Question 1

_____ is a motivational system of individual performance improvement.

Accepted Answer

Performance management is a system that involves setting specific performance goals, providing regular feedback, and identifying development opportunities for employees. The aim is to motivate employees to improve their performance and achieve the goals of the organization. Performance appraisal and critical incidents are part of the performance management system, but they are not the overall system itself. Frame of reference is a concept used in performance evaluation to ensure that raters have a common understanding of performance criteria.

Question 2

One difficulty related to telework is that:

Accepted Answer

Supervisors may over-rely on direct sources of information, which are less frequent in telework, making it challenging to assess performance accurately.

Question 3

_____ were a focus of much of the early research on performance appraisal.

Accepted Answer

Early research on performance appraisal focused on rating formats, which are the methods used to evaluate employee performance.

Question 4

A performance management system typically includes:

Accepted Answer

A performance management system typically includes objective goal setting, which are specific, measurable, achievable, relevant, and time-bound goals that are established collaboratively between managers and employees. Critical incidents, subjective goal setting, and organizational-profit forecasting are not necessarily included in all performance management systems.

Question 5

One reason organizations use 360-degree feedback is that:

Accepted Answer

360-degree feedback provides feedback from multiple sources, including supervisors, peers, and subordinates. This comprehensive approach can provide a more accurate and complete view of an employee's performance.

Question 6

Which of these is an example of using performance appraisal to make a personnel decision?

Accepted Answer

Choosing which employees to demote is a personnel decision that can be made based on performance appraisal results.

Question 7

A performance management system typically includes:

Accepted Answer

The answer of A performance management system typically includes:
...

Question 8

Five vice presidents of a bank provide appraisal ratings of the bank president. When they do this, they are:

Accepted Answer

Upward-appraisal ratings refer to the process where subordinates or lower-level employees provide feedback or evaluate the performance of their superiors, in this case, the bank president being appraised by vice presidents.

Question 9

A bad grade in a course is an example of:

Accepted Answer

A bad grade in a course is a negative feedback indicating poor performance and outcome. It is not a positive appraisal, upward appraisal rating, or critical incident, which all refer to elements of performance evaluation or feedback that are not directly related to poor academic performance.

Question 10

An I/O psychologist is hired by an organization that is planning to implement a 360-degree feedback system. Which of these should he or she recommend?

Accepted Answer

The answer of An I/O psychologist is hired by an...

Question 11

The oldest types of rating scales used in the evaluation of performance are known as:

Accepted Answer

Graphic rating scales have been in use for over a century and are considered the oldest type of rating scales used to evaluate performance. They involve assessing an employee's performance based on a set of predetermined criteria by assigning a score or rating.

Question 12

In organizations, a performance management system is implemented:

Accepted Answer

A performance management system should be implemented on a continuous cycle, not just when goals are not met or coaching and feedback have failed. It is an ongoing process of setting goals, providing regular feedback and coaching, monitoring progress, and recognizing achievements. This helps to ensure employees are working towards organizational goals and are developing their skills and abilities to contribute to the success of the organization. Implementing a performance management system once per year is not sufficient to effectively manage performance and achieve organizational objectives.

Question 13

Performance appraisal can be used to make important personnel decisions, such as:

Accepted Answer

Performance appraisal can be used to identify employees who are not meeting expectations or who are not a good fit for the organization. This information can be used to make decisions about termination or other disciplinary actions. However, it should be noted that performance appraisal should not be the sole basis for making such decisions, and other factors such as employee behavior and workplace culture should also be considered. Motivation, satisfaction, and stress can also be assessed through performance appraisal, but these factors may not necessarily lead to personnel decisions in the same way that disciplinary actions do.

Question 14

One reason organizations use 360-degree feedback is that:

Accepted Answer

360-degree feedback allows for multiple perspectives to be gathered, which can help overcome any biases that exist within a single rater. This can make the feedback more comprehensive and accurate. Additionally, participants may take the feedback more seriously since they know that it comes from multiple sources. However, 360-degree feedback is not necessarily more defensible in court than other types of feedback, and it may not always be simple, cheap, or quick to implement.

Question 15

Research suggests that _____ appraisals produce more favorable outcomes and fewer negative ones than do other types of appraisals.

Accepted Answer

Upward appraisals involve a subordinate providing feedback to their supervisor, and research has shown that these types of appraisals can lead to more favorable outcomes and fewer negative ones. This is because they can lead to increased communication, improved relationships, and better performance from both parties involved. Downward, peer, and customer appraisals can also be valuable, but research does not consistently show them to be more effective than upward appraisals in producing favorable outcomes.

Question 16

Asking multiple raters and various levels of the organization to evaluate and provide feedback to a target employee is known as:

Accepted Answer

360-degree feedback is a process of gathering feedback/information from individuals who work with or around the target employee, including managers, peers, subordinates, and customers. This feedback provides a comprehensive view of an employee's performance, including strengths, developmental needs, and areas for improvement. It is a powerful tool for fostering self-awareness and improving performance, making it a popular approach for performance management and employee development.

Question 17

The primary disadvantages of which performance appraisal format are its lack of precision in its dimensions and its anchors?

Accepted Answer

The primary disadvantages of graphic rating scales are indeed their lack of precision in dimensions and anchors. This format often uses a scale (e.g., 1 to 5) to rate various aspects of performance, but the criteria and the meaning of the scale points (anchors) can be vague or interpreted differently by different raters, leading to inconsistency and potential bias in appraisals.

Question 18

One reason organizations use 360-degree feedback is that:

Accepted Answer

The answer of One reason organizations use 360-degree feedback is...

Question 19

The situation of employees working from home or some other location is known as:

Accepted Answer

The situation of employees working from home or some other location is commonly known as telework. Virtual work and remote work can also be used, but telework is the most widely accepted terminology. E-work is also a term used to describe this situation, but it is not as common. Therefore, the best choice is C- telework.

Question 20

Which of these is a significant purpose of performance appraisal?

Accepted Answer

Substantiating a decision about whether to give an employee a raise is a significant purpose of performance appraisal. Performance appraisal provides an opportunity to evaluate an employee's work performance and determine if they are meeting expectations or exceeding them. This information can then be used to make informed decisions about whether or not to give the employee a raise.

Quiz 5: Performance Appraisal

_____ is a motivational system of individual performance improvement.

One difficulty related to telework is that:

_____ were a focus of much of the early research on performance appraisal.

A performance management system typically includes:

One reason organizations use 360-degree feedback is that:

Which of these is an example of using performance appraisal to make a personnel decision?

A performance management system typically includes:

Five vice presidents of a bank provide appraisal ratings of the bank president. When they do this, they are:

A bad grade in a course is an example of:

An I/O psychologist is hired by an organization that is planning to implement a 360-degree feedback system. Which of these should he or she recommend?

The oldest types of rating scales used in the evaluation of performance are known as:

In organizations, a performance management system is implemented:

Performance appraisal can be used to make important personnel decisions, such as:

One reason organizations use 360-degree feedback is that:

Research suggests that _____ appraisals produce more favorable outcomes and fewer negative ones than do other types of appraisals.

Asking multiple raters and various levels of the organization to evaluate and provide feedback to a target employee is known as:

The primary disadvantages of which performance appraisal format are its lack of precision in its dimensions and its anchors?

One reason organizations use 360-degree feedback is that:

The situation of employees working from home or some other location is known as:

Which of these is a significant purpose of performance appraisal?