Question 1

Which statement about traits is most accurate?
A) traits do influence behavior, but these do not fully account for behavior
B) traits are readily translated into job performance
C) traits influence motivation, but not job performance
D) traits determine a person's personality profile

Accepted Answer

A)Traits represent a predisposition to behave,think,or feel.Although traits do influence behavior,these do not fully account for behavior.Traits and personality,although not identical,are individual characteristics that are not likely to change over time.

Question 2

Which appraisal method is most likely to cover the entire evaluation period and not focus on the last few weeks or months?
A) essay
B) rating scale
C) critical incident
D) paired comparison

Accepted Answer

C)The critical incident method is a performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions.At the end of the appraisal period,the rater uses these records along with other data to evaluate employee performance.With this method,the appraisal is more likely to cover the entire evaluation period and not focus on the past few weeks or months.

Question 3

The ________ of appraisal requires managers to keep written records of highly favorable and unfavorable work actions.
A) rating scales method
B) work standards method
C) forced distribution method
D) critical incident method

Accepted Answer

D)The critical incident method of performance appraisal requires keeping written records of highly favorable and unfavorable employee work actions.

Question 4

Dixon Manufacturing is a large firm that produces automotive parts for sports cars.Employees at Dixon receive annual performance appraisals from their supervisors.However,top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented.
-Which of the following,if true,best supports the argument that the forced distribution method is the most appropriate performance appraisal tool for Dixon to use?
A) Employees at Dixon are provided training opportunities based on performance appraisal results.
B) Dixon executives want the firm to become a high performing work system within five years.
C) Dixon will be reducing its workforce and eliminating the lowest performing employees.
D) Supervisors at Dixon work with HR to hire, fire, and train all employees.

Accepted Answer

C)An alternative approach,called a forced distribution method PA and sometimes referred to as a stacked ranking system,assigns employees to groups that represent the entire range of performance.For example,three categories that might be used are best performers,moderate performers,and poor performers.A forced distribution approach,in which the rater must place a specific number of employees into each of the performance groups,can be used with this method.

Question 5

The rating scale method focuses on skills needed across organizational boundaries.

Accepted Answer

Unlike traditional approaches,360-degree feedback focuses on skills needed across organizational boundaries.The rating scales method is a performance appraisal method that rates employees according to defined factors and is less focused on organizational needs.

Question 6

Dixon Manufacturing is a large firm that produces automotive parts for sports cars.Employees at Dixon receive annual performance appraisals from their supervisors.However,top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented.
-Which of the following,if true,best supports the argument that the forced distribution method is the most appropriate performance appraisal tool for Dixon to use?
A) Organizational fit is a problem among newly hired Dixon employees.
B) Many managers at Dixon are hesitant to fire poor performing employees.
C) Dixon organizes most departments into project-based teams of employees.
D) Multiple appraisals are needed at Dixon to minimize employee discrimination.

Accepted Answer

B)Many companies use forced distribution approaches to minimize the tendency for supervisors to rate most employees as excellent performers.This tendency usually arises out of supervisors' self-promotion motives.Supervisors often provide positive performance ratings to most of their employees because they do not want to alienate them.After all,their performance as supervisors depends largely on how well their employees perform their jobs.

Question 7

Dixon Manufacturing is a large firm that produces automotive parts for sports cars.Employees at Dixon receive annual performance appraisals from their supervisors.However,top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented.
-Which of the following,if true,best supports the argument that the BARS method is the most appropriate performance appraisal tool for Dixon to use?
A) Dixon recently invested in an applicant tracking system to help HR manage recruiting and selection tasks.
B) Dixon supervisors want to provide subordinates with upward feedback to illustrate employee ratings.
C) Dixon has provided HR with a small budget for implementing a new performance appraisal system.
D) Dixon supervisors want specific examples of good and poor behavior in order to facilitate rating discussions.

Accepted Answer

D)The BARS method is based on the CIT (Critical Incident Technique),and these scales are developed in the same fashion with one exception.For the CIT,a critical incident would be written as "the incumbent completed the task in a timely fashion." For the BARS format,this incident would be written as "the incumbent is expected to complete the task in a timely fashion." The designers of BARS write the incidents as expectations to emphasize the fact that the employee does not have to demonstrate the exact behavior that is used as an anchor to be rated at that level.

Question 8

What are the advantages and disadvantages of having peers and team members appraise an employee's performance?

Accepted Answer

The answer of What are the advantages and disadvantages of...

Question 9

In the current business climate,firms may want to consider evaluating performance more often because ________.
A) the law requires that companies conduct performance appraisals often
B) changes in the business climate occur rapidly
C) companies wish to avoid negligent retention
D) companies use performance appraisal as a labor cost savings tool

Accepted Answer

B)In the current business climate,firms may want to consider evaluating performance more often.Changes occur so fast that employees need to look at objectives and their own roles throughout the year to see whether changes are in order.Southwest Airlines has asked its managers to have monthly check-ins with staff rather than semiannual ones.Employees with Royal Caribbean Cruises are evaluated approximately three weeks prior to the completion of their contract,which is typically six months.Some even consider these relatively shorter intervals to be too long: "Think of a sports team: A coach doesn't wait until the end of a season to give his players feedback."

Question 10

Marco,who works on an assembly line at GM,received his annual performance appraisal,which compared his job performance to an expected level of output.Which method is most likely used by GM?
A) BARS
B) ranking
C) critical incident
D) work standards

Accepted Answer

D)The work standards method is a performance appraisal method that compares each employee's performance to a predetermined standard or expected level of output.Standards reflect the normal output of an average worker operating at a normal pace.Firms may apply work standards to virtually all types of jobs,but production jobs generally receive the most attention.

Question 11

What are the pros and cons of having an immediate supervisor involved in the performance appraisal process?

Accepted Answer

The answer of What are the pros and cons of...

Question 12

When Erin,a manager,provides performance appraisals to her subordinates,she writes a brief narrative describing an employee's performance relative to a predetermined standard.Which type of appraisal method is Erin most likely using?
A) work standards method
B) essay method
C) BARS method
D) ranking method

Accepted Answer

A)The work standards method is a PA method that compares each employee's performance to a predetermined standard or expected level of output.Standards reflect the normal output of an average worker operating at a normal pace.Firms may apply work standards to virtually all types of jobs,but production jobs generally receive the most attention.The essay method is a performance appraisal method in which the rater writes a brief narrative describing the employee's performance.The BARS method and CIT method focus on behavioral incidents.

Question 13

Experts recommend performing evaluations on hiring anniversaries rather than on a calendar basis in order to make essential comparisons between employees.

Accepted Answer

In the interest of consistency,it may be advisable to perform evaluations on a calendar basis rather than on anniversaries.If firms do not conduct all appraisals at the same time,it may be impossible to make needed comparisons between employees.

Question 14

Having multiple raters makes the 360-degree feedback evaluation method more legally defensible and more costly.

Accepted Answer

Having multiple raters also makes the process more legally defensible.However,an appraisal system involving numerous evaluators will naturally take more time and,therefore,be more costly.

Question 15

Managing performance is extraneous to a manager's daily job duties.

Accepted Answer

Formal performance appraisals are prepared at specific intervals.However,managers should be conditioned to understand that managing performance is a continuous process that is built into their job every day.

Question 16

Departmental managers at Global Industries are required to maintain written records of highly favorable and unfavorable employee actions.Which performance appraisal method is most likely used by Global Industries?
A) ranking
B) rating scales
C) critical incidents
D) paired comparison

Accepted Answer

C)The critical incident method is a performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions.The rating scales method is a performance appraisal method that rates employees according to defined factors.The ranking method,which includes the paired comparison method,is a performance appraisal method in which the rater ranks all employees from a group in order of overall performance.

Question 17

Managing employee performance should be a ________ process if it is to be the most effective.
A) formal
B) continuous
C) structured
D) bi-annual

Accepted Answer

B)Although there is nothing magical about the period for formal appraisal reviews,in most organizations they occur either annually or semiannually.Even more significant,however,is the continuous interaction (primarily informal),including coaching and other developmental activities,that continues throughout the appraisal period.Managers should be conditioned to understand that managing performance is a continuous process that is built into their job every day.

Question 18

The ________ of appraisal compares each employee's performance to a predetermined standard or expected level of output.
A) critical incident method
B) work standards method
C) forced distribution method
D) behaviorally anchored rating scale method

Accepted Answer

B)The work standards method of performance appraisal compares each employee's performance to a predetermined standard or expected level of output.

Question 19

The most significant risk associated with 360-degree feedback is confidentiality.

Accepted Answer

The biggest risk with 360-degree feedback is confidentiality.Many firms outsource the process to make participants feel comfortable that the information they share and receive is completely anonymous,but the information is very sensitive and,in the wrong hands,could impact careers.

Question 20

A typical job might have 8-10 dimensions under BARS,each with a separate rating scale.

Accepted Answer

A typical job might have 8-10 dimensions under BARS,each with a separate rating scale.The designers of BARS write the incidents as expectations to emphasize the fact that the employee does not have to demonstrate the exact behavior that is used as an anchor to be rated at that level.Because a complete array of behaviors that characterize a particular job would take many pages of description,it is not feasible to place examples of all job behaviors on the scale.Experts therefore list only those behaviors that they believe are most representative of the job the employee must perform.

Quiz 7: Performance Management and Appraisal

Which statement about traits is most accurate?

Which appraisal method is most likely to cover the entire evaluation period and not focus on the last few weeks or months?

The ________ of appraisal requires managers to keep written records of highly favorable and unfavorable work actions.

The rating scale method focuses on skills needed across organizational boundaries.

What are the advantages and disadvantages of having peers and team members appraise an employee's performance?

In the current business climate,firms may want to consider evaluating performance more often because ________.

Marco,who works on an assembly line at GM,received his annual performance appraisal,which compared his job performance to an expected level of output.Which method is most likely used by GM?

What are the pros and cons of having an immediate supervisor involved in the performance appraisal process?

When Erin,a manager,provides performance appraisals to her subordinates,she writes a brief narrative describing an employee's performance relative to a predetermined standard.Which type of appraisal method is Erin most likely using?

Experts recommend performing evaluations on hiring anniversaries rather than on a calendar basis in order to make essential comparisons between employees.

Having multiple raters makes the 360-degree feedback evaluation method more legally defensible and more costly.

Managing performance is extraneous to a manager's daily job duties.

Departmental managers at Global Industries are required to maintain written records of highly favorable and unfavorable employee actions.Which performance appraisal method is most likely used by Global Industries?

Managing employee performance should be a ________ process if it is to be the most effective.

The ________ of appraisal compares each employee's performance to a predetermined standard or expected level of output.

The most significant risk associated with 360-degree feedback is confidentiality.

A typical job might have 8-10 dimensions under BARS,each with a separate rating scale.