Question 1

Why are job-related,non-discriminatory and documented performance appraisals necessary when organizations terminate employees?

Accepted Answer

Non-discriminatory and documented performance appraisals provide legal defense if an employee sues an organization for wrongful termination. These appraisals can demonstrate that a terminated employee was not performing satisfactorily, and the decision to terminate was based on job-related factors rather than any discrimination or bias.

Question 2

All of the following statements are true about team-based performance appraisal EXCEPT

Accepted Answer

Team-based performance appraisal may not necessarily be the most effective in the administrative aspect of performance management. It may be more effective in promoting teamwork, collaboration, and identifying areas for team training and development.

Question 3

In most companies and for most employees,the typical time period for formal performance appraisals is

Accepted Answer

The typical time period for formal performance appraisals in most companies and for most employees is annual. This means that employees have a review with their manager once a year to discuss their performance over the past 12 months. This allows managers and employees to reflect on what has gone well and identify areas for improvement. This annual review also serves as a checkpoint for promotions, transfers or career development opportunities.

Question 4

The main responsibility for conducting performance appraisals lies with

Accepted Answer

The main responsibility for conducting performance appraisals lies with managers. They are the ones who work closely with the employees and understand their strengths and weaknesses. They are responsible for setting goals, providing feedback, and evaluating the employees' performance. HR specialists and consultants may provide support and guidance, but managers are the ones who have the direct responsibility for conducting performance appraisals. Top management may play a role in setting overall performance targets and reviewing the results, but they are not directly responsible for conducting the appraisals.

Question 5

An artist has been a visiting instructor at a noted art academy for three years.The academy's process for moving a temporary/visiting instructor to regular faculty status is to have the artist's portfolio of work examined by a panel of noted artists who are not affiliated with the academy.This is a version of a/an

Accepted Answer

The answer of An artist has been a visiting instructor...

Question 6

In the typical division of appraisal responsibilities,the HR unit is responsible for

Accepted Answer

In the typical division of appraisal responsibilities, the HR unit is responsible for designing and maintaining the formal appraisal system. The rating of performance and reviewing appraisals with employees are commonly the responsibility of the employee's immediate supervisor or manager. Providing regular informal appraisals may also fall under the responsibility of the immediate supervisor or manager.

Question 7

How can teams be useful in the appraisal process?

Accepted Answer

Team members often have more chances to observe an employee's performance across different situations and tasks, providing a broader perspective on the employee's work than a supervisor might have.

Question 8

A/an ____ appraisal is conducted as part of the day-to-day working relationship between a manager and an employee.

Accepted Answer

An informal appraisal is conducted as part of the day-to-day working relationship between a manager and an employee. It is less structured and formal than other types of appraisals and may be done on an ongoing basis as part of regular feedback and communication between the manager and employee.

Question 9

The HR director feels it is necessary for each individual employee to analyze his or her personal strengths and weaknesses and set concrete goals for improvement.Consequently,the HR director is designing a ____ program.

Accepted Answer

The HR director is asking each employee to analyze their own strengths and weaknesses and set goals for improvement, indicating a self-appraisal program. Facilitated appraisal involves a third party facilitating the appraisal process, team evaluation involves evaluating the team as a whole, and introspective analysis is not a common term used for employee appraisal programs.

Question 10

Lisa is a project manager for a large consulting firm.She supervises multiple project teams over a single year.Often,the teams work at distant locations,so Lisa rarely meets with every employee on each project team.Nevertheless,Lisa's company requires her to conduct performance appraisals on each team member.Lisa is concerned that her performance appraisals will not hold up in court if the one of her subordinates later sues for discrimination.Lisa is correct to be concerned because in the present performance appraisal system

Accepted Answer

Lisa's concern is valid because she has little personal knowledge of and contact with the appraised individuals, making it difficult to accurately assess their performance.

Question 11

Which of the following statements is TRUE regarding informal appraisals?

Accepted Answer

Informal appraisals provide frequent feedback to employees, which can help avoid surprises during the formal evaluation process. It can also help managers identify and address performance issues early on. Additionally, frequent informal feedback can help build a stronger relationship between managers and employees.

Question 12

In order to lessen the conflict between the administrative and the developmental roles of performance appraisal,the recommended practice is to

Accepted Answer

Separating the administrative feedback, which includes pay information, and the developmental feedback into different interviews helps to lessen the conflict between the two roles by allowing the employee to focus on each separately. This approach also ensures that the employee's primary concern of pay and other administrative issues is addressed first and separately from any developmental feedback.

Question 13

In which of the following situations would peer ratings be most appropriate?

Accepted Answer

Peer ratings are most appropriate in situations where the supervisor is not always present to observe the employees' performance directly, but the employees work closely with each other on a daily basis, allowing them to provide accurate assessments of their peers' work.

Question 14

Traditional ratings of employees by supervisors is based on the assumption that

Accepted Answer

Traditional ratings of employees by supervisors is based on the assumption that the supervisor is the person most qualified to evaluate the employee's performance realistically and fairly. This assumption is based on the belief that supervisors have a better understanding of the employee's job responsibilities, performance expectations and goals, and their daily work habits. Therefore, they are better equipped to give a complete and accurate evaluation of the employee's work, and provide feedback that can lead to improved job performance.

Question 15

The vice-president of HR for Blue Horizon Mental Health is designing a performance appraisal system that includes subordinate ratings of their supervisors.The supervisors are concerned about this and have raised all of the following objections EXCEPT

Accepted Answer

The supervisors have expressed concerns about the feedback being focused on objective performance criteria and not intangible leadership qualities. However, they have not raised any objections related to this being a potential consequence of subordinate ratings. The other options (A, C, and D) are all concerns that the supervisors have expressed.

Question 16

All of the following are reasons to have subordinates evaluate the performance of their supervisors EXCEPT

Accepted Answer

Compensation decisions are typically made by upper management or HR, not solely based on subordinate evaluations. The other choices (B, C, and D) are valid reasons to have subordinates evaluate their supervisors.

Question 17

At Decahedron Software,Inc.,appraisals for non-technical employees are conducted annually.Technical employees receive evaluations every six months.This is probably because the technical employees

Accepted Answer

Semiannual evaluations allow for more frequent raises, which can be used as a retention tool for technical employees who have many job opportunities.

Question 18

Performance appraisals at Swamp Blossom Designs,Inc.,always occur on the employee's anniversary of employment.A standard protocol is in place to report managerial impressions and observations on employee performance.This is an example of

Accepted Answer

This is an example of systematic appraisal, as the performance evaluations occur on a specific time frame and follow a standard protocol. It does not necessarily indicate whether the evaluation is objective or subjective, though it could involve elements of both. However, the emphasis on a systematic, consistent process is the defining characteristic.

Question 19

All of the following are requirements for performance appraisal supported by the courts and the EEOC EXCEPT

Accepted Answer

Performance criteria do not have to be numerical and objective. In fact, subjective criteria can also be used as long as they are job-related and supported by evidence. The other options, based on job analysis, documented activities, and personal knowledge of the appraised individual, are all important requirements for performance appraisal supported by courts and the EEOC.

Question 20

Common difficulties with team appraisals include all of the following EXCEPT

Accepted Answer

The other options are all common difficulties with team appraisals, but option B suggests that team members may feel that the supervisor is not taking responsibility, which is not a difficulty with the appraisal process itself.

Quiz 10: Performance Management and Appraisal