Chapter 7: Performance Appraisal Flashcards
After identifying performance expectations, what is the next step of performance management usually undertaken by a manager?
a. Evaluating performance as documented against the defined expectations.
b. Communicating performance expectations and measurement levels.
c. Providing feedback.
d. Ensuring compliance and measuring performance.
b. Communicating performance expectations and measurement levels.
The duties and responsibilities associated with each job, as well as the human qualities necessary to efficiently and successfully perform the job tasks are most likely to be included in:
a. job analysis.
b. selection.
c. job design.
d. recruitment.
a. job analysis.
(T/F) The graphic rating scale and forced distribution method are two examples of absolute performance evaluation techniques.
False
Which of the following is LEAST likely to be measured using a subjective performance evaluation method?
a. Employee attendance
b. Teamwork capabilities
c. Level of professionalism
d. Communication skills
a. Employee attendance
__________ is an aggregate of many separate behaviors occurring over a particular span of time.
Job performance
List 3 relative appraisal methods
- rank ordering
- forced-distribution method
- paired comparison method
List 5 absolute appraisal methods
- narrative technique
- critical incident method
- management by objective
- graphic rating scale method
- behaviorally anchored rating scale (BARS)
a subjective tool in which the evaluator provides a written essay describing the employee’s job performance and behavioral patterns.
narrative technique
an absolute method where managers keep track of incidents in which an employee’s job-related performance deviates either positively or negatively from an expected standard.
critical incident method
an absolute method that evaluates employees’ successful completion of pre-established goals and objectives in a time frame specified beforehand
management by objective
an absolute performance appraisal method that lists all the criteria associated with the job. Managers evaluate employees by assigning a numerical value for each of those criteria based on a predetermined scoring scale.
graphic-scale method
a more elaborate form of a graphic rating scale: each of the points on the scoring scale is anchored with specific behavioral descriptions for what constitutes performance at that level.
behaviorally anchored rating (BAR)
the method assesses employee performance from up to five perspectives: immediate supervisor, peers, self, customers, and subordinates.
360-feedback
relative approach that simply requires that the rater order all direct reports from highest to lowest, from “best” to “worst.
rank ordering
relative performance evaluation technique that allows managers to assign or allocate certain percentages of employees into predetermined appraisal categories.
forced-distribution method
uses a matrix in which each employee is evaluated against each and every other employee performing the same job.
paired comparison method
provide HR management with valuable feedback that assists in planning and decision making
Performance appraisals
Which of the following is an example of the halo effect?
a. An evaluator tends to subconsciously remember and give more weight to recurring factors no matter how minor in nature they are.
b. A manager perceives younger employees to be naïve, lazy or spoiled and gives them lower evaluations regardless of their performance.
c. People tend to attribute their successes to internal causes and their failures to external factors, but they do the opposite when they assess the successes and failures of others.
d. A well-groomed employee is also perceived as having exceptional social skills, being organized, or demonstrating other favorable qualities, without evidence to back up these evaluations.
d. A well-groomed employee is also perceived as having exceptional social skills, being organized, or demonstrating other favorable qualities, without evidence to back up these evaluations.
When a performance appraisal system yields similar evaluations for various employees regardless of actual performance, then this system is considered to have low:
a. expectancy.
b. reliability.
c. validity.
d. instrumentality.
c. validity.
Which of the following is NOT one of the methods used in performance appraisals?
a. The critical incident method.
b. The 360-degree feedback method.
c. The relative method.
d. The narrative technique.
d. The narrative technique.
__________ is an aggregate of many separate behaviors occurring over a particular span of time.
job performance
Coaching, mentoring, sharing skills and experience, and promoting a friendly work environment are all forms of:
a. positive attitudes.
b. organizational citizenship behaviors.
c. organizational commitment.
d. work engagement.
b. organizational citizenship behaviors.
The duties and responsibilities associated with each job, as well as the human qualities necessary to efficiently and successfully perform the job tasks are most likely to be included in:
a. iob design.
b. job analysis.
c. selection.
d. recruitment.
b. job analysis.
After identifying performance expectations, what is the next step of performance management usually undertaken by a manager?
a. Providing feedback.
b. Ensuring compliance and measuring performance.
c. Evaluating performance as documented against the defined expectations.
d. Communicating performance expectations and measurement levels.
d. Communicating performance expectations and measurement levels.
