Question 1

​Which of the following is NOT a disadvantage of the essay method?
A)It is very time-consuming.
B)It must follow a job-specific format.
C)It's appraisal quality could be influenced by the supervisor's writing skills.
D)It is highly subjective and could be biased.

Accepted Answer

The essay method does not require a job-specific format, as it is typically open-ended and allows the appraiser to write in their own style. A, C, and D are all valid disadvantages of the essay method.

Question 2

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:
A)have a high degree of construct validity.
B)have a high degree of content validity.
C)can be used to rate employees across different jobs.
D)cost the least to develop.

Accepted Answer

Behaviorally Anchored Rating Scales (BARS) are developed through a detailed process involving job analysis, identification of critical incidents related to job performance, and the development of scales based on these incidents. This process ensures that the scales are closely aligned with the job's specific requirements, leading to a high degree of content validity. They are designed to measure performance based on behaviors directly related to job success, ensuring the scale's relevance and accuracy for the specific job in question.

Question 3

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions,the performance management system may suffer from:
A)criterion deficiency.
B)rater bias.
C)lack of reliability.
D)criterion contamination.

Accepted Answer

Criterion deficiency occurs when the appraisal criteria are too narrow and do not include important performance dimensions. This can result in an incomplete and inaccurate evaluation of an employee's overall job performance.

Question 4

Listening,accepting,and responding to feelings are essential elements of the _____ performance evaluation format.
A)tell-and-develop
B)tell-and-listen
C)tell-and-sell
D)problem-solving

Accepted Answer

The answer of Listening,accepting,and responding to feelings are essential elements...

Question 5

The appraisal interview:
A)should take place in one session in order to give the employee a complete view of his or her performance.
B)can be divided into two sessions, though this is not advisable.
C)is most suitable for the supervisor to give feedback on past performance and should not be used for developmental purposes.
D)should be held in two segments because the rater must perform the role of both evaluator and counselor.

Accepted Answer

The appraisal interview is most effective when held in two segments, allowing the rater to fulfill both the roles of evaluator and counselor. This approach facilitates a comprehensive review of past performance and the planning for future development, making the process more constructive for the employee.

Question 6

An appraisal system that allows each individual to see clearly how his or her performance ties into the overall performance of the firm is:
A)the balanced scorecard approach.
B)the 360-degree evaluation.
C)the customer-oriented approach.
D)management by objectives.

Accepted Answer

The balanced scorecard approach is designed to provide a comprehensive view of organizational performance by focusing on four key areas: financial, customer, internal business processes, and learning and growth. By including both financial and non-financial measures, employees can see how their individual contributions tie into the company's overall success.

Question 7

The type of scale that uses critical incidents as examples of different points along the scale is known as:
A)the mixed-standard scale.
B)the global rating.
C)the behaviorally anchored rating scale.
D)the dimensional rating.

Accepted Answer

The behaviorally anchored rating scale (BARS) uses critical incidents as examples of different points along the scale to inform evaluations of an employee's performance. This allows for more objective and specific criteria to be used in the evaluation process.

Question 8

One major advantage of a behaviorally anchored rating scale is that:
A)it requires a great deal of employee participation which leads to greater acceptance.
B)the same rating scale can be used across all the departments of an organization.
C)it takes a relatively short time to develop.
D)the rating scale can be developed with little expertise.

Accepted Answer

Behaviorally Anchored Rating Scales (BARS) involve employees in the development process, which often leads to greater acceptance of the performance appraisal system because employees feel their perspectives and experiences are considered. This participatory approach can enhance the perceived fairness and relevance of the evaluation criteria.

Question 9

Requirements for a successful management by objectives (MBO)program include all of the following EXCEPT that:
A)the results must be under the control of the employee.
B)timeframes for when the goals are to be reviewed and evaluated need to be established.
C)goal statements must be accompanied by descriptions of how they will be accomplished.
D)both trait and critical incident objectives must be set.

Accepted Answer

Both trait and critical incident objectives do not need to be set for a successful MBO program. The other requirements listed - control of results by the employee, timeframes for review and evaluation, and accompanying descriptions of how goals will be achieved - are all necessary for a successful MBO program.

Question 10

The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her behavior in a certain way is:
A)tell-and-develop.
B)tell-and-listen.
C)tell-and-sell.
D)problem-solving.

Accepted Answer

The tell-and-sell appraisal interview style involves the supervisor or manager telling the employee what needs to be improved and then attempting to convince the employee to change their behavior in a particular way. This style requires the interviewer to be persuasive and convincing, and to have good communication skills. Therefore, C) is the best choice.

Question 11

The choice of an appraisal method should be largely based on:
A)the preferred technique of the personnel department.
B)the purpose of the appraisal.
C)the reaction of employees.
D)what skills the developer of the system possesses.

Accepted Answer

The purpose of the appraisal should be the primary factor considered when choosing an appraisal method. The method should align with the goals and objectives of the appraisal and the organization's overall strategy. It should be designed to provide accurate and reliable information that can be used to make informed decisions about employee performance, development, and reward. Factors such as the preferred technique of the personnel department, the reaction of employees, and the skills of the developer of the system should be considered, but they should not be the sole basis for choosing an appraisal method.

Question 12

Which of the following is a performance appraisal approach designed to measure how frequently employees exhibit certain behaviors?
A)Management by objectives
B)Behaviorally anchored rating scale
C)Behavior observation scale
D)Trait scale

Accepted Answer

The behavior observation scale is designed to measure how frequently employees exhibit certain behaviors. It involves observing specific behaviors and recording how often they occur over a given period of time. Management by objectives is a goal-setting approach to performance appraisal, behaviorally anchored rating scale measures the various behavioral parameters, and the trait scale assesses an employee's personality characteristics.

Question 13

If the primary objective of a performance appraisal is to give employees developmental feedback,which of the following appraisal methods is most ideal?
A)Trait
B)Results
C)Behavioral
D)Attitudinal

Accepted Answer

Behavioral appraisal methods focus on specific actions and behaviors, providing clear feedback on what employees are doing well and where they can improve, making it ideal for developmental feedback.

Question 14

The three basic types of formats for providing feedback during a performance evaluation meeting or feedback session are:
A)tell-and-sell, tell-and-train, and developmental.
B)tell-and-sell, tell-and listen, and problem-solving.
C)tell-and-train, problem-solving, and developmental.
D)tell-and-listen, tell-and-train, and problem-solving.

Accepted Answer

The three basic types of formats for providing feedback during a performance evaluation meeting or feedback session are tell-and-sell, tell-and-listen, and problem-solving. These approaches vary in how directive the feedback is and the extent to which the employee is involved in the discussion.

Question 15

Which of the following type of formats gives both managers and employees an opportunity to release and iron out any frustrating feelings they might have?
A)Tell-and-develop
B)Tell-and-listen
C)Tell-and-sell
D)Problem-solving

Accepted Answer

The format that gives both managers and employees an opportunity to release and iron out any frustrating feelings they might have is "Tell-and-listen". In this format, the manager listens attentively to the employee's concerns and frustrations and provides constructive feedback to improve the situation. This ensures that both parties have a chance to communicate effectively, leading to a more productive and positive work environment.

Question 16

An appraisal system that takes into account financial,customer,processes,and learning categories is called:
A)the balanced scorecard approach.
B)the 360-degree evaluation.
C)the customer-oriented approach.
D)management by objectives.

Accepted Answer

The balanced scorecard approach is a performance management system that incorporates financial, customer, processes, and learning and development perspectives. It provides a holistic view of an organization's performance and enables it to align its strategies with its objectives. The other options - 360-degree evaluation, customer-oriented approach, and management by objectives - do not have a comprehensive framework that covers all four categories.

Question 17

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview and then explore the employee's feelings about the appraisal in the second part?
A)Problem-solving
B)Tell-and-develop
C)Tell-and-sell
D)Tell-and-listen

Accepted Answer

The "Tell-and-listen" appraisal interview involves the interviewer communicating the employee's strengths and weaknesses in the first part and then listening to the employee's perspective and feelings about the appraisal in the second part. This approach focuses on both providing feedback and understanding the employee's viewpoint.

Question 18

What is the first step in the management by objectives (MBO)process?
A)Develop organization goals and metrics
B)Develop department goals and metrics
C)Review performance
D)Add new inputs

Accepted Answer

The first step in the management by objectives (MBO) process is to develop organization goals and metrics. This involves identifying the overall objectives of the organization and determining how those objectives will be measured and evaluated. Only after the organization goals and metrics have been established can department goals and metrics be developed, performance reviewed, and new inputs added.

Question 19

Which of the following is NOT a component of the Balanced Scorecard approach?
A)Competitor
B)Learning
C)Customer
D)Financial

Accepted Answer

The components of the Balanced Scorecard approach are typically considered to be financial, customer, internal processes, and learning/growth. Competitor is not typically included as a component, although it may be considered as an external factor to be monitored in the implementation of the approach.

Question 20

The appraisal interview should be divided into two sessions,one each for:
A)positive comments and negative comments.
B)performance review and employee's growth plans.
C)performance review and compensation discussion.
D)establishing performance standards and reviewing performance.

Accepted Answer

The first session should focus on performance review where the supervisor provides feedback on the employee's strengths and areas for improvement. The second session should focus on growth plans, which includes discussing opportunities for development and how the employee can improve in their current role or prepare for future positions. Compensation discussion should be a separate conversation altogether and should not be mixed with performance review. Establishing performance standards should be done before the appraisal interview during the goal-setting process.

Quiz 8: Performance Management and the Employee Appraisal Process

Which of the following is NOT a disadvantage of the essay method?

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions,the performance management system may suffer from:

Listening,accepting,and responding to feelings are essential elements of the _____ performance evaluation format.

The appraisal interview:

An appraisal system that allows each individual to see clearly how his or her performance ties into the overall performance of the firm is:

The type of scale that uses critical incidents as examples of different points along the scale is known as:

One major advantage of a behaviorally anchored rating scale is that:

Requirements for a successful management by objectives (MBO) program include all of the following EXCEPT that:

The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her behavior in a certain way is:

The choice of an appraisal method should be largely based on:

Which of the following is a performance appraisal approach designed to measure how frequently employees exhibit certain behaviors?

If the primary objective of a performance appraisal is to give employees developmental feedback,which of the following appraisal methods is most ideal?

The three basic types of formats for providing feedback during a performance evaluation meeting or feedback session are:

Which of the following type of formats gives both managers and employees an opportunity to release and iron out any frustrating feelings they might have?

An appraisal system that takes into account financial,customer,processes,and learning categories is called:

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview and then explore the employee's feelings about the appraisal in the second part?

What is the first step in the management by objectives (MBO) process?

Which of the following is NOT a component of the Balanced Scorecard approach?

The appraisal interview should be divided into two sessions,one each for: