Lesson 5

Question 1

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

Answer 1

PERFORMANCE APPRAISAL REVIEW

Question 2

THE REASON FOR EVALUATING EMPLOYEE PERFORMANCE

Answer 2

• Determining Salary Increase
• Making Promotion Decisions
• Making Termination Decisions
• Conducting Organizational Research

Question 3

WHO WILL EVALUATE PERFORMANCE

Answer 3

• Supervisor
• Peers Behavior
• Subordinates
• Customers
• Self-appraisal

Question 4

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

Answer 4

360-DEGREE FEEDBACK

Question 5

Performance appraisal strategy in which an employee receives feedback from sources.

Answer 5

MULTIPLE-SOURCE FEEDBACK

Question 6

The effort employees make to get along with their peers, improve the organization, and “go the extra mile”

Answer 6

CONTEXTUAL PERFORMANCE

Question 7

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

Answer 7

RANK ORDER

Question 8

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

Answer 8

PAIRED COMPARISON

Question 9

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

Answer 9

FORCED DISTRIBUTION METHOD

Question 10

OBJECTIVE MEASURES

Answer 10

• Quantity of Work
• Quality of Work
• Attendance
• Safety

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 performance appraisal involving the placement of benchmark behaviors next to each point on a graphic rating scale.

Answer 13

BEHAVIORALLY ANCHORED RATING SCALE

Question 14

A method of training raters in which the rater is provided with job-related information, a chance to practice

Answer 14

FRAME-OF-REFERENCE TRAINING

Question 15

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 15

CRITICAL INCIDENTS

Question 16

standardized use of the critical incident technique developed at General Motors.

Answer 16

EMPLOYEE PERFORMANCE RECORD

Question 17

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

Answer 17

DISTRIBUTION ERROR

Question 18

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

Answer 18

LENIENCY ERROR

Question 19

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

Answer 19

CENTRAL TENDENCY ERROR

Question 20

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

Answer 20

STRICTNESS ERROR

Question 21

type of rating error that occurs when raters allow either a single attribute or an overall impression of an individual to affect the ratings that they make on each relevant job dimension.

Answer 21

HALO ERROR

Question 22

type of rating error in which a rating made on one dimension influences the rating made on the dimension that immediately follows it on the rating scale.

Answer 22

PROXIMITY ERROR

Question 23

type of rating error in which the rating pf the performance level of one employee affects the ratings given to the next employee being rated.

Answer 23

CONTRAST ERROR

Question 24

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

Answer 24

ASSIMILATION

Question 25

The tendency for supervisors to recall and place more weight on recent behaviors when they evaluate performance.

Answer 25

RECENCY EFFECT

Question 26

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

Answer 26

INFREQUENT OBSERVATION

Question 27

Cognitive Processing of Observed Behavior

Answer 27

1. OBSERVATION OF BEHAVIOR
2. EMOTIONAL STATE
3. RACIAL BIAS

Question 28

Legal Reasons for Terminating Employees

Answer 28

• Probationary Period
• Violation of Company Rules
• Inability to Perform
• Reduction in Force (Layoff)