Question 1

Only sections of the performance appraisal form that relate to the employee's job should be evaluated.

Accepted Answer

Performance appraisal should only focus on the employee's job-related skills, responsibilities, and goals. Evaluating any irrelevant sections of the form may lead to biased and inaccurate results.

Question 2

By any objective standard, Taron's job performance is satisfactory at best; but because his supervisor, Susan, is friends with Taron and socializes with him away from the office, she has rated his performance as "excellent." This is an illustration of the leniency error.

Accepted Answer

The answer of By any objective standard, Taron's job performance...

Question 3

If employees sign their performance appraisal forms it means that they agree with the ratings they have received.

Accepted Answer

Signing a performance appraisal form often acknowledges that the employee has reviewed the appraisal and discussed it with their manager, but it does not necessarily mean they agree with the ratings or content.

Question 4

Employees sometimes bring up issues in an appraisal interview that were unexpected by the supervisor.

Accepted Answer

It is common for employees to bring up issues that were not anticipated by the supervisor during an appraisal interview, as they may have different perspectives and concerns about their job performance and work environment.

Question 5

Most employees don't care how they are doing, but supervisors are required by the Human Resource Department to conduct performance evaluations.

Accepted Answer

This statement is a generalization and may not be true for all employees. It is important for both the employee and the supervisor to have regular feedback and communication regarding performance. Performance evaluations can help identify areas of improvement and set goals for both the employee and the company.

Question 6

Supervisors should complete the performance evaluation the day before the appraisal meeting so they have an opportunity to review it and make changes if necessary.

Accepted Answer

Supervisors should complete the performance evaluation well in advance of the appraisal meeting, allowing ample time for review and reflection, not just the day before. This ensures a thorough and considered evaluation process.

Question 7

Other than the title of the document, a self-evaluation form should be identical to the supervisor evaluation form.

Accepted Answer

The answer of Other than the title of the document,...

Question 8

Performance appraisal software can weight each factor for a given job according to its importance to the employee's job.

Accepted Answer

Performance appraisal software allows organizations to assign weights to each factor that is important to an employee's job. This helps organizations to evaluate employees more accurately by analyzing their overall performance based on the weighted factors.

Question 9

Employees' performance should never be rated higher than "average."

Accepted Answer

Employees' performance can and should be rated higher than "average" if they demonstrate exceptional skills and exceed expectations in their job duties. However, it is important that any ratings are fair, objective, and based on clear criteria.

Question 10

Most performance appraisal forms include factors that serve as criteria for measuring job performance, skills, knowledge, and abilities.

Accepted Answer

Most performance appraisal forms do include factors such as job performance, skills, knowledge, and abilities as criteria for measuring an employee's performance.

Question 11

The supervisor should use the appraisal meeting to formally praise the employee for past or current good performance and to help the employee develop better performance in the future.

Accepted Answer

The purpose of the appraisal meeting is to provide feedback to the employee on their performance and to discuss areas for improvement as well as areas where the employee has excelled. In this way, the supervisor can encourage the employee to continue with good performance and provide guidance on how to improve in other areas.

Question 12

Most employees are able to handle fair criticism.

Accepted Answer

Most employees are able to handle fair criticism as it helps them improve their performance and grow professionally. However, criticism that is unfair or delivered in an insulting manner can be demotivating and harmful to their morale.

Question 13

The choice of an appraisal term or level depends mostly on the rater's perceptions, which may inaccurately measure performance.

Accepted Answer

The rater's perceptions and biases can influence their choice of appraisal term or level, which may not always accurately reflect the employee's performance. This is why it is important to have multiple raters and objective criteria for evaluation.

Question 14

When it comes to improving employee performance, there is no substitute for daily feedback.

Accepted Answer

Daily feedback allows employees to stay on track, adjust their approach, and receive recognition for their efforts in a timely manner. It also creates a culture of continuous improvement and open communication between managers and employees.

Question 15

Performance standards are the job-related requirements by which an employee's performance will be evaluated.

Accepted Answer

Performance standards are indeed the job-related requirements used to evaluate an employee's performance. These standards can include quality of work, productivity, attendance, communication skills, customer service skills, and more.

Question 16

Supervisors tend to give higher ratings than employees deserve because they want the employees to receive the highest pay increases possible.

Accepted Answer

The answer of Supervisors tend to give higher ratings than...

Question 17

Many organizations have an audit or review process to review supervisors' appraisal process.

Accepted Answer

Many organizations have a process in place to review the appraisal process of supervisors to ensure fairness and effectiveness in the performance management system. This helps in identifying potential gaps and areas of improvement in the appraisal process.

Question 18

Every appraisal meeting must include discussions about plans for improvement and possible opportunities for the employee's future with the organization.

Accepted Answer

It is important for an appraisal meeting to not only discuss areas for improvement but also identify potential opportunities for the employee's growth and development within the organization. This will help to engage and retain talented employees while also aligning their goals with the organization's strategic plan.

Question 19

An employee's poor performance and failure to improve are solely indicators of the employee's deficiencies and represent no reflection on the supervisor.

Accepted Answer

An employee's poor performance is a reflection not only of the employee's deficiencies but also of the supervisor's failure to provide proper guidance, support, and feedback.

Question 20

The supervisor must be prepared to document ratings by citing specific examples of good or bad performance.

Accepted Answer

The statement is true, as documentation of specific examples of good or bad performance is important for accurately rating an employee's performance.

Quiz 10: Performance Management: Appraising, Coaching, Promoting, and Compensating