Chapter 6

Question 1

What is true of organizations that practice a performance-driven approach?

Answer 1

Performance evaluations link results to employee compensation and development.

Question 2

what is true of performance standards?

Answer 2

Performance standards should be established before the work is performed.

Question 3

What is true of the administrative and development roles of performance appraisals?

Answer 3

The rater plays the role of a judge in an administrative role and plays the role of a coach in a developmental role.

Question 4

The simplest methods for appraising performance are _______, which require a manager to mark an employee’s level of performance on a specific form divided into categories of performance.

Answer 4

category scaling methods

Question 5

The___________ allows the rater to mark an employee’s performance on a continuum indicating low to high levels of a particular characteristics.

Answer 5

graphic rating scale

Question 6

What belongs to the descriptive category in graphic rating scales?

Answer 6

quantity of work

Question 7

What belongs to the behavioral dimensions in graphic ratings scales?

Answer 7

communication effectiveness

Question 8

In the __________ method, the manager keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

Answer 8

critical incident

Question 9

What is typically the first stage in implementing a guided self-appraisal system using MBO?

Answer 9

Job review and agreement

Question 10

The ____________ method requires a manager to write a short write-up describing each employee’s performance during the rating period.

Answer 10

essay

Question 11

Which of the following is typically the last stage in implementing a guided self-appriasal system using MBO?

Answer 11

Continuing performance discussions.

Question 12

Josh, an HR manager at RoxCom LLC, is responsible for implementing a guided self-appraisal system using management by objectives in his organization. He has reviewed the job description and the key activities that constitute the employee’s job. what is typically the next step for Josh?

Answer 12

Development of performance standards.

Question 13

Zara, an HR manager at Fluxin LLC, is responsible for implementing a guided self-appraisal system using management by objectives in her organization. She has developed specific standards for performance. what is typically the next step for Zara?

Answer 13

Setting of objectives.

Question 14

What is true of appraisal interviews?

Answer 14

Managers must communicate both praise and constructive criticism.

Question 15

True/False: One concern of multisourcing rating is that those peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.

Answer 15

True

Question 16

True/False: The category scaling method allows the rater to mark an employee’s performance on a continuum indicating low to high levels of a particular characteristic.

Answer 16

False

Question 17

True/False: when creating a BARS system, identifying important performance factors in a job description is done first.

Answer 17

True

Question 18

True/False: With the ranking method, the ratings of employees’ performance are distributed along a bell-shaped curse.

Answer 18

False

Question 19

True/False: The forced distribution method lists the individuals being rated highest to lowest based on their performance levels and relative contributions.

Answer 19

False

Question 20

True/False: In the critical incident method, the managers keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

Answer 20

True

Question 21

The recency effect occurs when a rater gives greater weight to information received first when appraising an individual’s performance.

Answer 21

False

Question 22

True/False: The leniency error occurs when ratings of all employees fall at the high end of the scale.

Answer 22

True

Question 23

The contrast error occurs when a rater scores an employee high on all job criteria because of performance in one area.

Answer 23

False

Question 24

The halo effect is the tendency to rate people relative to one another rather than against performance standards.

Answer 24

False

Question 25

What are the common employee performance measures?

Answer 25

1. Quantity of output
2. Quality of output
3. Timeliness of output
4. Presence/ attendance on the job
5. Efficiency of work completed
6. Effectiveness of work completed(p.119)

Question 26

Define performance standards.

Answer 26

Performance standards are the expected levels of an employee’s performance and should be established before work is begun.(p.121)

Question 27

Discuss the administrative and developmental uses of performance appraisals.

Answer 27

Performance appraisals may be used administratively to 1) determine pay adjustments 2) make job placements decisions on promotions, transfer, and demotions; and, 3) choose employee disciplinary actions up to and including termination of employment. The developmental uses of appraisals are to give employees feedback about their progress, discuss areas for additional training, and outline future developmental plans.(p.123)

Question 28

Describe the features required in an effective performance management system.

Answer 28

An effective performance management system should be beneficial as a development tool; useful as an administrative tool; legal and job related; viewed as generally fair by employees; effective in documenting employee performance; clear about who are high, average, and low performers.(p. 138)