Chapter 12
What is the "halo effect?"
A rating on one item influences excessively the rating on another performance characteristic
Which of the following IS a common appraisal problem?
The halo effect Central tendency Personal likes and dislikes
Which of the following IS a problem in Jack's case presented at the beginning of the chapter?
The supervisor was late in doing the evaluation The supervisor included personality judgements Causes, not the results, of behavior were evaluated
Conducting performance appraisals is often a source of supervisory stress and discomfort.
true
How can you ensure that your performance appraisals are legally defensible?
Base them on specific objective requirements of the job
For which method does the supervisor need to keep an ongoing record of employees?
Critical incident
From the employee's standpoint, why is it essential that supervisors conduct performance appraisals?
Employees need to know where they stand in the eyes of the supervisor
Annual appraisals are unnecessary for employees who are motivated by recognition and achievement.
False
Employee comparisons (rankings) is the most objective method of appraisal.
False
Field review requires a supervisor to fill out detailed forms stating postive and negative behaviors of each employee.
False
From a supervisor's perspective, it is best to do all appraisals within a time frame of 1-2 weeks each year.
False
The focus of performance appraisals should be punishment for unacceptable behavior.
False
Use of rating scales instead of other evaluation methods helps avoid the problems of halo effect.
False
Of the following, which is one of the four elements of constructive appraisal?
Job description analysis Employee performance objectives Meeting to discuss results
What is competence assessment?
Job-specific, criteria-based performance evaluation
Which method of appraisal is most commonly used?
Rating scales
What is the major problem of using rating scales?
Ratings cluster on the high side
Which of the following is a reason why some appraisal programs fail?
Supervisors judge personality traits Supervisors are uncomfortable in their role as evaluators Some appraisal systems are poorly administered
In addition to specific requirements of a good appraisal system, what is necessary for success?
Thorough, conscientious application by managers who believe in the value of performance evaluation
What is the purpose of performance appraisals?
To encourage improved performance; set goals for growth and advancement
Effective appraisals are based on the job description and established standards.
True
Managers often view performance appraisals as a requirement of "the system" (mandated by the Personnel Department) and they do not give them the care and attention they deserve.
True
One big problem in performance appraisals is that supervisors record an employee's work as acceptable when in fact it is unacceptable.
True
One purpose of performance appraisals is to strengthen manager/subordinate working relationships.
True
Performance management consists of planning (setting standards) , managing (coaching), and appraisal.
True
Performance appraisals would be a good task for a manager to delegate to a skilled subordinate.
false
What is the focus of an appraisal interview?
joint-problem solving
Appraisal systems often fail because they require the supervisor to judge personality traits.
true
Appraisals are used as a time to set goals for growth and improvement.
true