Chapter 10 Quiz Flashcards
From your perspective as a compensation officer, which of the following is the most important category of reasons for doing performance appraisals?
a. supervisory
b. administrative
c. developmental
d. symbolic
b. administrative
Karen’s performance appraisal provided almost identical results when 6 different managers evaluated her performance. Which of the following conclusions could you make about the performance appraisal process experienced by Karen?
a. it appears to be reliable; however, no conclusions can be made about it’s validity
b. it appears to be reliable; hence, it is also valid
c. issues of central tendency need to be addressed
d. it appears to be a very effective process
a. it appears to be reliable; however, no conclusions can be made about it’s validity
John has fabulous interpersonal skills. This causes raters to ignore some of his weaknesses, which include time management, technical and leadership skills. which of the flooring perceptual errors is likely impacting john’s rating?
a. central tendency error
b. halo error
c. leniency effect
d. contrast effect
b. halo error
As a supervisor you have a tendency to rate all employees as “average” in everything. You are guilty of using what perceptual error?
a. halo error
b. contrast effect
c. central tendency error
d. recency effect
c. central tendency error
Which of the following performance appraisal methods is congruent with a management approach that dictates that no more than 15 percent of EEs are to be rated as excellent, commanding a top percentage increase in merit pay?
a. forced distribution
b. paired comparison
c. behavioural anchored rating scales
d. field review
a. forced distribution
John, a sales manager with a local coffee distributor, sits down with each salesperson at the beginning of the FY to determine performance targets for the year Then on a regular basis, John reviews each EEs performance against these jointly determined targets. What performance appraisal method is John likely using?
a. graphic rating scale
b. management by objectives
c. results anchored rating scales
d. behavioural observation scales
b. management by objectives
What tow key elements make management by objectives a highly effective approach to EEs motivation?
a. goals and feedback
b. trust and open communication
c. core competencies and engagement
d. involvement and business strategy
a. goals and feedback
Which of the following statements associated with the MBO is NOT accurate?
a. Goals should be determined jointly between a manager and an EE
b. To be effective, goals should be realistic
c. Broad general goals are congruent with the MBO approach
d. Regular evaluation and and feedback against targets is critical
c. Broad general goals are congruent with the MBO approach
Which of the following is NOT a source of performance appraisal?
a. supervisors
b. board of directors
c. subordinates
d. professional raters
b. board of directors
Which source is much less accurate in assessing the performance of managers?
a. peers
b. professional raters
c. subordinates
d. supervisors
c. subordinates
Which source uses many different rating groups to evaluate the EEs performance?
a. professional raters
b. tiered supervisors
c. 360-degree feedback
d. field review
c. 360-degree feedback
Which of the following statements would you NOT associate with a multi source/360-degree feedback process?
a. they tend to be seen by recipients as fair
b. they are more accurate than single-source processes
c. they tend to be more effective when results are linked to merit pay
d. they are more credible to the recipient.
c. they tend to be more effective when results are linked to merit pay
Which of the following is NOT a key element of performance management
a. goal setting
b. encouragement and support
c. feedback
d. multisource input
d. multisource input
you have designed your merit pay grid so that EEs with a “satisfactory” performance rating receive no merit increase if they are in the 3rd and 4th quartiles, and a three o four percent merit increase if they are in the 1st or 2nd quartile. What is the logic behind your decision?
a. You believe that Yes paid above the midpoint have already been rewarded for satisfactory work
b. you believe that this practice ensures procedural justice
c. you believe that it is important to maintain a comps-ratio of less than 1
d. you believe that pay raises should constitute a “just noticeable difference.”
a. You believe that Yes paid above the midpoint have already been rewarded for satisfactory work
