Chapter 7 EVALUATING EMPLOYEE PERFORMANCE

Question 1

A method of performance appraisal in which a supervisor is
given several behaviors and is
forced to choose which of them
is most typical of the employee

Answer 1

Forced-choice rating scale

Question 2

A meeting between
a supervisor and a subordinate
for the purpose of discussing
performance appraisal results

Answer 2

Performance appraisal
review

Question 3

A performance appraisal system in
which feedback is obtained from
multiple sources such as supervisors, subordinates, and peers

Answer 3

360-degree feedback

Question 4

A performance appraisal strategy
in which an employee receives
feedback from sources (e.g.,
clients, subordinates, peers)
other than just his or her
supervisor

Answer 4

Multiple-source feedback

Question 5

A method of
performance appraisal in which
employees are ranked from best
to worst

Answer 5

Rank order

Question 6

A form of ranking in which a group of
employees to be ranked are
compared one pair at a time

Answer 6

Paired comparison

Question 7

A performance
appraisal method in which a
predetermined percentage of
employees are placed into a
number of performance
categories

Answer 7

Forced distribution
method

Question 8

A type of objective
criterion used to measure job
performance by counting the
number of relevant job behaviors
that occur

Answer 8

Quantity

Question 9

A type of objective
criterion used to measure job
performance by comparing a job
behavior with a standard

Answer 9

Quality

Question 10

Deviation from a standard
of quality; also a type of response to communication overload that involves processing all
information but processing some
of it incorrectly

Answer 10

Error

Question 11

A method of performance appraisal that involves rating employee
performance on an interval or
ratio scale

Answer 11

Graphic rating scale

Question 12

The condition in which a criterion score is
affected by things other than
those under the control of
the employee

Answer 12

Contamination

Question 13

A method of training
raters in which the rater is
provided with job-related information, a chance to practice
ratings, examples of ratings
made by experts, and the
rationale behind the expert
ratings

Answer 13

Frame-of-reference
training

Question 14

A method
of performance appraisal in
which the supervisor records
employee behaviors that were
observed on the job and rates
the employee on the basis of
that record

Answer 14

Critical incidents

Question 15

this method consists of a two-color form similar
to that shown in Table 7.6. Half of the sheet is used to record examples of good
behaviors, and the other half to record examples of poor behaviors

Answer 15

Employee Performance Record

Question 16

Rating
errors in which a rater will use
only a certain part of a rating
scale when evaluating employee
performance

Answer 16

Distribution errors

Question 17

A type of
rating error in which a rater
consistently gives all employees
high ratings, regardless of their
actual levels of performance.

Answer 17

Leniency error

Question 18

A type of rating error in which a
rater consistently rates all employees in the middle of the
scale, regardless of their actual
levels of performance

Answer 18

Central tendency error

Question 19

A type of
rating error in which a rater
consistently gives all employees
low ratings, regardless of their
actual levels of performance

Answer 19

Strictness error

Question 20

If a new supervisor reads that an employee’s previous evaluations were excellent
but she observes poor performance by the employee, she will probably continue to
give excellent ratings—even though the employee’s performance deteriorated. Smither
and his colleagues call this rating error

Answer 20

assimilation

Question 21

The idea that supervisors do not
see most of an employee’s
behavior

Answer 21

Infrequent observation

Question 22

Perceived psychological
pressure

Answer 22

Stress

Question 23

Feelings or emotion

Answer 23

Affect

Question 24

The opinion of courts
in most states that employers
have the right to hire and fire an
employee at will and without
any specific cause

Answer 24

Employment-at-will
doctrine

Question 25

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

Answer 25

Employment-at-will
statements

Question 26

Providing employees with punishments of increasing severity,
as needed, in order to change
behavior

Answer 26

Progressive discipline