Chapter 11 Flashcards

1
Q
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.
A

Less satisfaction with their work.

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2
Q
Horn error is to \_\_\_\_\_\_ error as first impression error is to recency error.
	A)	leniency
	B)	central tendency
	C)	halo
	D)	spillover
A

halo

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3
Q

MBO improves boss and subordinate communication and reduces performance pressure and stress.
A) TRUE
B) FALSE

A

FALSE

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4
Q
\_\_\_\_\_\_ is not a criterion for evaluating appraisal formats.
	A)	personnel research potential
	B)	conformity to EEOC guidelines
	C)	administrative ease
	D)	employee development potential
A

conformity to EEOC guidelines

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5
Q
The appraisal format that is poorest for employee development is \_\_\_\_\_\_\_\_\_\_\_\_\_\_
	A)	MBO
	B)	BARS
	C)	standard rating scales
	D)	ranking
A

ranking

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6
Q

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

A

FALSE

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7
Q
\_\_\_\_ errors are the most difficult form of error to eliminate.
	A)	Clone
	B)	Leniency
	C)	Central tendency
	D)	Halo
A

Leniency

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8
Q
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
A

rater-error

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9
Q

Unclear job expectations are one of the most significant barriers to good performance.
A) TRUE
B) FALSE

A

TRUE

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10
Q

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

A

difference should there be between different performance levels

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11
Q

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.

A

C)The work situation is the major determinant of performance.

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12
Q

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

A

B)Financial impact of positive behaviors

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13
Q
In \_\_\_\_\_ ranking, each individual is compared separately with all others in the work group.
	A)	straight
	B)	alternation
	C)	discrete
	D)	paired-comparison
A

D)paired-comparison

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14
Q
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

A)administrative

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15
Q
\_\_\_\_\_ tend to be more reliable than those from other sources.
	A)	Ratings by peers
	B)	Supervisor ratings
	C)	Self-appraisals
	D)	Customer ratings
A

B)Supervisor ratings

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16
Q

Research suggests that raters store information in the form specific behaviors.
A) True
B) False

A

B)False

17
Q

Leniency errors are the most difficult form of error to eliminate.
A) True
B) False

A

A)True

18
Q

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

A)True

19
Q

From an EEO standpoint, performance appraisals are not subject to the same scrutiny as employment tests.
A) True
B) False

A

B)False

20
Q

Courts do not favor appraisal systems that give specific written instructions on how to complete the appraisal.
A) True
B) False

A

B)False

21
Q

What are some influences on a rater’s ability to rate employees?

A
  1. Organization values
  2. Competition among departments
  3. Differences in status between departments
  4. Economic conditions
22
Q

What are 4 strategies to improve performance measurement and understanding?

A
  1. Improve Appraisal Formats
  2. Select the Right Raters
  3. Understand How Raters Process Information
  4. Train Raters to Rate More Accurately
23
Q

What are used as anchors in standard rating?

A

adjectives

24
Q

What are used as anchors in BARS (Behaviorally Anchored Rating Scales)

A

Behaviors

25
Q

What are used as anchors in MBOs (Management by Outcomes)?

A

Outcomes

26
Q

Who are the raters in a 360 * feedback?

A
  1. Supervisors
  2. Peers
  3. Self
  4. Customer
  5. Subordinate
27
Q

What factors lead raters to inaccurate appraisals?

A
  1. guilt
  2. embarrassemt about giving praise
  3. taking things for granted
  4. not noticing good/bad performance
  5. halo effect
  6. dislike of confrontation
  7. spending too little time on appraisal
28
Q

What is performance dimension training?

A

exposes supervisors to performance measures to be used in rating

29
Q

What is performance standard training?

A

provides raters with a standard of comparison for making appraisals

30
Q

What are 6 issues courts stress in setting up performance appraisal systems?

A
  1. Specific written instruction on how to complete appraisal
  2. Clear criteria for evaluating performance
  3. Adequately developed job descriptions= rational foundation for personnel decisions
  4. Require supervisors to provide feedback about results to employees
  5. Incorporate review of performance rating by higher-level supervisor
  6. Consistent treatment across raters, regardless race, color, religion, sex or national origin