Question 1

An advantage of the behaviorally anchored rating scale approach is that it is straightforward and relatively simple.

Accepted Answer

The behaviorally anchored rating scale approach is actually quite complex and requires a significant amount of work to develop and implement effectively. While it does have advantages such as providing more specific and objective feedback, it is not necessarily straightforward or simple.

Question 2

A critical incident diary is not particularly well suited for employee development and feedback.

Accepted Answer

The answer of A critical incident diary is not particularly...

Question 3

A behaviorally anchored rating scale is a method of performance appraisal that records incidents of each subordinate's behavior that led to either unusual success or failure in a given performance aspect.

Accepted Answer

The answer of A behaviorally anchored rating scale is a...

Question 4

To be meaningful,a performance appraisal system must be reliable and valid.

Accepted Answer

A performance appraisal system must be reliable, meaning that the results are consistent and dependable over time, and valid, meaning that it accurately measures the job-related skills and abilities of the employee being evaluated. Without both reliability and validity, the performance appraisal system will not provide useful or accurate information for making decisions about employee performance and development.

Question 5

In today's work environment,it is becoming more common to include peer evaluations in a performance appraisal process,where the persons in a work team or doing similar jobs rate an employee as a co-worker.

Accepted Answer

Peer evaluations are becoming more common in performance appraisal processes.

Question 6

Procter & Gamble uses the effort ? performance ? reward relationship in their management approach.

Accepted Answer

Procter & Gamble utilizes the effort-performance-reward relationship, which is a critical component of the Expectancy Theory of motivation, in their management approach. This theory suggests that an individual's performance is largely determined by the belief that increased effort will result in better performance, and that better performance will result in the receipt of valuable rewards.

Question 7

Graphic rating scales,critical incident diaries,and behaviorally anchored rating scales are different types of comparative performance appraisal methods.

Accepted Answer

These are examples of absolute performance appraisal methods, where each employee is evaluated against a standard without direct comparison to others. Comparative methods involve directly comparing employees to one another.

Question 8

Ranking is a method of performance appraisal that uses a small number of performance categories,such as "very good," "good," "adequate," and "very poor," and slots a certain proportion of people into each category.

Accepted Answer

Ranking is a method of performance appraisal where employees are compared to each other and ranked in order from highest to lowest performer; it does not involve slotting people into predefined performance categories.

Question 9

A forced distribution method of performance appraisal can be problematic if most of the employees are truly superior performers or if most of them perform at about the same level.

Accepted Answer

Forced distribution method of performance appraisal requires ranking employees into predetermined categories such as top performers, average performers, and poor performers. If most of the employees are truly superior performers or perform at the same level, it becomes difficult to allocate them into predetermined categories, making the forced distribution method problematic.

Question 10

Ranking is the most complex of all the comparative methods of performance appraisal.

Accepted Answer

Ranking is one of the simplest forms of comparative performance appraisal methods, where employees are ranked from best to worst on some characteristic.

Question 11

In a study conducted by Stauffer and Buckley,white supervisors gave significantly higher ratings to white workers than they did to black workers,while black supervisors also tended to favor white workers in their ratings.

Accepted Answer

This statement accurately reflects the findings of Stauffer and Buckley's study.

Question 12

A 360? degree evaluation is a comprehensive approach to performance appraisal that uses the evaluations of bosses,peers,and subordinates as well as self-ratings,customer ratings,and ratings of others outside the immediate work unit.

Accepted Answer

A 360-degree evaluation is a comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the immediate work unit.

Question 13

The strictness error is the tendency to give relatively high ratings to virtually everyone.

Accepted Answer

The strictness error is actually the opposite tendency, where a rater gives lower ratings to everyone. The tendency to give relatively high ratings to everyone is called the leniency error.

Question 14

All companies consistently use one type of performance appraisal system.

Accepted Answer

Companies have different performance appraisal systems based on their culture, industry, and goals. Some may use traditional methods such as annual reviews, while others may use more frequent feedback sessions or even incorporate technology-based systems.

Question 15

Comparative methods of performance appraisal identify one employee's standing relative to others.

Accepted Answer

Comparative methods of performance appraisal involve ranking or comparing employees based on their performance in relation to others in the workplace.

Question 16

Activity measures of performance assess actual work results.

Accepted Answer

The answer of Activity measures of performance assess actual work...

Question 17

A halo error results when one person rates another person on several different dimensions and gives a similar rating for each dimension.

Accepted Answer

A halo error occurs when a rater gives similar ratings to an individual on multiple dimensions, without taking into consideration the unique qualities or performance of the individual on each dimension. This can result in a halo effect where the rater's impression of the individual is influenced by their overall positive or negative perception, rather than specific performance on each dimension.

Question 18

A graphic rating scale lists a variety of dimensions thought to be related to high performance outcomes in a given job and that the individual is expected to exhibit.

Accepted Answer

This statement accurately describes a graphic rating scale.

Question 19

Four comparative performance appraisal methods are (1)ranking,(2)paired comparison,(3)forced distribution and (4)graphic rating scales.

Accepted Answer

The answer of Four comparative performance appraisal methods are (1)ranking,(2)paired...

Question 20

A forced distribution is a performance appraisal method whereby each person is directly compared with every other person being rated.

Accepted Answer

A forced distribution is a performance appraisal method whereby employees are evaluated and placed into performance categories based on a predetermined distribution, such as a bell curve, rather than being compared with each other.

Quiz 6: Motivation and Performance