Question 1

Peer appraisals have been shown to have a negative effect on task motivation, cohesion, and job satisfaction, so most organizations no longer use them.

Accepted Answer

Peer appraisals have been shown to have an immediate positive impact on improving the perception of open communication, task motivation, social loafing, group viability, cohesion, and satisfaction.

Question 2

Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?

Accepted Answer

C)The alternation ranking method involves ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked.

Question 3

As a manager, how can you set effective performance appraisal standards for your employees? Explain your answer in a brief essay.

Accepted Answer

The answer of As a manager, how can you set...

Question 4

Three hundred and sixty-degree feedback is generally used for development purposes rather than for pay increases.

Accepted Answer

With 360-degree feedback, ratings are collected "all around" an employee, from supervisors, subordinates, peers, and internal or external customers. Employers generally use the feedback for development rather than for pay increases.

Question 5

Studies suggest that managers who receive upward feedback from identified subordinates view the upward appraisal process more negatively than do managers who receive anonymous upward feedback.

Accepted Answer

Managers who receive feedback from subordinates who identify themselves view the upward appraisal process more positively than do managers who receive anonymous feedback. However, subordinates (not surprisingly)are more comfortable giving anonymous responses; those who have to identify themselves tend to provide inflated ratings.

Question 6

Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use a graphic rating scale to evaluate the performance of her subordinates. Which of the following, if true, best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use?

Accepted Answer

C)Graphic rating scales with competency-based appraisal forms enable an employer to focus on the extent to which an employee exhibits the competencies essential for the job. Graphic rating scales do not track critical incidents, and they are not the best tool for protecting a firm from legal charges because of problems with bias, central tendency, and halo effect.

Question 7

Formal performance appraisals have been eliminated by almost all major firms and replaced by daily assessments by peers in addition to extensive training opportunities.

Accepted Answer

Conventional appraisals are still the norm, although many progressive employers, such as Toyota, have essentially eliminated formal appraisals. Appraisals at such firms mainly involve having teammates continuously assessing each other, day-to-day. However, not all employers can or necessarily would benefit from such systems, so formal appraisals remain the most common.

Question 8

The HR department monitors the performance appraisal system, but it is typically not involved in rating employees.

Accepted Answer

The human resources department serves a policy-making and advisory role but does not usually rate the performance of employees. It is the role of the supervisor to conduct a performance appraisal. The human resource team should also be responsible for training supervisors to improve their appraisal skills, for monitoring the appraisal system's effectiveness, and for ensuring that it complies with EEO laws.

Question 9

Which of the following measurement methods is similar to grading on a curve?

Accepted Answer

A)The forced distribution method is similar to grading on a curve. With this method, you place predetermined percentages of appraisees into various performance categories.

Question 10

In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans.

Accepted Answer

An effective appraisal requires a feedback session. Here, you and the subordinate discuss his or her performance and progress, and make plans for any development required.

Question 11

John, the supervisor of the manufacturing department at a computer firm, is in the process of evaluating his staff's performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. Which performance appraisal tool has John chosen to use?

Accepted Answer

B)The forced distribution method is similar to grading on a curve. With this method, you place predetermined percentages of appraisees into various performance categories.

Question 12

Kendra needs to rate five of her subordinates. She makes a chart of all possible pairs of employees for each trait being evaluated. Then, she indicates the better employee of each pair with a positive symbol on the chart. Finally, she totals the number of positive symbols for each employee. Which method of performance appraisal has Kendra most likely used?

Accepted Answer

C)The paired comparison method helps make the ranking method more precise. For every trait (quantity of work, quality of work, and so on), you pair and compare every subordinate with every other subordinate.

Question 13

Which performance appraisal tool is being used when a supervisor places predetermined percentages of appraisees into various performance categories?

Accepted Answer

D)The forced distribution method is similar to grading on a curve. With this method, you place predetermined percentages of appraisees into various performance categories.

Question 14

What are the essential steps of the performance appraisal process?

Accepted Answer

The answer of What are the essential steps of the...

Question 15

In order to ensure that performance goals are challenging and relevant, Matthew, a marketing manager, should independently set goals for his subordinates because participatively set goals usually produce lower job performance.

Accepted Answer

Goals should be challenging but doable, and it is more effective for supervisors and employees to work together at setting goals. Participatively set goals usually produce higher performance.

Question 16

The most popular method for ranking employees is the ________ method.

Accepted Answer

B)It is usually easier to distinguish between the worst and best employees, and the alternation ranking method is the most popular choice for supervisors. Paired comparison and forced distribution are less popular methods for ranking employees from best to worst on a trait or traits. A graphic rating, not ranking, scale is a popular appraisal tool.

Question 17

All of the following are usually measured by a graphic rating scale EXCEPT ________.

Accepted Answer

B)A paired comparison method involves making comparisons of employees with their co-workers. The graphic rating scale measures four job-relevant job dimensions including generic job dimensions, a job's actual duties, competencies, and objectives.

Question 18

Which of the following is the easiest and most popular technique for appraising employee performance?

Accepted Answer

B)The graphic rating scale is the simplest and most popular method for appraising performance. A graphic rating scale lists traits and a range of performance values for each trait. The supervisor rates each subordinate by circling or checking the score that best describes the subordinate's performance for each trait.

Question 19

The third step of the performance appraisal process is to assess the employee's actual performance relative to work standards.

Accepted Answer

The third step of the performance appraisal process is providing feedback to the employee with the aim of helping him or her to eliminate performance deficiencies or to continue to perform above par.

Question 20

Which performance appraisal technique lists traits and a range of performance values for each trait?

Accepted Answer

B)A graphic rating scale lists traits (such as "quality and reliability" or "teamwork")and a range of performance values (from "unsatisfactory" to "outstanding," or "below expectations" to "role model")for each trait. The supervisor rates each subordinate by circling or checking the score that best describes the subordinate's performance for each trait. The assigned values for the traits are then totaled.

Quiz 9: Performance Management and Appraisal