Question 1

One drawback of performance appraisals is that they cannot be completed for top management because there is no one above this level of management to carry out and evaluate the results.

Accepted Answer

This statement is false. Performance appraisals can be carried out for top management, but the evaluation process may need to be adapted for their specific responsibilities and leadership roles. In some cases, outside consultants or board members may be brought in to evaluate top management performance.

Question 2

A 360-degree review will include the opinions of an employee's subordinates, as well as those above him/her in the organization structure, and those who work alongside the employee in comparable positions.

Accepted Answer

A 360-degree review gathers feedback from different perspectives, including subordinates, superiors, and peers.

Question 3

A performance appraisal provides an opportunity for employees to make suggestions about how a particular task could be better performed.

Accepted Answer

During a performance appraisal, employees can give feedback on their own performance and make suggestions on how to improve their work processes or suggest changes in policies or procedures that may lead to better performance.

Question 4

After manager Donald set reasonable, understandable, and measurable performance standards, he communicated these standards clearly to all team members. Because of these efforts, he should be prepared for the next step in the appraisal process.

Accepted Answer

By setting clear and measurable performance standards and communicating them effectively to team members, Donald has set the foundation for a successful performance appraisal process. This will help ensure that all team members understand what is expected of them and can work towards meeting these standards.

Question 5

Top-level managers can benefit from having their performance evaluated by subordinates.

Accepted Answer

By receiving feedback from subordinates, top-level managers can gain a better understanding of their leadership style, areas for improvement, and overall effectiveness in managing their team. This can in turn lead to improved communication, increased trust, and a more cohesive and productive work environment.

Question 6

Because of legal implications, managers should not use the results of performance appraisals to make decisions about promotions and compensation.

Accepted Answer

Performance appraisals should be used as a basis for making decisions about promotions and compensation, but it's important to follow a fair and unbiased process and to document any decisions made. This is necessary to prevent legal challenges based on discrimination or other improper actions.

Question 7

Compensation is one of the main tools a firm uses in its efforts to attract qualified employees.

Accepted Answer

Compensation is an important factor for attracting and retaining qualified employees. It includes salaries, bonuses, benefits, and other forms of rewards that employees receive in exchange for their work. Firms use compensation as a tool to attract, motivate, and retain employees who have the skills, knowledge, and abilities necessary to achieve their strategic objectives.

Question 8

Even employees who work on a busy production floor need performance appraisals. If the manager cannot conduct a closed-door appraisal session, the supervisor should conduct these wherever he/she can find room.

Accepted Answer

Performance appraisals should always be performed one on one and in a closed-door session; and never with other employees present.

Question 9

Establishing performance standards is a crucial step in the performance evaluation process.

Accepted Answer

Establishing performance standards provides a clear expectation of what is expected from employees, making it easier to evaluate their performance.

Question 10

Performance standards should be understandable, measurable, and reasonable.

Accepted Answer

Performance standards should be clear and easy to understand, should provide a way to measure performance objectively, and should be achievable with reasonable effort and resources.

Question 11

The main reason firms conduct performance appraisals is to establish a formal record of job performance that will protect them from lawsuits filed by unhappy workers.

Accepted Answer

The main reason firms conduct performance appraisals is to evaluate and improve employee performance, provide feedback, set goals and expectations, and make decisions regarding promotions, salary increases, or other rewards. Protecting themselves from lawsuits is not the primary reason for conducting performance appraisals.

Question 12

The last step in the performance appraisal process is to discuss the results with the employee.

Accepted Answer

The answer of The last step in the performance appraisal...

Question 13

Performance appraisals are very useful for new, inexperienced workers and first-line managers, but have little value for top management.

Accepted Answer

Performance appraisals are important for all levels of management, including top management, as they help in identifying strengths, weaknesses, and areas of development. It also helps in setting goals and aligning employee performance with organizational objectives.

Question 14

Companies compete with other firms for good employees.

Accepted Answer

Companies need skilled and talented employees to succeed in their business, and hence compete with other firms to attract and retain good employees.

Question 15

When she met with Rafi to discuss his performance appraisal, Cady noted that Rafi had difficulty with managing his time on certain projects. One drawback of a performance appraisal is that it does not allow for feedback during the evaluation process.

Accepted Answer

Performance appraisals can include feedback throughout the evaluation process, not just at the end. In this situation, Cady gave Rafi feedback during their meeting about his time management.

Question 16

Due to the secret nature of performance standards, employees are only permitted to review these standards at the time when they receive their appraisal.

Accepted Answer

This statement is incorrect. In most organizations, employees have access to performance standards prior to their appraisal so they can work towards meeting the expectations set by their managers.

Question 17

Eliza is an office manager at Bookman's Legal Services. The company's top management recently announced it was adopting a 360-degree review process as part of the performance appraisals of its office managers. Once this policy goes into effect, Eliza can expect her evaluations to include feedback from both the managers above her and the employees she supervises.

Accepted Answer

The passage states that the company is adopting a 360-degree review process, which includes feedback from managers above and employees supervised, so Eliza can expect her evaluations to include this feedback.

Question 18

Most experienced workers have a clear idea of what is expected of them even if managers do not communicate their expectations explicitly.

Accepted Answer

Experienced workers may have a general understanding of their roles, but explicit communication from managers is crucial to clarify expectations, align goals, and ensure that all team members are working towards the same objectives. Without clear communication, assumptions can lead to misunderstandings and misaligned efforts.

Question 19

Airlines, hotels, hospitals, and many other service organizations are so labor intensive that the cost of labor is their primary cost of operations.

Accepted Answer

Labor is the main cost for many service organizations because they require human interaction for delivering services to their customers.

Question 20

An employment appraisal may include a 360-degree review, which is an appraisal that includes job-related and non-job-related comments from a range of employees.

Accepted Answer

A 360-degree review typically includes feedback from a range of individuals such as peers, subordinates, and supervisors, but it focuses on job-related performance and behaviors, not non-job-related comments.

Quiz 11: Human Resource Management: Finding and Keeping the Best Employees