Chapter 7

Question 1

Goal-oriented process ensuring processes are in place to maximize productivity at the employee, team, and organizational levels

Answer 1

Performance Management

Question 2

A formal system of review and evaluation of individual or team task performance

Answer 2

Performance Appraisal

Question 3

USES OF PERFORMANCE APPRAISAL
In assessing a firm’s HR, data must be available to identify those who have the potential to be promoted or for any area of internal employee relations

Answer 3

Human Resource Planning

Question 4

USES OF PERFORMANCE APPRAISAL
Performance appraisal should point out an employee’s specific needs for

Answer 4

Training and Development

Question 5

USES OF PERFORMANCE APPRAISAL
An ongoing process whereby an individual sets career goals and identifies the means to achieve them

Answer 5

Career Planning

Question 6

USES OF PERFORMANCE APPRAISAL
A formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed

Answer 6

Career Development

Question 7

USES OF PERFORMANCE APPRAISAL
PA results provide a basis for rational decisions regarding pay adjustments. Most managers believe that you should reward outstanding job performance tangibly with pay increases. They believe that the behaviors you reward are the behaviors you get

Answer 7

Compensation Programs

Question 8

USES OF PERFORMANCE APPRAISAL
PA data are also used for decisions in several areas of internal employee relations, including promotion, demotion, termination, layoff, and transfer

Answer 8

Employee Relations

Question 9

USES OF PERFORMANCE APPRAISAL
Assess an employee’s potential as they appraise his or her job performance

Answer 9

Assessment Employee Potential

Question 10

Based on the reliance of multiple sources to provide information about an employee’s performance

Answer 10

360 - Degree Feedback Evaluation Method

Question 11

Performance appraisal period

Answer 11

Annually or Semiannually

Question 12

At time a subordinate’s first appraisal may occur at the end of a probationary period anywhere from ______ after his or her start date

Answer 12

30 to 90 days

Question 13

CHOOSING A PERFORMANCE APPRAISAL METHOD
Raters to evaluate each employee’s traits or characteristics

Answer 13

Trait System

Question 14

CHOOSING A PERFORMANCE APPRAISAL METHOD
Evaluate a given employee’s performance against that of other employees.

Answer 14

Comparison System

Question 15

CHOOSING A PERFORMANCE APPRAISAL METHOD
Employees are ranked from the best performer to the poorest performer

Answer 15

Comparison Systems

Question 16

CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance appraisal method in which the rater is required to assign individuals in a work group to a limited number of categories, similar to a normal frequency distribution

Answer 16

Forced Distribution

Question 17

CHOOSING A PERFORMANCE APPRAISAL METHOD
Supervisors compare each employee to every other employee, identifying the better performer in each pair

Answer 17

Paired Comparisons

Question 18

CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance Appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions

Answer 18

Critical Incident Technique

Question 19

CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance appraisal method that combines elements of the traditional rating scale and critical incident methods; various performance levels are shown along a scale with each described in terms of an employee’s specific job behavior

Answer 19

Behaviorally Anchored Rating Scale (BARS)

Question 20

A specific kind of behavioral system for evaluating job performance by illustrating positive incidents of job performance for various job dimensions

Answer 20

Behavioral Observation Scale (BOS)

Question 21

CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance appraisal method in which the manager and subordinate jointly agree on objectives for the next appraisal period; in the past a form of management by objectives

Answer 21

Result Based System

Question 22

CHOOSING A PERFORMANCE APPRAISAL METHOD
Performance appraisal method that compares each employee’s performance to a predetermined standard or expected level of output

Answer 22

Work Standards Method

Question 23

PROBLEMS PERFORMANCE APPRAISAL

Answer 23

Appraiser Discomfort
Subjectivity of Performance Appraisal
Employee Anxiety

Question 24

Performance appraisals, differences between human judgement versus objective, accurate assessments uncolored by bias, prejudice, or other subjective, extraneous influences

Answer 24

Rating Errors

Question 25

Evaluation errors that occur when the rater evaluates the employee based on a personal negative or positive opinion of the employee rather than on the employee’s actual performance

Answer 25

Bias Errors

Question 26

Evaluation error that occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating

Answer 26

Positive Halo Effect

Question 27

Evaluation error that occurs when a manager generalizes one negative performance feature or incident to all aspects of employee performance, resulting in a lower rating

Answer 27

Negative Halo Effect

Question 28

A bias error for which a supervisor rates members of his or her race, gender, nationality, or religion more favorably than members of other classes

Answer 28

Illegal Discriminatory Bias

Question 29

A rating error in which a rater compares an employee to other employees rather than to a specific explicit performance standards

Answer 29

Contrast errors

Question 30

Evaluation appraisal error that occurs when employees are incorrectly rated near the average or middle of a scale

Answer 30

Central Tendency Error

Question 31

Giving an undeserved high performance appraisal rating to an employee

Answer 31

Leniency Error

Question 32

Evaluation process may also create anxiety for the appraised employee

Answer 32

Employee Anxiety