Question 1

"Performance appraisal" is a term used for

Accepted Answer

Performance appraisal is a process of assessing and evaluating an individual employee's job performance within an organization. It is done to identify their strengths, weaknesses, and areas of improvement. Therefore, the correct option is individual evaluation. Options A and B are close in meaning, but they are broader terms that encompass the organization as a whole, while option C relates specifically to the individual employee. Option D is incorrect as performance appraisal is a well-known and widely used term in the field of human resource management.

Question 2

Individual evaluations can discriminate on the basis of

Accepted Answer

Individual evaluations should be based solely on job performance and should not discriminate on the basis of race, national origin, or religion. Discrimination based on any of these factors is illegal in many countries and violates basic ethical standards.

Question 3

Which of the following categories is not mentioned by Wilson and McLaren as appropriate for police evaluations?

Accepted Answer

Wilson and McLaren do not mention the number of citations written as a category appropriate for police evaluations. The other options, attendance, safety practices, and job skill level, are mentioned by the authors as important categories for police evaluations.

Question 4

Employee performance evaluations are most often done

Accepted Answer

Employee performance evaluations are typically done annually, as it allows for a full year's worth of work to be evaluated and gives the employee enough time to improve on any areas that need attention. Quarterly or monthly evaluations can be done for more frequent feedback, but are often reserved for specific situations or projects rather than a general evaluation of overall performance. Bi-yearly evaluations may not provide enough feedback or opportunity for improvement over the course of a year.

Question 5

Which of the following is not a legitimate purpose of individual evaluations?

Accepted Answer

Advancing the career of the supervisor is not a legitimate purpose of individual evaluations as the primary objective of evaluations is to assess and provide feedback on the performance of the individual being evaluated. The evaluation should focus on individual development, maintaining discipline, and allocating promotions or compensation based on merit and performance. Any other purposes that focus on the benefit of the supervisor rather than the employee being evaluated are unethical and can undermine the integrity of the evaluation process.

Question 6

The concept of Management by Objectives (MBO) was originated by ___________ in The Practice of Management

Accepted Answer

The concept of Management by Objectives (MBO) was originated by Peter Drucker, who is not listed among the options provided.

Question 7

The concept of Management by Objectives (MBO) was popularized by __________ in Management by Objectives.

Accepted Answer

Management by Objectives (MBO) was popularized by George Odiorne in his book "Management by Objectives: A Systematic Approach to Management and Leadership."

Question 8

Which of the following is not listed by your authors as useful in doing an organizational evaluation of a criminal justice agency

Accepted Answer

Profit margin is not applicable to criminal justice agencies as they are not profit-oriented organizations. Efficiency, turnover rates, and measures of goal consensus and conflict are all relevant factors to consider in evaluating criminal justice agencies.

Question 9

Under Management by Objectives (MBO), organizational goals are

Accepted Answer

Under MBO, organizational goals are expected to be fully accomplished, specific, and measurable.

Question 10

_________ applied Management by Objectives (MBO) to criminal justice.

Accepted Answer

Ronald Lynch applied Management by Objectives (MBO) to criminal justice.

Question 11

In what decade was the first police department in the United States accredited?

Accepted Answer

The first police department in the United States to be accredited was the Memphis Police Department, which received accreditation from the Commission on Accreditation for Law Enforcement Agencies (CALEA) in 1982. Therefore, the correct option is C- 1980s.

Question 12

According to ________ employee morale is vital to organizational assessment.

Accepted Answer

Theodore Caplow emphasized the importance of assessing employee morale as part of organizational analysis.

Question 13

When looking at the turnover rate in an organization, the manager should be most concerned if employees are leaving for

Accepted Answer

The answer of When looking at the turnover rate in...

Question 14

Another name or term for cost-benefit analysis is

Accepted Answer

Cost-benefit analysis, a method for evaluating the potential outcomes of a decision by comparing its costs and benefits, can colloquially be referred to by various terms such as "hedonistic calculus," "running the numbers," and "numbers crunching." These phrases, though varying in formality, allude to the process of quantitatively assessing different aspects of a decision or project.

Question 15

This type of change occurs with mutual goal setting, and is deliberate, but the change agent dominates in the power balance.

Accepted Answer

The answer of This type of change occurs with mutual...

Question 16

This type of change is deliberate, but lacks mutuality, and has an imbalanced power ratio in favor of the change agent.

Accepted Answer

Coercive change is characterized by a deliberate attempt to initiate change without mutual agreement or consent, often with an imbalanced power relationship in which the change agent holds more power than those being changed. The change is forced upon individuals or groups, rather than being a collaborative effort. Technocratic change involves a focus on technical expertise and knowledge, while indoctrination involves a systematic attempt to convey a particular set of beliefs or values to individuals or groups. Interactional change involves a mutual and collaborative effort to initiate change through communication and dialogue.

Question 17

Ronald Lynch categorizes sources of conflict as either rational or

Accepted Answer

Ronald Lynch categorizes sources of conflict as either rational or emotional. Non-rational, semi-rational, and intellectual are not the categories used by Lynch.

Question 18

Kurt Lewin suggested a three-stage process for change in organizations. The stage at which changes become established within the organization is the ______ stage.

Accepted Answer

The refreezing stage is when the changes made in the organization become established and reinforced as the new normal. This stage involves stabilizing the change by implementing new procedures or policies, reinforcing new behaviors, and ensuring that the change is integrated into the organization's culture. The unfreezing stage is when the organization becomes aware of the need for change and prepares to make the change. The changing stage is when the actual change is implemented.

Question 19

Which of the following is not a common feature of an organization that can accept change?

Accepted Answer

High centralization of power implies a rigid and hierarchical structure that may resist change as it disrupts power dynamics. On the other hand, low formalization, high complexity in professional training, and high job satisfaction levels are often associated with a more adaptive and flexible organizational culture that can embrace change.

Question 20

Supervisors should be trained in employee performance appraisal

Accepted Answer

Supervisors should have adequate training in employee performance appraisal so that they can conduct fair, objective and effective appraisals. Training can help supervisors in setting clear expectations, providing feedback, identifying areas of improvement, and creating development plans for employees. It can also ensure that the performance appraisal process is consistent, unbiased and aligned with the organizational goals and values.

Quiz 7: Evaluating, Appraising, and Assessing Performance