HAS 3240 - Quiz #10

The best way for managers to encourage effective performance is to: A. Be specific about desired outcomes B. Show employees how to accomplish goals C. Design outcome goals without employee input D. Develop small work teams within each department

A. Be specific about desired outcomes

Which of the following is a comprehensive list of the functions in a performance appraisal? A. Identifying, Measuring, and Managing B. Identifying, Determining, and Implementing C. Recruiting, Selecting, and Assessing D. Managing, Selecting, and Assessing

A. Identifying, Measuring, and Managing

Outcome-based performance appraisal systems are more likely to: A. Lead to a "results at any cost" mentality B. Require significant time to establish criteria C. Face managerial and employee resistance D. Cause legal difficulties because of unclear standards

A. Lead to a "results at any cost" mentality

You are reviewing the performance appraisal conducted by your middle managers. You notice that Carrie tends to give each employee the same score across all dimensions of the evaluation. For example, Brian's scores all are in the average range while Karl's all tend to be in the excellent range, even though you know that each man has done very well on some and very poorly on some of the dimensions. Brian and Karl's evaluations exhibit: A. Severity error B. Halo error C. Leniency error D. Central tendency error

B. Halo error

Bob wants to focus this year's employee assessment interviews on discussing the traits each employee displays. You should most likely tell him that trait based appraisal tools: A. Can be beneficial but are more expensive than other methods B. Have a tendency to make employees defensive C. Are illegal according to EEOC guidelines D. Are helpful in boosting employee morale

B. Have a tendency to make employees defensive

Studies of performance appraisal systems show that the most influential element on the effectiveness of the system is the: A. Number of employees for whom the rater is responsible B. Intelligence and experience of the rater C. Type of tool or system being used D. Job category being evaluated

B. Intelligence and experience of the rater

Which appraisal format has the greatest legal defensibility? A. Relative B. Absolute C. Behavior D. Outcome

C. Behavior

Shawn is reviewing a performance appraisal instrument with a scale of 1 - 10. Each number has a descriptive statement next to it, from 1 (rarely gives direction when assigning work) to 10 (makes expectations clear). This is an example of a(n): A. Trait-based appraisal instrument B. Outcome-based appraisal instrument C. Behavior-based appraisal instrument D. Relative judgment appraisal instrument

C. Behavior-based appraisal instrument

You are training first-line supervisors on how to give performance appraisals. In your explanation of the halo error, you tell these managers that they can avoid this mistake if they: A. Consider organizational goals B. Remain current on EEO laws C. Consider each dimension individually D. Avoid personal relationships with workers

C. Consider each dimension individually

The tendency to rate similarly across dimensions is best known as __________ error. A. Liking B. Severity C. Halo D. Leniency

C. Halo

The implementation of a __________ process offers a well rounded picture of an employee's performance. A. Self-review B. Peer review C. Subordinate review D. 360 degree feedback

D. 360 degree feedback

The critical incident technique can be used to create __________ rating scales. A. Relative-judgement based B. Trait-judgement based C. Outcome-based D. Behavior-based

D. Behavior-based

Which term refers to observable characteristics that are associated with successful job performance? A. Ethics B. Traits C. Dimensions D. Competencies

D. Competencies

The most common use of performance appraisals is to: A. comply with EEO rules B. Justify employee recruitment C. Improve organizational performance D. Make personnel administrative decisions

D. Make personnel administrative decisions

Which of the following is an upward performance appraisal process? A. Peer reviews B. Self reviews C. Team reviews D. Subordinate reviews

D. Subordinate reviews

An appraisal system that focuses on individuals, rather than any other factor is a(n): A. Absolute system B. Behavioral system C. Relative system D. Trait-based system

D. Trait-based system

(True or False) 360 degree performance appraisal systems require careful planning and consume far more time than other appraisal systems, but putting the system online can reduce the time and costs of the process.

True

(True or False) The absolute judgment format permits comparison ratings of individual workers in different work groups by various managers.

True

(True or False) The advantage of outcome-based appraisal systems is that they eliminate subjectivity and the potential for rater error.

True

(True or False) The choice of which appraisal tool to use should be based on the purpose of the appraisal.

True