Chapter 7: Performance Appraisal

Question 1

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.

Answer 1

b. Communicating performance expectations and measurement levels.

Question 2

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.

Answer 2

a. job analysis.

Question 3

(T/F) The graphic rating scale and forced distribution method are two examples of absolute performance evaluation techniques.

Answer 3

False

Question 4

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

Answer 4

a. Employee attendance

Question 5

__________ is an aggregate of many separate behaviors occurring over a particular span of time.

Answer 5

Job performance

Question 6

List 3 relative appraisal methods

Answer 6

1. rank ordering
2. forced-distribution method
3. paired comparison method

Question 7

List 5 absolute appraisal methods

Answer 7

1. narrative technique
2. critical incident method
3. management by objective
4. graphic rating scale method
5. behaviorally anchored rating scale (BARS)

Question 8

a subjective tool in which the evaluator provides a written essay describing the employee’s job performance and behavioral patterns.

Answer 8

narrative technique

Question 9

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.

Answer 9

critical incident method

Question 10

an absolute method that evaluates employees’ successful completion of pre-established goals and objectives in a time frame specified beforehand

Answer 10

management by objective

Question 11

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.

Answer 11

graphic-scale method

Question 12

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.

Answer 12

behaviorally anchored rating (BAR)

Question 13

the method assesses employee performance from up to five perspectives: immediate supervisor, peers, self, customers, and subordinates.

Answer 13

360-feedback

Question 14

relative approach that simply requires that the rater order all direct reports from highest to lowest, from “best” to “worst.

Answer 14

rank ordering

Question 15

relative performance evaluation technique that allows managers to assign or allocate certain percentages of employees into predetermined appraisal categories.

Answer 15

forced-distribution method

Question 16

uses a matrix in which each employee is evaluated against each and every other employee performing the same job.

Answer 16

paired comparison method

Question 17

provide HR management with valuable feedback that assists in planning and decision making

Answer 17

Performance appraisals

Question 18

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.

Answer 18

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.

Question 19

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.

Answer 19

c. validity.

Question 20

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.

Answer 20

d. The narrative technique.

Question 21

__________ is an aggregate of many separate behaviors occurring over a particular span of time.

Answer 21

job performance

Question 22

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.

Answer 22

b. organizational citizenship behaviors.

Question 23

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.

Answer 23

b. job analysis.

Question 24

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.

Answer 24

d. Communicating performance expectations and measurement levels.

Question 25

(T/F) The graphic rating scale and forced distribution method are two examples of absolute performance evaluation techniques.

Answer 25

False

Question 26

(T/F) Different employee perceptions toward jobs do not impact their performance or attitudes toward their organizations as long as they perceive the process of performance appraisal as fair.

Answer 26

False

Question 26

Which of the following is NOT true about performance appraisals?

a. They can be used to justify disciplinary actions such as dismissal or termination.

b. They sustain a culture of rewarding employees based on their seniority

c. They are used in managing salaries, wages, and pay adjustments.

d. Poorly prepared performance appraisals are more likely to harm high performers.

Answer 26

b. They sustain a culture of rewarding employees based on their seniority

Question 26

Which of the following is NOT true about performance appraisals?

a. They can be used to justify disciplinary actions such as dismissal or termination.

b. They sustain a culture of rewarding employees based on their seniority

c. They are used in managing salaries, wages, and pay adjustments.

d. Poorly prepared performance appraisals are more likely to harm high performers.

Answer 26

b. They sustain a culture of rewarding employees based on their seniority

Question 27

Which of the following is NOT true about performance appraisals?

a. They can be used to justify disciplinary actions such as dismissal or termination.

b. They sustain a culture of rewarding employees based on their seniority

c. They are used in managing salaries, wages, and pay adjustments.

d. Poorly prepared performance appraisals are more likely to harm high performers.

Answer 27

b. They sustain a culture of rewarding employees based on their seniority