CHAPTER 7

Question 1

which supervisors rate the frequency of observed behaviors

Answer 1

BEHAVIORAL OBSERVATION SCALES (BOS)

Question 2

: involves placement of benchmark
behaviors next to each point on a graphic rating scale

Answer 2

BEHAVIORALLY ANCHORED RATING
SCALES (BARS)

Question 3

: a supervisor is given several behaviors and is forced to choose which of them is most typical of the employee

Answer 3

FORCED-CHOICE RATING SCALES

Question 4

A method of performance appraisal in which a supervisor reads the description of a specific
behavior and then decides whether the behavior of the employee is better than, equal to, or poorer than the behavior described.

Answer 4

MIXED-STANDARD SCALE

Question 5

promotion of employees until they reach their highest level of incompetence

Answer 5

• PETER PRINCIPLE

Question 6

: is an excellent time to meet with employees to discuss their strengths and weaknesses

Answer 6

PERFORMANCE APPRAISAL REVIEW

Question 7

feedback is obtained from multiple sources

Answer 7

360-DEGREE FEEDBACK

Question 8

strategy in which an employee receives feedback from sources (Ex: clients, subordinates, peers) other than just his/her
supervisor

Answer 8

MULTIPLE-SOURCE FEEDBACK

Question 9

Telling employees what they are doing incorrectly in order to improve their
performance of a task.

Answer 9

NEGATIVE FEEDBACK

Question 10

: most common type of performance appraisal is the supervisor rating

Answer 10

SUPERVISORS

Question 11

The overall image that a supervisor has of an employee.

Answer 11

PROTOTYPE

Question 12

: ability of supervisor to have adequate direct control over and supervision of employees under him

Answer 12

SPAN OF CONTROL

Question 13

: often see the factual behavior; usually come from employees who work directly with an employee

Answer 13

PEERS

Question 14

important component of 360-degree feedback as subordinate can provide a very
different view about a supervisor’s behavior

Answer 14

SUBORDINATES (SUBORDINATE FEEDBACK/
UPWARD FEEDBACK)

Question 15

: by filing complaints or complimenting
a manager about one of her employees

Answer 15

CUSTOMERS

Question 16

: current customers who have
been enlisted by a company to periodically evaluate the service they receive

Answer 16

SECRET SHOPPERS

Question 17

: allowing an employee to evaluate her own behavior and performance is a technique used by only a small percentage of organizations ; most biased

Answer 17

SELF-APPRAISAL

Question 18

concentrates on such employee
attributes as dependability, honesty, and courtesy

Answer 18

TRAIT-FOCUSED PERFORMANCE
DIMENSIONS

Question 19

concentrate on the employee’s knowledge, skills, and abilities

Answer 19

COMPETENCY-FOCUSED PERFORMANCE
DIMENSIONS

Question 20

organized by the similarity of tasks that
are performed

Answer 20

TASK-FOCUSED PERFORMANCE
DIMENSIONS

Question 21

: organize the appraisal on the basis of
goals to be accomplished by the employee

Answer 21

GOAL-FOCUSED PERFORMANCE
DIMENSIONS

Question 22

a philosophy of management that rates performance on the basis of employee achievement of goals set by mutual
agreements between employee and manager

Answer 22

MANAGEMENT BY OBJECTIVES (MBO)

Question 23

: effort an employee makes to get along with peers, improve the organization , and perform tasks that are needed but are not necessarily an official part of the employee’s job
description

Answer 23

CONTEXTUAL PERFORMANCE

Question 24

employees can be compared with one another instead of being rated individually on a scale

Answer 24

EMPLOYEE COMPARISONS

Question 25

easiest and most common; employees are ranked in order by their judged performance for each relevant dimension

Answer 25

RANK ORDER

Question 26

: comparing each possible pair of employees and choosing which one of each pair is the better employee

Answer 26

PAIRED COMPARISONS

Question 27

assume that employee performance is normally distributed, that is, that there are certain percentages of employees who are poor, average, and excellent

Answer 27

FORCED DISTRIBUTION (RANK AND YANK)

Question 28

: makes fewer rating errors and recall more training information than do untrained raters or raters receiving information about only job-related behaviors

Answer 28

FRAME-OF-REFERENCE TRAINING

Question 29

all employees are reviewed at the same time rather than on the exact dates they were individually hired

Answer 29

FOCAL PERFORMANCE APPRAISAL

Question 30

: made when rater uses only one part of a rating scale (Ex: Rate employee a 4 or 5)

Answer 30

DISTRIBUTION ERRORS

Question 31

raters tend to rate every employee at the upper end of the scale regardless of the actual performance of the employee

Answer 31

LENIENCY ERROR

Question 32

results in a supervisor rating employee in the middle of the scale

Answer 32

CENTRAL TENDENCY ERROR

Question 33

rates every employee at the low end of the scale

Answer 33

STRICTNESS ERROR

Question 34

rates allows either a single attribute or an overall impression of an individual to affect the ratings that she makes on each relevant job dimension

Answer 34

HALO ERROR

Question 35

opposite of halo error

Answer 35

HORN ERROR

Question 36

occur when a rating made on one dimension affects the rating made on the dimension that immediately follows it on the rating scale

Answer 36

PROXIMITY ERROR

Question 37

performance rating one person receives can be influenced by the performance of a previously evaluated person

Answer 37

CONTRAST ERROR

Question 38

recent behaviors are given more weight in the performance evaluation than behaviors that occurred during the first few months of the evaluation period

Answer 38

RECENCY EFFECT

Question 39

: managers or supervisors do not have the opportunity to observe a representative sample of employee behavior

Answer 39

INFREQUENT OBSERVATION

Question 40

raters base their rating of an employee during one rating period on the ratings the rater gave during a previous period.

Answer 40

ASSIMILATION

Question 41

: to attribute others’ failure or poor performance to personal rather than situation factors

Answer 41

FUNDAMENTAL ATTRIBUTION ERROR

Question 42

weight more than positive information

Answer 42

NEGATIVE INFORMATION

Question 43

- private sector; in most states allows employers freedom to fire an employee without a reason - at will - employees have the right to leave the company anytime

Answer 43

* EMPLOYMENT-AT-WILL DOCTRINE

Question 44

Statements in employment applications and company manuals reaffirming an organization's right to hire and fire at will.

Answer 44

EMPLOYMENT-AT-WILL STATEMENTS

Question 45

best day to fire an employee

Answer 45

TUESDAY

Question 46

- when the employee is terminated for refusing to commit a crime - when employees are discharged despite employer's promise of job security - when employer has acted with a lack of good faith and fair dealing

Answer 46

* EXCEPTIONS TO THE DOCTRINE