Chapter 12 Flashcards

1
Q

Organizations are judged by their record of achievement, law enforcement agencies are judged in part by their ability to
A. Assist the public in domestic disputes
B. Suppress unlawful activity
C. Avoid negative publicity
D. Address racial profiling complaints

A

B. Suppress unlawful activity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q
Which of the following has been revealed by studies as one of the most important parts of management process
A. Evaluation and appraisal of employees
B. Training and eduction of employees
C. Supervision and coaching of employees
D. Reward of employees
A

A. Evaluation and appraisal of employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Which of the following is not true
A. Every supervisor engages constantly in the process of comparatively rating subordinates whether there is formal or informal rating system or none at all
B. In those agencies where no evaluation system has been adopted each supervisor is left to his own devices to evaluate his personal comparatively
C. A cause of rating system failure including rating shortcuts
D. The supervisor rating form should be constructed to focus the rater’s attention on limited traits and characteristics required for a supervisory position

A

D. The supervisor rating form should be constructed to focus the rater’s attention on limited traits and characteristics required for a supervisory position

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q
One tool for measuring employee capabilities and giving management an inventory of them is provided by
A. Service rating
B. personnel evaluations
C. Merit rating
D. All of the above
A

D. All of the above

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

A properly executed rating system is a valuable tool in
A. Placement and promotion of personnel
B. Administration of merit pay or salary increases
C. Disciplinary proceedings
D. All of the above

A

D. All of the above

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

In a _______ agency an informal rating system may serve management well because everyone knows everyone else
A. Small
B. Medium
C. Large
D. Corporate

A

A. Small

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q
Personnel rating systems are inherently unstable because the instruments are 
A. Objective
B. Subjective
C. Dynamic
D. Static
A

B. Subjective

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q
Which of the following should serve as a means of providing a degree of recognition that employees desire
A. Personnel evaluation
B. Supervision
C. Training
D. Esprit de Corps
A

A. Personnel evaluation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

As an administrative tool the data obtained from personnel evaluations are useful in
A. A Progressive personnel management program
B. Determining if employees should be granted tenure
C. Determining if employees are entitled to earn or retain longevity or merit pay
D. All of the above

A

D. All of the above

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q
Rating reports are valuable to afford a basis for calling attention to inadequate \_\_\_\_\_\_\_ when used as clinical instruments
A. Compensation
B. Discipline
C. Performance
D. Morale
A

C. Performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Properly administered personnel evaluation programs can be useful to administrators in research activities and these systems are helpful in
A. Evaluating the selection and testing program
B. Evaluating the effectiveness of a training program at the operating level
C. Determining as one basis for promotion
D. All of the above

A

D. All of the above

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q
There are many causes for rating system failures including
A. Indifference
B. Employee pressures
C. Failure to train rater’s
D. All of the above
A

D. All of the above

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q
According to the text all of the following are reasons for rating system failures except
A. Generalization
B. Rating abuses
C. Rating shortcuts
D. Slipshod procedures
A

A. Generalization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

The competence of the rater, the effort he expends in observing and recording evidence of the behavior of his subordinates, his judgement in weighing and evaluating this evidence and his fairness in applying it to the service rating procedure directly reflect
A. The type of training he has received
B. The degree of his attitudinal conditioning
C. The climate established for the system by management
D. All of the above

A

D. All of the above

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q
According to the text, who in the police service is the key figure in any rating system since his job involves the productivity of the officers under his command
A. First line supervisor
B. Chief of police
C. Field supervisor 
D. Field officer
A

A. First line supervisor

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q
The first line supervisor method of accumulating evidence about his subordinates performance may be established as a matter of
A. Law and regulations
B. Practice and policy
C. Rules and regulations
D. Procedures and policy
A

B. Practice and policy

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q
Which technique involves the collection of objective data about an employee performance which can then be used as a basis for more effective performance rating
A. Supervisor management technique
B. Rater observation technique
C. Critical incident technique
D. Performance rating technique
A

C. Critical incident technique

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q
Rating forms will usually list how many characteristics that must be considered by the rater
A. 4-10 traits
B. 4-12 traits
C. 5-10 traits
D. 6-12 traits
A

B. 4-12 traits

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q
Evaluations reports for probationary officers of all ranks should be made at least how often
A. Once per week
B. Once per month
C. Once per quarter
D. Once per year
A

B. Once per month

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q
Rating traits and abilities can be grouped into broad categories such as
A. personal characteristics
B. Ability
C. Performance
D. All of the above
A

D. all of the above

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q
According to the text, which of the following are personal characteristic rating traits
A. Honestly
B. Attitude
C. Loyalty
D. All of the above
A

D. All of the above

22
Q
According to the text which of the following are ability rating traits
A. Appearance
B. Stability
C. Imagination
D. All of the above
A

B. Stability

23
Q
According to the text which of the following are performance rating traits
A. Quality of work
B. Quantity of work
C. Efficiency
D. All of the above
A

D. all of the above

24
Q
According to the text, suitability for promotion rating traits include all of the following except
A. Leadership ability
B. Job knowledge
C. Command presence
D. Ability to avoid complaints
A

D. Ability to avoid complaints

25
Q
In letting subordinates know what is expected of them, the supervisor is performing a/an \_\_\_\_\_ function that will give them a basis for understanding which standards will be used to measure and evaluate their effectiveness
A. Strategic
B. Training
C. Over supervision
D. Regulatory
A

B. Training

26
Q
Which of the following is inherently subjective since it involves a personal audit by one person of another conduct or performance 
A. Training curriculum
B. Rating system
C. Supervisory management
D. All of the above
A

B. Rating system

27
Q
It is recognized by most supervisors that if many of the observations are systematically made and recorded for the prime purpose of eliminating \_\_\_\_\_\_\_\_ then they will provide an excellent basis for trait evaluation involved in personnel rating systems
A. Rapport
B. Poor performance
C. Bias
D. Poor investigations
A

C. Bias

28
Q

The biggest problem in the selection of a rating method within large groups where functions vary widely is
A. That it will yield reliable results
B. That it will be applicable across job
C. That it will be used correctly
D. that supervisors will learn the system

A

A. That it will yield reliable results

29
Q
Many of the airliner rating systems used the technique of \_\_\_\_\_\_\_\_\_ which puts employees in a particular group according to their overall value to the organization
A. Evaluation
B. Ranking
C. Military mapping
D. Categorization
A

B. Ranking

30
Q
What method of rating employees is simple and easy to administer but it has the disadvantage of lacking common standards of measurement. Especially when employees from widely different assignments must be compared
A. Evaluation
B. Ranking
C. Military
D. Categorization
A

B. Ranking

31
Q
What may be improved when the rater compares each employee with others who have been selected as having the greatest value to the organization who are in the middle group with average value and who are considered as having the least value
A. Utility
B. Accuracy
C. Discipline
D. Morale
A

B. Accuracy

32
Q
When using representative employee standards, a rater is able to rank employees by comparing them with other representative employees who have what type of value to the organization
A. The least
B. The greatest
C. An average
D. All of the above
A

D. All of the above

33
Q
Instead of using selected employees who are representative of certain groups of personnel with varying values to the organization \_\_\_\_\_\_\_ may be developed to avoid the necessity for changing criteria when selected employees leave the unit or their performance becomes such that they can no longer be used as a pattern for rating
A. Ideal employee descriptions
B. Performance categories
C. Rating scales
D. Performance guidelines
A

A. Ideal employee descriptions

34
Q
When quantity of production is the most important to an organization \_\_\_\_\_\_\_\_\_\_ may be used to an advantage in measuring accomplishments and are often expressed numerically
A. Qualifying standards
B. Descriptive standards
C. Qualitative standards
D. Analysis Standards
A

B. Descriptive standards

35
Q
What scale is used as a guide in determining total value points and assigns numerical value to each trait or performance factor and gives each a weight
A. Purely an arithmetic rating scale
B. Quantitative rating scale
C. Description rating scale
D. Qualitative rating scale
A

A. Purely an arithmetic rating scale

36
Q
In what standard of rating doe the rater select only one choice at a time for each trait evaluated to avoid an unconscious bias that often creeps into the trait ratings when several traits are considered together
A. Numerical standard
B. Ideal employee standard
C. Selected employee standard
D. Forced choice standard
A

D. Forced choice standard

37
Q
According to the text which of the following make the best rater ( Because they are more diligent in carrying out their rating responsibilities and are less likely to commit the error of leniency by overeating the poor performers)
A. Chief of police or command staff
B. Police administrators
C. The best supervisors
D. The best field officers
A

C. The best supervisors

38
Q
Every supervisor should realize that he is evaluated \_\_\_\_\_\_\_\_ by each subordinate on the basis of how his personnel evaluation duties and responsibilities are performed 
A. Annually
B. Continually
C. Informally
D. Formally
A

C. Informally

39
Q

Certain broad characteristics are usually found in supervisors who excel in rating their subordinates. Some of the most common. Qualities are
A. THe are able to distinguish facts from feeling or impressions
B. They are able to weigh the performance of their subordinates against a consistent standard
C. They are able to base their rating on objectives data whenever possible without allowing subjective emotions
D. All of the above

A

D. All of the above

40
Q
Which error occurs when the rater marks an inordinately larger number of the rating reports in the highest one or two categories such as very good and excellent
A. Leniency
B. Personal bias
C. Central Tendency
D. All of the above
A

A. Leniency

41
Q
What is by far the most common of all errors in the rating of personnel
A. Leniency
B. Personal Bias
C. Central tendency
D. Halo effect
A

A. Leniency

42
Q
What rating error occurs when rater’s tend to rate higher than is justified those persons they know well and like, and those who subscribe to the same opinions as the supervisor
A. Leniency
B. Personal bias
C. Subjectivity
D. Overweighting
A

B. personal bias

43
Q
What type of rating error results when the tendency of rater’s is to rate in terms of a very general impression rather than on the basis of specific traits
A. Overweighting
B. Related traits
C. Central tendency
D. Halo effect
A

D. Halo effect

44
Q
What type of rating error results when rater’s group their rating near the center of the rating scale with few ratings at the bottom or at the top
A. Leniency
B. Related traits
C. Central tendency
D. Halo Effect
A

C. Central tendency

45
Q
What type of rating error results when the rater gives similar rating to traits which seem to be similar
A. Overweighting
B. Related traits
C. Central tendency
D. Halo effect
A

B. Related traits

46
Q
What type of rating error result when the rater have tendency to be unduly influenced by an occurrence with goos or bad, involving the person rated near the end of the rating period
A. Overweighting or recency
B. Related traits
C. Central tendency
D. Subjectivity
A

A. Overweighting or recency

47
Q
A report is said to be \_\_\_\_\_\_\_\_ when it is an accurate measurement of the ability it purports to measure 
A. Valid 
B. Reliable
C. Useful
D. Clinical
A

A. Valid

48
Q
A report is said to be \_\_\_\_\_\_\_\_ if it measures consistently and reasonably accurately each time it is used.
A. Valid
B. Reliable
C. Useful
D. Clinical
A

B. Reliable

49
Q
Which of the following is a method of rating
A. Composite ratings
B. Group ratings
C. Individual trait ratings
D. All of the above
A

D. All of the above

50
Q
All of the following are parts of the evaluation process when discussing ratings with an employee covered by the text except
A. The interview
B. Follow up to the rating interview
C. Employee self rating process
D. Acknowledgement of receipt of rating.
A

C. Employee self rating process