) Mixed-standards scale
B) Simple ranking
C) Paired distribution
D) Forced comparison
E) Complex distribution

Question 26

_____ means effective performance management helps the organization achieve its business objectives.

A) Systematic purpose
B) Investigative purpose
C) Developmental purpose
D) Administrative purpose
E) Strategic purpose

Question 27

Consistency of results when more than one person measures performance is known as:

A) test-retest specificity.
B) interrater reliability.
C) interrater validity.
D) test-retest reliability.
E) test-retest validity.

Question 28

Legally defensible performance management systems are based on valid job analyses.

Question 29

With regard to a performance measure,_____ refers to consistency of results over time.

A) validity
B) interrater reliability
C) acceptability
D) test-retest reliability
E) specificity

Question 30

The administrative purpose of a performance management system refers to:

A) linking employees' behaviors with the organization's goals.
B) developing employees' knowledge and skills.
C) linking performance measurements to the organization's goals and communicating the goals and feedback about performance to employees.
D) measuring each employee's performance to identify areas where expectations are not being met.
E) the ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs.

Question 31

The process through which managers ensure that employees' activities and outputs contribute to the organization's goals is known as:

A) quality analysis.
B) administrative planning.
C) project management.
D) strategic planning.
E) performance management.

Question 32

In the "tell-and-sell" approach,managers tell employees their ratings and then let the employees explain their side of the story.

Question 33

Lawsuits related to performance management usually involve charges of discrimination or unjust dismissal.

Question 34

How does an organization specify the aspects of performance that are relevant to the organization?

A) Based on the job analysis
B) By conducting performance appraisals
C) Through performance feedback sessions
D) By adjusting behavior to meet the organization's goal
E) By identifying the underlying problem

Question 35

In the case of performance appraisal,_____ refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance.

A) acceptability
B) specificity
C) reliability
D) dependability
E) validity

Question 36

Information that is gathered for measuring the effectiveness of a performance management system but is irrelevant represents "_____" of the performance measure.

A) validity
B) deficiency
C) contamination
D) reliability
E) specificity

Question 37

With regard to a performance measure,_____describes the consistency of the results that the performance measure will deliver.

A) validity
B) acceptability
C) reliability
D) transparency
E) specificity

Question 38

Which of the following criteria for determining the effectiveness of a performance management system is concerned with maximizing the overlap between actual job performance and job performance measure?

A) Reliability
B) Acceptability
C) Specificity
D) Validity
E) Dependability

Question 39

Performance management has a(n)_____ purpose,meaning that it serves as a basis for improving employees' knowledge and skills.

A) systematic
B) tactical
C) strategic
D) administrative
E) developmental

Question 40

An organization helps link employees' behavior with the organization's goals.This helps the organization serve its _____ purpose.

A) strategic
B) logistical
C) administrative
D) developmental
E) evaluative

Question 41

The performance management method that requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period is the:

A) behaviorally anchored rating scale.
B) behavioral observation scale.
C) graphic rating scale.
D) mixed-standard scale.
E) forced-distribution scale.

Question 42

Identify the approach to performance measurement that meets the following criteria: high strategic congruence,usually high validity,usually high reliability,moderate acceptability,and very high specificity.

A) Comparative
B) Attribute
C) Behavioral
D) Results
E) Quality

Question 43

The method of performance measurement that uses several statements describing each trait to produce a final score for that trait is known as the _____.

A) behaviorally anchored rating scale
B) mixed-standard scale
C) behavioral observation scale
D) graphic rating scale
E) forced distribution scale

Question 44

Which of the following is a disadvantage of ranking using paired-comparison method for performance measurement?

A) It does not provide a scope for interpretation.
B) It is time consuming.
C) It leads to controversy.
D) It does not support decisions about how to distribute pay raises.
E) It tends to evaluate behavior more strictly than other methods.

Question 45

Which of the following is true about the simple ranking technique?

A) It assigns a certain percentage of employees to each category in a set of categories.
B) Alternation ranking is a variation of simple ranking.
C) It involves comparing each employee with each other employee to establish rankings.
D) It rates everyone favorably or near the center of the scale.
E) Simple ranking requires managers to rank employees in their group against the highest performer of each group.

Question 46

Which of the following is the most widely used method for rating attributes?

A) Behaviorally anchored rating scales
B) Mixed-standard scales
C) Behavioral observation scales
D) Graphic rating scales
E) Critical-incident methods

Question 47

The method of performance measurement that uses several statements describing each trait to produce a final score for that trait is known as the _____.

A) behaviorally anchored rating scale
B) mixed-standard scale
C) behavioral observation scale
D) graphic rating scale
E) forced distribution scale

Question 48

The paired-comparison method of measuring employee performance:

A) involves comparing each employee with each other employee to establish rankings.
B) is also known as the alternation ranking method.
C) rates everyone favorably or near the center of the scale.
D) assigns a certain percentage of employees to each category in a set of categories.
E) requires managers to rank employees in their group from the highest performer to the poorest performer.

Question 49

The _____ method of performance measurement compares each employee with each other employee to establish rankings.

A) paired-comparison
B) graphic rating scale
C) forced-distribution
D) mixed standard
E) BARS

Question 50

The performance measurement method that assigns a certain percentage of employees to each category in a set of categories is called the:

A) forced-distribution method.
B) alternation ranking method.
C) paired-comparison method.
D) optional ranking method.
E) simple ranking method.

Question 51

Which of the following is true about the forced-distribution method of measuring employee performance?

A) It is also known as the alternation ranking method.
B) It requires managers to rank employees in their group from the highest performer to the poorest performer.
C) It works best if the members of a group do not vary much in terms of their performance.
D) It involves comparing each employee with each other employee to establish rankings.
E) It assigns a certain percentage of employees to each category in a set of categories.

Question 52

Which of the following performance measurement methods requires managers to rank employees in their group from the highest performer to the poorest performer?

A) Graphic rating scale
B) Mixed-standard scale
C) Paired-comparison
D) Forced-distribution
E) Simple ranking

Question 53

Which of the following is true of management by objectives (MBO)?

A) Goals are generally nonspecific.
B) Goals are typically subjective.
C) Goals are easy to achieve.
D) Feedback is given only during the appraisal period.
E) Managers and their employees work together to set the goals.

Question 54

What is the difference between a behaviorally anchored rating scale (BARS)and a behavioral observation scale (BOS)?

A) A BARS asks the manager to rate the frequency with which the employee has exhibited the behavior during the rating period.
B) A BOS discards many items in creating the rating scale.
C) A BOS uses many examples to define all behaviors necessary for effective performance.
D) Managers and employees prefer BARS compared to BOS for ease of use and maintaining objectivity.
E) A major drawback of BARS is the amount of information required as compared to BOS.

Question 55

Identify the evaluation approach to performance measurement that meets the following criteria: very high fit with strategy,usually high validity,high reliability,high acceptability,and high specificity regarding results but low specificity regarding behaviors necessary to achieve them.

A) Comparative
B) Attribute
C) Behavioral
D) Results
E) Developmental

Question 56

Which of the following is true about the paired-comparison method of measuring employee performance?

A) It is time consuming if a group has more than a handful of employees.
B) It is also known as the alternation ranking method.
C) It rates everyone favorably or near the center of the scale.
D) It assigns a certain percentage of employees to each category in a set of categories.
E) It requires managers to rank employees in their group from the highest performer to the poorest performer.

Question 57

Which of the following is true of behavioral approaches to performance measurement?

A) They link the company's goals to the specific behavior required to achieve those goals.
B) They work well for complex jobs.
C) They provide little feedback on areas of improvement.
D) They have a low degree of validity and reliability.
E) They have a low degree of acceptability.

Question 58

Identify the approach to performance measurement that meets the following criteria: usually low fit with strategy,usually low validity,usually low reliability,high acceptability,and very low specificity.

A) Comparative
B) Attribute
C) Behavioral
D) Results
E) Quality

Question 59

If a manager considers one employee at a time and circles a number/word to signify the degree to which that employee demonstrates a particular trait,he/she is using a:

A) mixed-standard scale.
B) critical-incident approach.
C) graphic rating scale.
D) behavioral observation scale.
E) behaviorally anchored rating scale.

Question 60

_____ use several statements describing each trait to produce a final score for that trait.

A) Behaviorally anchored rating scales
B) Mixed-standard scales
C) Behavioral observation scales
D) Graphic rating scales
E) Forced distribution scales

Question 61

Appraisal politics are likely to occur when:

A) top executives forbid distorted ratings.
B) the goals of rating are compatible with one another.
C) performance appraisal results are directly linked to developmental programs.
D) senior employees tell newcomers stories about distorted ratings.
E) performance appraisal is not directly linked to highly desirable rewards.

Question 62

Which of the following steps should be taken to protect employees when they provide evaluations of managers' performance?

A) The process should be anonymous.
B) The process should use only two employees to rate each manager.
C) The process should encourage employees to highlight the negative aspects of the manager's performance.
D) The evaluations should be used primarily for administrative decisions.
E) The process should require that subordinates identify themselves.

Question 63

A distributional error in which a rater favors lower rankings is known as _____.

A) contrast error
B) central tendency
C) strictness
D) leniency
E) halo error

Question 64

What is the advantage of results-oriented performance measurement?

A) They are very effective in providing guidance on how to improve.
B) They are relatively easy to link to the organization's goals.
C) They are generally more subjective than other kinds of performance measurement.
D) They are highly acceptable to employees, but not to managers.
E) They tend to be highly valid.

Question 65

How does total quality management (TQM)obtain objective feedback?

A) From the methods that use charts to detail causes of problems, measures of performance, or relationships between work-related variables.
B) From the methods that rate behaviors in terms of a scale showing specific statements of behavior that describe different levels of performance.
C) From the methods that use several statements describing each trait to produce a final score for that trait.
D) From the method that lists traits and provides feedback for each trait.
E) From managers, peers, and customers about the employee's personal qualities.

Question 66

Which of the following is true of peers as a source of performance information?

A) Peers are poor sources of information about performance in a job.
B) Peer ratings, according to research, are not influenced much by friendships.
C) Peers evaluations generally lack validity.
D) Peers are less willing participants in reviews to be used for employee development.
E) Peers are comfortable with rating employees for decisions that may affect themselves.

Question 67

If a student evaluating his/her professor at the end of term rates the professor low on all performance criteria due to dissatisfaction with the professor's grading scale,the student has likely committed which rater error?

A) Error based on similarity
B) Halo error
C) Central tendency
D) Horns error
E) Contrast error

Question 68

What is the disadvantage of peers as a source of performance information?

A) Peers do not have expert knowledge of job requirements.
B) Peers are uncomfortable with rating employees for decisions that may affect themselves.
C) Assessments of performance by peers generally lack validity.
D) Peers are generally less favorable toward participating in reviews to be used for employee development.
E) Peers are poor sources of performance information in any job.

Question 69

The performance measurement system that combines information from most or all of the possible sources,is known as:

A) the critical incidents technique.
B) the behavioral observation scale.
C) management by objectives.
D) a 360-degree performance appraisal.
E) upward feedback.

Question 70

How does an organization promote fairness and reduce political behavior in the appraisal system?

A) Use different performance standards to evaluate different employees.
B) Train managers to use the appraisal process.
C) Discourage employees from discussing their weaknesses.
D) Require that managers give feedback once a year during annual appraisal.
E) Encourage managers to recognize accomplishments that only employees have identified.

Question 71

What is the disadvantage of results-oriented performance management?

A) It is generally more subjective than other kinds of performance measurements.
B) It has low acceptability among employees.
C) It has problems with validity.
D) It is not preferred by managers.
E) It is not easy to link to the organization's goals.

Question 72

Which rater error makes it difficult to distinguish among employees rated by the same rater because the rater tends to use only one part of the rating scale?

A) Contrast error
B) Distributional error
C) Halo error
D) Error based on similarity
E) Horns error

Question 73

A(n)_____ is a gathering at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.

A) assessment center
B) 360-degree performance appraisal
C) reliability meeting
D) performance leadership council
E) calibration meeting

Question 74

Total quality management differs from traditional performance measurement in that it:

A) has an external, rather than an internal, focus.
B) is a top-down review process.
C) assesses both individual performance and the system within which the individual works.
D) focuses exclusively on support decisions about work assignments, training, and compensation.
E) provides only subjective feedback based on the work process.

Question 75

If different raters make different kinds of _____ errors,scores by these raters cannot be compared.

A) similarity
B) distributional
C) contrast
D) halo
E) horns

Question 76

Which approach to performance feedback is generally most effective?

A) Problem-solving
B) Tell-and-sell
C) Tell-and-listen
D) Tell-and-train
E) Listen-and-sell

Question 77

Which rater error leads employees to believe that no aspects of their performance need improvement?

A) Contrast error
B) Halo error
C) Horn error
D) Strictness error
E) Central tendency error

Question 78

Which of the following errors occur when a rater compares an individual,not against an objective standard,but against other employees?

A) Contrast errors
B) Distributional errors
C) Halo errors
D) Leniency errors
E) Horns errors

Question 79

Subordinate evaluations of performance are most appropriate when the performance results are to be used for:

A) administrative purposes.
B) investigative purposes.
C) strategic purposes.
D) developmental purposes.
E) executive purposes.

Question 80

The distributional error that occurs when the reviewer rates everyone near the top of a rating scale is known as _____.

A) contrast error
B) strictness
C) halo error
D) horns error
E) leniency