Question 1

The performance criteria against which performance is measured is determined by:
A) market and competitor performance.
B) the nature of the job and the purposes of the assessment.
C) the work processes and importance of the job.
D) the type of performance appraisal to be used.

Accepted Answer

Page 326. Applied. Although subjective criteria are best avoided in performance appraisal, ultimately the criteria used will be guided by the culture of the organisation and the type of job being assessed. Thus it is common for many organisations to use a combination of subjective and objective criteria.

Question 2

The main characteristic of a static appraisal program is:
A) its focus on the past.
B) that it is concerned with maintaining the status quo.
C) its focus on developmental issues.
D) the use of traditional forms of performance review.

Accepted Answer

Page 334. Applied. An effective appraisal program should be dynamic; that is, it should be setting new goals and emphasising employee growth and development. Static appraisals focus on critiquing and judging past actions.

Question 3

Which of the following statements about the role of goal-setting in performance appraisal is LEAST likely to be correct?
A) The setting of specific goals is more likely to lead to higher performance than simply telling an employee to 'do your best'.
B) Goals that are perceived to be easy to achieve tend to result in better performance than goals that are perceived as difficult.
C) Employee participation in goal-setting tends to lead to higher goals being set than when the manager unilaterally sets the goals.
D) Frequent performance feedback results in higher performance.

Accepted Answer

Page 336. Applied. In fact, goals that are perceived to be difficult to accomplish or require stretch tend to result in better performance than when goals are perceived to be easy (as long as the goals have been mutually agreed upon).

Question 4

The effectiveness of performance appraisal schemes can be restricted by:
A) inconsistency in reward allocation.
B) utilising objective criteria for evaluation of performance.
C) too much focus on employee development plans.
D) adopting a multi-source evaluation system.

Accepted Answer

Page 310. Applied. Where rewards linked to the performance appraisal scheme are applied inconsistently or do not appear fair, then the credibility of the overall system can be compromised.

Question 5

Recent research suggests that when managers are required to account for their performance appraisal ratings in person (as opposed to in writing):
A) the appraisal ratings are less accurate.
B) the appraisal ratings tend to be the same for each of the supervisor's employees.
C) the appraisal ratings are more accurate.
D) their subordinates are less willing to accept the ratings given.

Accepted Answer

Page 316. Applied. It has been suggested that when the manager and subordinate meet face-to-face to discuss the performance review and the appraisal ratings, then it is likely that the resultant ratings will more accurately reflect actual performance.

Question 6

Which characteristic is NOT a characteristic of the subjective performance criteria?
A) Attendance
B) Attitude
C) Cooperation
D) Dependability

Accepted Answer

Page 325. Applied. Attendance is an objective performance indicator.

Question 7

Which is an advantage of using the subjective performance appraisal method?
A) Apparent universal application to all jobs
B) Quantifiable and measureable
C) Can be clearly defined
D) Can be tied to specific targets

Accepted Answer

Page 325. Applied. Apparent universal application to all jobs and can use the same evaluation sheet for all employees are advantages of the subjective performance appraisal method.

Question 8

In a 360-degree performance appraisal, identify an 'external customer' that the HR manager seeks information from.
A) Union shop stewards
B) Employees
C) CEO
D) Trade union officials

Accepted Answer

Page 320. Applied. University representative, professional association representatives, suppliers of services, employer association representatives, trade union officials, industrial tribunal representatives, and HRM counterparts are examples of 'external customers'.

Question 9

In a 360-degree performance appraisal, identify an 'internal customer' that the HR manager seeks information from.
A) University representatives
B) Suppliers of services
C) CEO
D) Industrial tribunal representatives

Accepted Answer

Page 320. Applied. Union shop stewards, employees, subordinates, board of directors, CEO, functional managers, and other managers are examples of 'internal customers'.

Question 10

Numeric feedback is perceived as:
A) more specific, easy to read.
B) confusing to most employees.
C) not concise and somewhat demanding.
D) limiting as it only identifies faults and weaknesses.

Accepted Answer

Page 320. Applied. Numeric feedback is perceived as more specific, easy to read and helpful with clearly identifying strengths and weaknesses.

Question 11

Critically discuss the role that job analysis has in the design of an effective performance appraisal process.

Accepted Answer

The answer of Critically discuss the role that job analysis...

Question 12

Identify the characteristics of performance management and examine how this approach differs from performance appraisal.

Accepted Answer

The answer of Identify the characteristics of performance management and...

Question 13

Critically discuss the role of constructive feedback in the performance review discussion.

Accepted Answer

The answer of Critically discuss the role of constructive feedback...

Question 14

Discuss the importance of goal setting in employee motivation and performance improvement.

Accepted Answer

The answer of Discuss the importance of goal setting in...

Question 15

Outline the main objectives of a performance appraisal system.

Accepted Answer

The answer of Outline the main objectives of a performance...

Question 16

Identify and discuss rater errors that arise in performance appraisal.

Accepted Answer

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Quiz 8: Appraising and Managing Performance

The performance criteria against which performance is measured is determined by:

The main characteristic of a static appraisal program is:

Which of the following statements about the role of goal-setting in performance appraisal is LEAST likely to be correct?

The effectiveness of performance appraisal schemes can be restricted by:

Recent research suggests that when managers are required to account for their performance appraisal ratings in person (as opposed to in writing) :

Which characteristic is NOT a characteristic of the subjective performance criteria?

Which is an advantage of using the subjective performance appraisal method?

In a 360-degree performance appraisal, identify an 'external customer' that the HR manager seeks information from.

In a 360-degree performance appraisal, identify an 'internal customer' that the HR manager seeks information from.

Numeric feedback is perceived as: