Assessing Employee Performance Flashcards
Question ID #11357: In the context of performance assessment, “critical incidents” are best described as:
Select one:
A.
factors that contribute to rater biases.
B.
behaviors that increase the risk for accidents and/or errors.
C.
behaviors that clearly contribute to successful and unsuccessful job performance.
D.
compensatory behaviors that are used to establish wages and salaries.
The correct answer is C.
Critical incidents are descriptions of specific job behaviors that define successful and unsuccessful job performance. When used in performance appraisal instruments, critical incidents are the “anchors” in a graphic rating scale or the statements included in a checklist.
Answer A: Factors that contribute to rater biases include the leniency/strictness bias, the central tendency bias, and the halo bias.
Answer B: Physical and mental fatigue contribute to increased accident rates and errors.
Answer D: The compensatory factors identified during the course of a job evaluation may include critical incidents but are not limited to them.
Question ID #12275: A supervisor’s ratings are affected by a “halo bias.” This means that the supervisor rates:
Select one:
A.
all employees identical to the way she rates the first employee.
B.
all employees on the basis of their physical attractiveness.
C.
each employee’s overall level of performance based on the rating of one dimension of performance.
D.
each employee very high on all dimensions of job performance.
The correct answer is C.
The halo bias (effect) occurs when a rater’s rating of an individual on one dimension of performance influences how the rater rates the individual on other unrelated dimensions. This can either raise (positive halo) or lower (negative halo) the overall performance rating.
Answer A: If a rater rates all employees identical to how she rates the first employee, she may be demonstrating an undetermined type of rater bias. However, this does not describe the halo bias.
Answer B: Although physical attractiveness could be the characteristic that creates a halo effect, it is not the only characteristic that could do so. Therefore, this is not the best answer.
Answer D: The leniency bias occurs when a rater rates all employees as high on all dimensions of job performance.
Question ID #12276: Frame-of-reference training is used to:
Select one:
A.
improve the ability of raters to assign accurate performance ratings to employees.
B.
improve the ability of employers to make accurate selection decisions.
C.
help employers make decisions about comparable worth.
D.
help managers adapt their leadership style to a subordinate’s job maturity.
The correct answer is A.
Frame-of-reference (FOR) training is a type of rater training that is used to increase rater accuracy by helping raters recognize what constitutes effective and ineffective job performance.
Answer B: To improve accurate selection decisions, checking the incremental validity of the predictor being used to make the selection decision is recommended.
Answer C: Job evaluation techniques are often used to establish comparable worth—i.e., to ensure that people who are performing work of comparable value receive comparable pay.
Answer D: Hersey and Blanchard’s (1974) situational leadership model proposes that the appropriate leadership style depends on the subordinate’s job maturity, which is determined by a combination of ability and willingness to accept responsibility.
Question ID #12277: When using the Critical Incident Technique, critical incidents are ordinarily identified by:
Select one:
A.
the supervisor who observes an employee while he/she works.
B.
an employee who maintains a detailed job diary.
C.
a job analyst who administers a structured interview to supervisors.
D.
a supervisor who temporarily performs the job him/herself.
The correct answer is A.
The Critical Incident Technique (CIT) is a method of performance appraisal. As originally described, the CIT involves having the supervisor observe an employee and record specific behaviors associated with effective and ineffective job performance. These behaviors (critical incidents) are then compiled into a checklist that is used to evaluate the performance of employees performing the same job.
Answer B: Critical incidents are identified by the supervisor, not the employee. Having an employee keep a job diary is a method of job analysis.
Answer C: A job analyst may administer a structured interview with supervisors as another form of job analysis.
Answer D: A supervisor who temporarily performs a job him/herself may be engaging in job rotation, a type of on-the-job training.
Question ID #13035: “Criterion contamination” is a concern when:
Select one:
A.
items on the measure of performance are dichotomously scored.
B.
the performance measure will be scored by more than one rater.
C.
rating categories are not mutually exclusive.
D.
the measure of performance is subjectively scored.
The correct answer is D.
Subjectively scored criterion measures are susceptible to biases, including criterion contamination. Criterion contamination occurs when a rater’s knowledge of a person’s performance biases how he/she rates the person on the criterion. When criterion contamination occurs, the criterion may not be providing accurate information.
Answer A: When items on a measure of performance are dichotomously scored, raters may be interested in the measure’s reliability coefficient. The Kuder-Richardson Formula 20 can be used when items on a measure are dichotomously scored.
Answer B: Inter-rater reliability is of concern when test scores depend on a rater’s judgment. Inter-rater reliability can be assessed for ratings assigned by two or more raters.
Answer C: When rating categories are not mutually exclusive, the inter-rater reliability coefficient is likely to be low.
