Question 1

__________reflects ignoring factors beyond the employee's control that influence his or her performance
A) Central tendency
B) Opportunity bias
C) High potential error
D) Leniency error

Accepted Answer

Opportunity bias reflects the tendency to ignore factors beyond the employee's control that influence his or her performance. This means not taking into account external factors that could affect an employee's performance, such as lack of resources, team support, or organizational constraints, and unfairly attributing the performance level solely to the employee's abilities or efforts.

Question 2

Being alums of the same school,having similar hobbies,or having similar talents with the person being rated can lead to unconsciously awarding higher performance ratings than is appropriate and is called the __________ effect.
A) contrast
B) recency
C) halo
D) similar-to-me

Accepted Answer

This is known as the "similar-to-me" effect, where evaluators may give higher performance ratings to individuals who share similarities with them, such as background, interests, or talents, due to unconscious bias.

Question 3

Allowing one disfavored trait or work factor to overwhelm other,more positive performance elements and resulting in an unfairly low overall performance rating is the _____________ effect.
A) contrast
B) recency
C) halo
D) horns

Accepted Answer

The horns effect is the tendency to allow one negative trait or work factor to overshadow the other positive performance elements resulting in an unfairly low overall performance rating. The contrast effect is the evaluation of an employee's performance based on the comparison to the performance of others rather than their own actual performance. The recency effect is the tendency to give more weight to the most recent events rather than considering the entire performance period. The halo effect is the tendency to allow one positive trait or work factor to overshadow other negative performance elements resulting in an unfairly high overall performance rating.

Question 4

The _______ effect occurs when a rating determination is made by comparing the target employee with someone else rather than with the performance standards.
A) contrast
B) recency
C) halo
D) horns

Accepted Answer

The contrast effect occurs when a rating determination is made by comparing the target employee with someone else rather than with the performance standards. This can lead to inflated or deflated ratings depending on who the employee is being compared to. The halo effect occurs when a rater allows their overall impression of an employee to influence their ratings on specific traits. The recency effect occurs when a rater's most recent observation of an employee's behavior or performance influences their overall appraisal. The horns effect is the opposite of the halo effect, where a rater allows a negative overall impression of an employee to influence their ratings on specific traits.

Question 5

__________occurs when potential is confused with performance.
A) Central tendency
B) Opportunity bias
C) High potential error
D) Leniency error

Accepted Answer

High potential error occurs when an employee's potential is mistaken for their actual performance. This can lead to them being given more opportunities and development than they actually deserve based on their current job performance.

Question 6

Managers who think that to maintain motivation,no employee should be given the highest rating regardless of their performance,are likely to make the __________ error.
A) central tendency
B) opportunity bias
C) high potential
D) leniency

Accepted Answer

The central tendency error occurs when evaluators rate all employees within a narrow range, avoiding the extremes of the scale. This approach can demotivate high performers who feel their efforts are not fully recognized.

Question 7

The __________ effect occurs when high ratings are given to someone because they are perceived as being similar to the rater.
A) contrast
B) similar-to-me
C) halo
D) horns

Accepted Answer

The similar-to-me effect occurs when a rater gives high ratings to someone because they perceive them as being similar to themselves. This can create bias in evaluations when, for example, a supervisor rates an employee highly simply because they have a personal connection or share similar interests.

Question 8

Giving a very high score on a performance review based on one great project is called the __________ effect.
A) contrast
B) recency
C) halo
D) horns

Accepted Answer

The halo effect refers to the tendency to let the positive impression of a person, organization, or brand in one area influence or "halo" our perception of that entity in other areas. In this case, the high score on a performance review is based on one great project, leading to an overall positive impression of the employee, despite potentially overlooking other areas that need improvement.

Question 9

The __________ effect occurs when one negative factor influences assessments of other areas of behavior or performance,resulting in an inappropriately low overall performance rating.
A) contrast
B) recency
C) halo
D) horns

Accepted Answer

The horns effect occurs when a negative aspect of an individual influences the overall perception of them, leading to an unfairly low assessment in areas where they may actually perform well. This is the opposite of the halo effect, where a positive trait influences overall perception positively.

Question 10

A __________ plan describes desired goals and results,how results will be measured and weighted,and what standards will be used to evaluate results.
A) maintenance
B) preservation
C) performance
D) corrective

Accepted Answer

A performance plan is designed to establish goals, objectives, and desired outcomes that are measurable and achievable. It provides a framework for determining how results will be assessed, evaluated, and measured against predetermined standards. A maintenance plan is focused on preserving existing resources, while a preservation plan aims to maintain the status quo and protect resources from harm. A corrective plan is designed to address issues or problems that have already occurred, while a performance plan is proactive and focused on achieving predetermined goals and outcomes.

Question 11

Typically this type of corrective step lasts less than a week,usually one to three days.
A) Counseling
B) Written warning
C) Suspension without pay
D) Termination

Accepted Answer

Suspension without pay is typically a short-term corrective action lasting from one to three days, intended to address serious or repeated violations of workplace policies before more severe measures, such as termination, are considered.

Question 12

The _______ effect occurs when recent events and performance to have a disproportionately large influence on the rating.
A) contrast
B) recency
C) halo
D) horns

Accepted Answer

The recency effect occurs when recent events and performance have a disproportionately large influence on the rating. This means that the most recent information or experience of the person being rated will have a greater impact on their overall evaluation.

Question 13

__________ plans typically cover one year but can be done for any appropriate time period.
A) Maintenance
B) Preservation
C) Performance
D) Corrective

Accepted Answer

Performance plans are typically designed to cover a specific period, often one year, but they can be adjusted for different time frames as needed.

Question 14

Regularly recording employees' performance can make it easier to recall performance and behavior from earlier in the rating period,which lessens the __________ effect.
A) contrast
B) recency
C) halo
D) horns

Accepted Answer

Recording employees' performance regularly can help to recall earlier performances and behaviors, which lessens the recency effect. The recency effect occurs when recent performance impacts the overall rating more heavily than performance earlier in the rating period.

Question 15

__________ plans are best developed in partnership with the employee to maximize employee commitment and help to ensure that the plan is fully understood.
A) Maintenance
B) Preservation
C) Performance
D) Corrective

Accepted Answer

Performance plans are designed to improve an employee's productivity and job performance. It is important to involve the employee in the development of the plan to ensure that he/she fully understands the goals and expectations, and to increase their commitment to achieving them. By working together, the employee and manager can identify strengths and weaknesses, set realistic goals, and make the necessary adjustments to ensure success.

Question 16

Over- or underrating someone due to a comparison with someone else is called the ________ effect.
A) contrast
B) regency
C) halo
D) horns

Accepted Answer

The contrast effect is the tendency to over- or underrate someone due to a comparison with someone else, particularly if the two individuals are very different from each other. This can lead to an inaccurate assessment of a person's abilities or qualities based on the standards set by others. The other choices (regency, halo, and horns) are different biases that refer to other cognitive processes.

Question 17

__________ is rating all employees in the middle of the scale regardless of their performance.
A) Central tendency
B) Opportunity bias
C) High potential error
D) Leniency error

Accepted Answer

Central tendency is a rating error in performance appraisals where the evaluator rates all employees within a narrow range in the middle of the scale, regardless of their actual performance differences. This avoids the extremes of the scale.

Question 18

The __________ effect occurs when one positive factor influences assessments of other areas of behavior or performance,resulting in an inappropriately high overall performance rating.
A) contrast
B) recency
C) halo
D) horns

Accepted Answer

The halo effect occurs when one positive factor influences assessments of other areas of behavior or performance, resulting in an inappropriately high overall performance rating.

Question 19

If the employee does not improve,this corrective step may be repeated with a stronger statement of the consequences for not improving.
A) Counseling
B) Written warning
C) Suspension without pay
D) Termination

Accepted Answer

This is the progressive disciplinary approach, where the corrective step begins with counseling, followed by a written warning if there is no improvement. If the employee still doesn't improve, then the written warning can be repeated with a stronger statement of consequences. Suspension without pay can be the next step, but it's a severe measure that can lead to resentment and legal issues. Termination should only be used as a last resort, and only when there is clear evidence of gross misconduct or repeated failures to improve despite multiple warnings.

Question 20

Rating an employee's performance low because a production machine broke due to a manufacturing defect is obviously unfair and is called __________.
A) central tendency
B) opportunity bias
C) high potential error
D) leniency error

Accepted Answer

Opportunity bias occurs when an employee's performance evaluation is unfairly influenced by factors outside their control, such as equipment failures, rather than their actual job performance.

Quiz 8: Performance Management

__________reflects ignoring factors beyond the employee's control that influence his or her performance

Being alums of the same school,having similar hobbies,or having similar talents with the person being rated can lead to unconsciously awarding higher performance ratings than is appropriate and is called the __________ effect.

Allowing one disfavored trait or work factor to overwhelm other,more positive performance elements and resulting in an unfairly low overall performance rating is the _____________ effect.

The _______ effect occurs when a rating determination is made by comparing the target employee with someone else rather than with the performance standards.

__________occurs when potential is confused with performance.

Managers who think that to maintain motivation,no employee should be given the highest rating regardless of their performance,are likely to make the __________ error.

The __________ effect occurs when high ratings are given to someone because they are perceived as being similar to the rater.

Giving a very high score on a performance review based on one great project is called the __________ effect.

The __________ effect occurs when one negative factor influences assessments of other areas of behavior or performance,resulting in an inappropriately low overall performance rating.

A __________ plan describes desired goals and results,how results will be measured and weighted,and what standards will be used to evaluate results.

Typically this type of corrective step lasts less than a week,usually one to three days.

The _______ effect occurs when recent events and performance to have a disproportionately large influence on the rating.

__________ plans typically cover one year but can be done for any appropriate time period.

Regularly recording employees' performance can make it easier to recall performance and behavior from earlier in the rating period,which lessens the __________ effect.

__________ plans are best developed in partnership with the employee to maximize employee commitment and help to ensure that the plan is fully understood.

Over- or underrating someone due to a comparison with someone else is called the ________ effect.

__________ is rating all employees in the middle of the scale regardless of their performance.

The __________ effect occurs when one positive factor influences assessments of other areas of behavior or performance,resulting in an inappropriately high overall performance rating.

If the employee does not improve,this corrective step may be repeated with a stronger statement of the consequences for not improving.

Rating an employee's performance low because a production machine broke due to a manufacturing defect is obviously unfair and is called __________.