Question 1

Trait-based performance appraisal systems are most similar to:
A)outcome-based performance appraisal systems.
B)behavioral-based performance appraisal systems.
C)relative judgment performance appraisal systems.
D)absolute judgment performance appraisal systems.

Accepted Answer

Trait-based performance appraisal systems focus on assessing an individual's personal characteristics or traits, such as their initiative, creativity, or communication skills. This is similar to behavioral-based performance appraisal systems, which also focus on observable behaviors and actions rather than subjective traits or characteristics. Outcome-based performance appraisal systems focus on results achieved, while relative and absolute judgment performance appraisal systems focus on comparing the employee's performance to a standard or to other employees.

Question 2

Additional Case 7.1
Shannon is the CEO of a firm that provides high-tech service support to other small businesses. He plans to revise the performance appraisal system to align it more closely with company goals. The tailored program should be fair and ethical and should produce consistent results.
Shannon wants service employees to work together to maximize service quality. Since the sales force has not been particularly aggressive, sales are lagging. Shannon believes that profits and customer satisfaction will increase if sales people start providing after-sale service to customers.
In the past, Shannon's sales managers have been receiving the same raises, regardless of their effectiveness. Now, Shannon wants to identify and reward the best-performing managers. By comparing managers across functions, Shannon believes he will be able to identify workers who are ready for more challenging responsibilities.
-Refer to Additional Case 7.1. Shannon's first step in developing the new performance appraisal system is to:
A)identify the performance dimensions to measure.
B)identify the performance appraisal tool(s) he wants to use.
C)develop the performance management process he will use.
D)communicate the changes in the program to the employees.

Accepted Answer

Shannon's first step in developing the new performance appraisal system should be to identify the performance dimensions that he wants to measure. This will help him align the performance appraisals with the company's goals and ensure that the program is fair and ethical. Once he has identified these dimensions, he can then develop the performance appraisal tools and the performance management process that he will use to measure and evaluate employee performance. Finally, once the program has been developed, he should communicate the changes to the employees to ensure their buy-in and understanding of the new system.

Question 3

Additional Case 7.1
Shannon is the CEO of a firm that provides high-tech service support to other small businesses. He plans to revise the performance appraisal system to align it more closely with company goals. The tailored program should be fair and ethical and should produce consistent results.
Shannon wants service employees to work together to maximize service quality. Since the sales force has not been particularly aggressive, sales are lagging. Shannon believes that profits and customer satisfaction will increase if sales people start providing after-sale service to customers.
In the past, Shannon's sales managers have been receiving the same raises, regardless of their effectiveness. Now, Shannon wants to identify and reward the best-performing managers. By comparing managers across functions, Shannon believes he will be able to identify workers who are ready for more challenging responsibilities.
-Refer to Additional Case 7.1. The best appraisal system to enhance cooperation among service personnel would most likely be a:
A)trait-based appraisal system.
B)behavioral appraisal system.
C)relative judgment process.
D)self-review tool.

Accepted Answer

A behavioral appraisal system is best for enhancing cooperation among service personnel as it focuses on specific behaviors that demonstrate teamwork, communication, and collaboration. This type of appraisal system promotes a culture of working together to achieve shared goals, which is what Shannon is looking to achieve. A trait-based appraisal system would not be effective in this case as it focuses on personal characteristics, not behaviors. The relative judgment process and self-review tool may not be suitable for this situation as they do not specifically target behaviors that promote cooperation among employees.

Question 4

Outcome-based appraisal tools have a tendency to:
A)use ambiguous criteria.
B)encourage employee conflicts.
C)provide a distorted view of worker performance levels.
D)force raters to make unnecessary distinctions between employees.

Accepted Answer

Outcome-based appraisal tools can provide a distorted view of worker performance levels because they tend to focus solely on the outcome of an employee's work and do not take into account the process, effort, and collaboration that may have occurred to achieve that outcome. This can lead to situations where employees may have achieved a favorable outcome but may not have demonstrated teamwork or diligence in the process of achieving it. Additionally, outcome-based appraisal tools can be too narrowly focused and may not provide a comprehensive assessment of an employee's overall performance.

Question 5

Additional Case 7.1
Shannon is the CEO of a firm that provides high-tech service support to other small businesses. He plans to revise the performance appraisal system to align it more closely with company goals. The tailored program should be fair and ethical and should produce consistent results.
Shannon wants service employees to work together to maximize service quality. Since the sales force has not been particularly aggressive, sales are lagging. Shannon believes that profits and customer satisfaction will increase if sales people start providing after-sale service to customers.
In the past, Shannon's sales managers have been receiving the same raises, regardless of their effectiveness. Now, Shannon wants to identify and reward the best-performing managers. By comparing managers across functions, Shannon believes he will be able to identify workers who are ready for more challenging responsibilities.
-Refer to Additional Case 7.1. The best appraisal system for Shannon's sales management team would most likely be:
A)rank order.
B)trait based.
C)outcome based.
D)behavioral based.

Accepted Answer

An outcome-based appraisal system would be the best choice for Shannon's sales management team as it aligns with the company's goals of increasing profits and customer satisfaction. This system would measure the actual results achieved by each manager, such as the number of after-sale services provided and the increase in sales, and reward those who perform the best. This system would also help identify those who are ready for more challenging responsibilities by comparing their outcomes across functions.

Question 6

The most common form of behavior appraisal instrument is a:
A)management by objectives format.
B)behaviorally anchored rating scale.
C)situational interviewing form.
D)personality trait scale.

Accepted Answer

The most common form of behavior appraisal instrument is a behaviorally anchored rating scale (BARS). BARS is a type of rating scale that measures specific, observable behaviors that are tied to job performance. BARS is widely used because it provides more specific ratings and feedback than other forms of appraisal instruments, such as personality trait scales or situational interviewing forms. Management by objectives format is also a popular appraisal method, but it focuses on setting goals rather than measuring specific behaviors.

Question 7

The implementation of a ________ process offers a well-rounded picture of an employee's performance.
A)self-review
B)peer review
C)subordinate review
D)360° feedback

Accepted Answer

A 360° feedback process involves gathering feedback from multiple sources, such as managers, peers, subordinates, and even the employee themselves, to provide a comprehensive perspective on their performance. This can offer insights into areas for improvement and potential blind spots, leading to more well-rounded and effective evaluations. Self-review and subordinate review focus on one perspective, while peer review may not include input from all relevant sources.

Question 8

Ahmad has been a line manager at a large jewelry factory for nearly 10 years. This year, the factory is letting the employees directly under him contribute to Ahmad's performance appraisal. This is an example of:
A)subordinate review.
B)superior review.
C)self-review.
D)360° feedback.

Accepted Answer

The answer of Ahmad has been a line manager at...

Question 9

Studies of performance appraisal systems show that the most influential element on the effectiveness of the system is the:
A)number of employees for whom the rater is responsible.
B)intelligence and experience of the rater.
C)type of tool or system being used.
D)job category being evaluated.

Accepted Answer

The intelligence and experience of the rater are crucial for the effectiveness of performance appraisal systems because these qualities enable the rater to accurately assess performance, provide meaningful feedback, and make informed decisions.

Question 10

If supervisors want to help employees gain insight into their performance problems and have input into the performance appraisal, they should most likely use:
A)peer reviews.
B)self reviews.
C)team reviews.
D)subordinate reviews.

Accepted Answer

Self reviews allow employees to reflect on their own performance and identify areas where they may need improvement. This process empowers employees to take ownership of their performance and encourages them to be more accountable. By involving employees in the appraisal process, supervisors can gain a greater understanding of their strengths and weaknesses, and can provide more targeted feedback and support to help employees grow and succeed. Peer reviews and team reviews can also be valuable tools, but they may not be as effective in helping employees gain personal insight into their own performance. Subordinate reviews, while useful in certain circumstances, may not be appropriate or applicable in all situations.

Question 11

Which appraisal format has the greatest legal defensibility?
A)Relative
B)Absolute
C)Behavior
D)Outcome

Accepted Answer

Behavior appraisal format has the greatest legal defensibility as it focuses on observable work-related behaviors rather than subjective judgments or opinions. This format provides specific examples of behavior, which makes it easier to defend against claims of discrimination or bias. It also provides a clear framework for improvement and development, which creates a fair and accurate assessment of employee performance.

Question 12

A company designs a performance evaluation process that evaluates the value of specific employee behaviors. The company is most likely using a(n):
A)outcome-based system.
B)relative judgment system.
C)trait-based system.
D)behavioral-based system.

Accepted Answer

A behavioral-based system evaluates specific employee behaviors, which is what the company is doing with their performance evaluation process. An outcome-based system focuses on the results of an employee's work, a relative judgment system compares employees to each other, and a trait-based system evaluates an employee's personal characteristics.

Question 13

Which of the following is a drawback of a behavior-based performance appraisal system?
A)Time-consuming to develop
B)Distorted worker performance levels
C)Ambiguous ratings which leads to bias
D)Managerial resistance due to required training

Accepted Answer

The answer of Which of the following is a drawback...

Question 14

Outcome-based performance appraisal systems are more likely to:
A)lead to a "results at any cost" mentality.
B)require significant time to establish criteria.
C)face managerial and employee resistance.
D)cause legal difficulties because of unclear standards.

Accepted Answer

Outcome-based performance appraisal systems are focused on achieving results, which could lead to a "results at any cost" mentality. This could result in employees and managers prioritizing the outcome over ethical or legal behavior.

Question 15

The critical incident technique can be used to create ________ rating scales.
A)relative-judgment based
B)trait-judgment based
C)outcome-based
D)behavior-based

Accepted Answer

The critical incident technique involves gathering specific examples of behavior in particular situations, which can then be used as the basis for creating behavior-based rating scales. This type of scale focuses on observable actions rather than traits or subjective judgments, making it more objective and reliable.

Question 16

To be the most effective, all managers in a firm should maintain comparable rating standards.

Accepted Answer

Maintaining comparable rating standards ensures consistency and fairness across the organization, which in turn helps to promote a culture of trust and transparency. It also makes it easier to identify top performers and those who may need additional support or development.

Question 17

Shawn is reviewing a performance appraisal instrument with a scale of 1-10. Each number has a descriptive statement next to it, from 1 (rarely gives direction when assigning work)to 10 (makes expectations clear). This is an example of a(n):
A)trait-based appraisal instrument.
B)outcome-based appraisal instrument.
C)behavior-based appraisal instrument.
D)relative judgment appraisal instrument.

Accepted Answer

A behavior-based appraisal instrument focuses on specific behaviors or actions performed by the employee, as opposed to general traits or outcomes. In this case, the scale with descriptive statements next to each number is assessing specific behaviors related to giving direction when assigning work and making expectations clear.

Question 18

Additional Case 7.1
Shannon is the CEO of a firm that provides high-tech service support to other small businesses. He plans to revise the performance appraisal system to align it more closely with company goals. The tailored program should be fair and ethical and should produce consistent results.
Shannon wants service employees to work together to maximize service quality. Since the sales force has not been particularly aggressive, sales are lagging. Shannon believes that profits and customer satisfaction will increase if sales people start providing after-sale service to customers.
In the past, Shannon's sales managers have been receiving the same raises, regardless of their effectiveness. Now, Shannon wants to identify and reward the best-performing managers. By comparing managers across functions, Shannon believes he will be able to identify workers who are ready for more challenging responsibilities.
-Refer to Additional Case 7.1. Shannon is considering an appraisal system based on relative judgment. Which statement best supports the use of such a system?
A)The firm would benefit from specifying the differences between employees.
B)Managers need to know which employees are the best at the firm.
C)The firm frequently needs to make decisions about pay raises.
D)Employees require specific details about their performance.

Accepted Answer

The answer of Additional Case 7.1
Shannon is the CEO of...

Question 19

MBO performance appraisal systems focus primarily on employee:
A)competencies.
B)behaviors.
C)results.
D)traits.

Accepted Answer

MBO performance appraisal systems focus primarily on results. MBO stands for Management by Objectives and it emphasizes on setting, measuring, and achieving objectives that are aligned with the organization's goals. The focus is on what the employee achieves rather than how they achieve it or what traits they have. Therefore, the best choice is C, results.

Question 20

Which of the following is an upward performance appraisal process?
A)Peer reviews
B)Self reviews
C)Team reviews
D)Subordinate reviews

Accepted Answer

Subordinate reviews are an upward performance appraisal process where employees provide feedback on their managers' performance. It allows managers to receive constructive feedback from their subordinates, which can help them to identify areas for improvement and enhance their leadership skills.

Quiz 7: Appraising and Managing Performance

Trait-based performance appraisal systems are most similar to:

Outcome-based appraisal tools have a tendency to:

The most common form of behavior appraisal instrument is a:

The implementation of a ________ process offers a well-rounded picture of an employee's performance.

Ahmad has been a line manager at a large jewelry factory for nearly 10 years. This year, the factory is letting the employees directly under him contribute to Ahmad's performance appraisal. This is an example of:

Studies of performance appraisal systems show that the most influential element on the effectiveness of the system is the:

If supervisors want to help employees gain insight into their performance problems and have input into the performance appraisal, they should most likely use:

Which appraisal format has the greatest legal defensibility?

A company designs a performance evaluation process that evaluates the value of specific employee behaviors. The company is most likely using a(n) :

Which of the following is a drawback of a behavior-based performance appraisal system?

Outcome-based performance appraisal systems are more likely to:

The critical incident technique can be used to create ________ rating scales.

To be the most effective, all managers in a firm should maintain comparable rating standards.

Shawn is reviewing a performance appraisal instrument with a scale of 1-10. Each number has a descriptive statement next to it, from 1 (rarely gives direction when assigning work) to 10 (makes expectations clear) . This is an example of a(n) :

MBO performance appraisal systems focus primarily on employee:

Which of the following is an upward performance appraisal process?