Chapter 11 Flashcards
Employee dissatisfaction with the appraisal process is associated with all but which of the following? A) Lower satisfaction with the firm. B) More likely to quit. C) Less satisfied with their pay D) Less satisfaction with their work.
Less satisfaction with their work.
Horn error is to \_\_\_\_\_\_ error as first impression error is to recency error. A) leniency B) central tendency C) halo D) spillover
halo
MBO improves boss and subordinate communication and reduces performance pressure and stress.
A) TRUE
B) FALSE
FALSE
\_\_\_\_\_\_ is not a criterion for evaluating appraisal formats. A) personnel research potential B) conformity to EEOC guidelines C) administrative ease D) employee development potential
conformity to EEOC guidelines
The appraisal format that is poorest for employee development is \_\_\_\_\_\_\_\_\_\_\_\_\_\_ A) MBO B) BARS C) standard rating scales D) ranking
ranking
Your performance appraisals are likely to be higher if your boss is in a bad mood and generally grumpy than they are cheerful.
A) TRUE
B) FALSE
FALSE
\_\_\_\_ errors are the most difficult form of error to eliminate. A) Clone B) Leniency C) Central tendency D) Halo
Leniency
Rater training aimed at reducing leniency, severity, halo, clone and central tendency are \_\_\_\_\_\_\_\_\_\_\_\_\_ training. A) performance-standard B) performance-dimension C) rater-error D) behavior modeling
rater-error
Unclear job expectations are one of the most significant barriers to good performance.
A) TRUE
B) FALSE
TRUE
The final issue in designing merit guidelines is how much ______________
A) raise should an average employer receive
B) increase should the poorest performer receive
C) difference should there be between different performance levels
D) increase should the best performers receive
difference should there be between different performance levels
Which of the following was the strongest attack by Edward Deming against the appraisal process?
A) Supervisors’ attitude is the major determinant of observed performance quality.
B) Performance is not always quantifiable.
C) The work situation is the major determinant of performance.
D) Appraisals, across the board, tend to demotivate learners.
C)The work situation is the major determinant of performance.
In defining what constitutes performance, managers are divided on three categories. Which of the following is not one of the focuses of these managers?
A) Task performance
B) Financial impact of positive behaviors
C) Negative behaviors
D) Both task performance and negative behaviors
B)Financial impact of positive behaviors
In \_\_\_\_\_ ranking, each individual is compared separately with all others in the work group. A) straight B) alternation C) discrete D) paired-comparison
D)paired-comparison
Comparisons among individuals for personnel action (concerning wage increases, promotions, etc.) require some common denominator. Typically this is a numerical rating of performance. In the text example, this criterion which is used to review appraisal formats refers to the \_\_\_\_\_ criterion. A) administrative B) personnel research C) cost D) validity
A)administrative
\_\_\_\_\_ tend to be more reliable than those from other sources. A) Ratings by peers B) Supervisor ratings C) Self-appraisals D) Customer ratings
B)Supervisor ratings
Research suggests that raters store information in the form specific behaviors.
A) True
B) False
B)False
Leniency errors are the most difficult form of error to eliminate.
A) True
B) False
A)True
One way to make sure that raters are motivated to rate accurately is to ensure that managers are rated on how well they utilize and develop human resources.
A) True
B) False
A)True
From an EEO standpoint, performance appraisals are not subject to the same scrutiny as employment tests.
A) True
B) False
B)False
Courts do not favor appraisal systems that give specific written instructions on how to complete the appraisal.
A) True
B) False
B)False
What are some influences on a rater’s ability to rate employees?
- Organization values
- Competition among departments
- Differences in status between departments
- Economic conditions
What are 4 strategies to improve performance measurement and understanding?
- Improve Appraisal Formats
- Select the Right Raters
- Understand How Raters Process Information
- Train Raters to Rate More Accurately
What are used as anchors in standard rating?
adjectives
What are used as anchors in BARS (Behaviorally Anchored Rating Scales)
Behaviors
What are used as anchors in MBOs (Management by Outcomes)?
Outcomes
Who are the raters in a 360 * feedback?
- Supervisors
- Peers
- Self
- Customer
- Subordinate
What factors lead raters to inaccurate appraisals?
- guilt
- embarrassemt about giving praise
- taking things for granted
- not noticing good/bad performance
- halo effect
- dislike of confrontation
- spending too little time on appraisal
What is performance dimension training?
exposes supervisors to performance measures to be used in rating
What is performance standard training?
provides raters with a standard of comparison for making appraisals
What are 6 issues courts stress in setting up performance appraisal systems?
- Specific written instruction on how to complete appraisal
- Clear criteria for evaluating performance
- Adequately developed job descriptions= rational foundation for personnel decisions
- Require supervisors to provide feedback about results to employees
- Incorporate review of performance rating by higher-level supervisor
- Consistent treatment across raters, regardless race, color, religion, sex or national origin
