Question 1

What is the final step in the career planning process?

Accepted Answer

The answer of What is the final step in the...

Question 2

Which of the following types of distribution errors occurs when amanager gives low ratings to allemployees by holding them to an unreasonably highstandard?

Accepted Answer

Severity error occurs when a manager rates all employees on the lower end of the scale because they are using an unreasonably high standard of comparison, making it difficult for any employee to be seen as performing well.

Question 3

Which of the following is true of career management?

Accepted Answer

Career management involves many activities such as monitoring one's career goals, identifying skill gaps, networking, and seeking feedback. These activities help individuals to accurately assess their promotion prospects and possibilities. Therefore, option B is correct. Option A is incorrect because organizations also play a vital role in career management by providing career-related resources, opportunities, and guidance. Option C is incorrect because career management is important for continuous development and growth, not just in response to unexpected situations. Option D is incorrect because performance effectiveness is closely linked to career advancement opportunities. Option E is incorrect because perceived career success is often linked to a person's self-esteem and self-worth.

Question 4

When a rater tends to use only one part of a rating scale, it is known as a:

Accepted Answer

Distributing ratings evenly across the scale is important for accuracy. When a rater tends to use only one part of the scale, it results in a distributional error which affects the overall ratings.

Question 5

The performance-appraisal process of a restaurant includes requires that its employees and managers to specify their targets for the coming year.Which of the following appraisal methods is the restaurant employing?

Accepted Answer

Management-by-Objectives is a performance appraisal method where employees and managers both specify their goals for the coming year. This method involves collaboration between the employee and the manager to identify goals and determine specific criteria for success. The fact that the restaurant's employees and managers are specifying targets for the coming year suggests that they are using the Management-by-Objectives method.

Question 6

Which of the following performance-appraisal methods is particularly reliable because examples of performance are provided in the categories of evaluation?

Accepted Answer

A behaviorally anchored rating scale (BARS) is a performance appraisal method that uses examples of actual job performance as anchors or reference points. The BARS method eliminates the judgment bias and subjectivity problems from traditional rating systems by grounding appraisals in clear behavioral descriptions. This makes it a highly reliable method as it provides specific examples of performance in each category of evaluation.

Question 7

When a rater compares people against one another instead of using a set standard, he or she is committing a _____ error.

Accepted Answer

When a rater compares people against one another, rather than using a set standard, this is known as a contrast error. This occurs when the rater is influenced by how the person being rated compares to other individuals, rather than basing their rating solely on the individual's own performance.

Question 8

The following item appears on a student evaluation form, to assess a student's performance outside of class.Which of the following methods of performance appraisal is represented by this example?
1 =Often unprepared when called on.Frequent late submission of assignments.
2 =Sometimes unprepared when called on.Hands in 2-3 assignments late.
3 =Unprepared on occasion, but not often.Hands in 2 or fewer late assignments.
4 =Usually well-prepared when called on, but may be unprepared on 1-2 occasions.All assignments handed in on time.
5 =Always prepared when called on.Hands in every assignment early or on time.

Accepted Answer

The given item represents the behaviorally anchored rating scale (BARS) method of performance appraisal as it lists specific behaviors and assigns them numerical ratings based on the frequency of occurrence.

Question 9

The type of distribution error that involves giving average ratings to all employees is called _____.

Accepted Answer

Central tendency error occurs when raters give average or middle-of-the-road ratings to all employees, regardless of their actual performance level. This can result in a lack of differentiation between high and low performers, leading to inaccurate evaluations and decisions. Halo error (B) occurs when a rater's overall impression of an employee influences their ratings on specific individual criteria. Horns error (C) is the opposite of halo error, where a negative overall impression leads to lower ratings on all criteria. Leniency (D) occurs when a rater consistently gives high ratings to all employees regardless of their performance. Severity (E) is the opposite of leniency, where a rater consistently gives low ratings to all employees regardless of their performance.

Question 10

Which of the following is NOT a potential problem associated with the use of graphic rating scales in a performance-appraisal process?

Accepted Answer

Limited performance dimensions is not a potential problem associated with the use of graphic rating scales as it is a design feature of the tool. The other options - Horns error, Leniency or severity error, Halo error, and Range restriction are all potential problems associated with the use of graphic rating scales.

Question 11

Which of the following methods of performance appraisalinvolves comparing each individual employee with everyother individual employee, one at a time?

Accepted Answer

The paired-comparison method involves comparing each individual employee with every other individual employee, one at a time. This is done by comparing the performance of two employees in a particular area and selecting the one who performs better. This method helps in identifying the best and worst performers and also helps in determining the training needs of each employee. It is a time-consuming method, but it is effective in identifying the strengths and weaknesses of each employee.

Question 12

Xavier, a manager, gives a poor rating to one of his subordinates because of his poor communication skills despite excellent performances in all other aspects of the job.Which of the following errors is Xavier committing when rating his subordinate?

Accepted Answer

A horns error occurs when a negative aspect (in this case, poor communication skills) disproportionately influences the overall assessment, leading to an unfairly low rating despite excellence in other areas.

Question 13

_____ is the traditional career stage thatinvolves identifying interestsand opportunities.

Accepted Answer

Exploration is the traditional career stage where an individual identifies their interests and explores opportunities in various fields or occupations. This is the initial stage of a career where an individual does not have any specific career goals or established work experience.

Question 14

According to the traditional model of career stages, individuals are likely to view work as less important and nonwork activities as more important in the _____ stage.

Accepted Answer

The disengagement stage is the last stage in the traditional model of career stages, where individuals begin to decrease their involvement in work-related activities and view nonwork activities as more important.

Question 15

At Lorenzo's workplace, the performance-appraisal process includes measurements of organizational citizenship behaviors, such as volunteering for unpleasant tasks and helping new employees socialize into the work team.Therefore, Lorenzo's employer is:

Accepted Answer

The performance appraisal process that measures behaviors such as volunteering for unpleasant tasks and helping new employees socialize into the work team is rating contextual performance. This type of performance appraisal assesses employees on behaviors that are not necessarily part of their job description but contribute to the overall success of the organization.

Question 16

Which of the following is an example of formal programs in career counseling?

Accepted Answer

The answer of Which of the following is an example...

Question 17

Which of the following is the first stage in career planning?

Accepted Answer

The first stage in career planning is individual assessment, which involves assessing one's skills, interests, values, and personality to determine potential career paths. The other options listed are subsequent stages in the career planning process.

Question 18

Which of the following methods of performance appraisal involves grouping employees into predefined frequencies ofperformance ratings?

Accepted Answer

The forced-distribution method involves grouping employees into predefined frequencies of performance ratings, such as a certain percentage of employees being labeled as "high performers," "average performers," and "low performers." This method is often criticized for forcing a set distribution, which may not accurately reflect the true distribution of employee performance.

Question 19

Which type of performance-appraisal rating method focuses on specific instances of good or poor performance for evaluating performance?

Accepted Answer

The critical incident method involves documenting specific instances of particularly good or poor performance, allowing for a more objective evaluation of overall performance.

Question 20

Which of the following is NOT a true statement about an individual's role in managing their careers?

Accepted Answer

The statement that individuals should rely on their employer to manage their careers is not true. It is important for individuals to take responsibility for their own career development and not rely solely on their employer to do so.

Quiz 10: Performance Appraisal & Career Management