Industrial Psychology Ch. 7

All three of these would be used

Which of the following ratings would not be used in a 360-degree feedback system? a) Supervisor ratings b) Peer ratings c) Self-ratings d) All three of these would be used

Forced distribution

Which performance appraisal method assumes that employee performance is normally distributed?

Halo

Which type of rating error does not necessarily rate all employees similarly?

Forced distribution

With the _____ method, a predetermined percentage of employees are placed into one of five categories.

Peer/ seldom used

______ ratings have been successful in predicting future success of promoted employees but/and are ____ in organizations.

Frame-of-reference training

Perhaps the best rater training program is _____.

Goals

Which of the following performance appraisal dimensions focuses on what an employee accomplishes?

Subordinate

Which of the following performance appraisal evaluators is not common or well regarded by managers?

Graphic rating scale

Which of the following rating scales have been most criticized because of their susceptibility to rating errors such as halo and leniency?

Halo

A _____ error occurs when a rater allows either a single attribute or an overall impression to affect their ratings.

An inability to perform

A performance appraisal instrument would be most useful in terminating an employee due to : a) A violation of company rule b) A layoff c) An inability to perform d) Employment-at-will

Results-focused

A problem with _____ performance statements is that an employee can do everything asked of him by an organization and still not get the desired results due to factors outside his control.

Frequency

A rating scale that uses anchors such as always, often, and seldom is an example of which type of rating scale?

Leniency

A type of distribution error in which a rater tenders to rate every employee at the upper end of the scale is called ______ error.

Central tendency

A type of distribution error in which a rater tends to rate every employee in the middle of the scale is called _____.

Increased supervisor performance

According to most research, subordinate feedback results in:

Cognition

According to your text, a performance appraisal instrument focuses on many areas. Which of the following is NOT one of the areas listed in your text?

How well an employee is actually doing

According to your text, the greatest problem with all of the employee comparison methods is that they do not provide information about _______.

Two supervisors

Agreement in performance ratings is highest between:

Source of contamination

Amy works at a bank that is trying to get customers to apply for vehicle loans. As hard as Amy tries, she is unsuccessful because the bank's loan rates are not very competitive. When evaluating Amy's performance, her supervisor must consider the loan rates as a:

Resignations

An employee's attendance can be separated into several difference criteria. According to your text, which of the following is NOT a criteria used to measure attendance?

Halo error

An employee's ratings on the dimension of initiative are highly correlated with all of the other performance appraisal dimensions (e.g., cooperation, job accomplishment, job knowledge). Which type of rating error may be occurring?

The recency effect

Bob has been a model employee all year except for the last two to three weeks; yet, Bob's ratings on his performance appraisal reflect his performance during this last two-week to three-week period. This type of rating bias is referred to as:

Leniency

Documentation helps reduce the effects of all the following except _____.

Reduces legal liability

Documenting employee performance:

45

If a supervisor had 10 employees, how may paired comparisons would she have to make for each performance dimension?

Monday afternoon

If an employee is to be terminated, when is the best time to inform the employee?

An error

If an employee was to produce a work product of a quality level above organization's standards, it technically would be called _____.

Contrast

If managers allow their performance rating of one employee to affect their performance ratings of another employee, they have committed a ______ error.

Documentation

In performance appraisal, critical incidents are an important part of the ______ process.

Contrast error

Janet is perceived by her dining room manager, Sarah, as the best waitress who ever worked for her. Naturally, Janet's ratings on her performance appraisal are all high. Tom, on the other hand, is an average waiter; yet, after evaluating Janet, Sarah's ratings of Tom are below average. This type of rating error is referred to as:

Are slightly correlated (r= .39)

Meta-analysis results indicate that objective and subjective measures of performance:

Actual performance appraisal evaluation

Observation and cognitive processing of behavior occurs during the:

Senior

Progressive discipline is especially important if a _____ employee violates a company rule.

Peter principle

Promoting employees until they reach their highest level of incompetence is called the:

Errors

Quality of work is usually measured in terms of _____, which are defined as deviations from a standard.

Research

Self-appraisals of performance appear to be most accurate when the purpose of the self-appraisal is for:

All of these are factors

The _______ affects the quality of ratings provided by raters. a) Amount of stress in the rater's environment b) The feelings the rater has toward the ratee c) The race of the rater and the ratee d) All of these are factors

The recency effect

The bob puts more weight on behavior occurring two weeks prior to evaluation is a good example of _____.

Rank order

The most common method of employee comparison is the ______ method.

Graphic rating

The most common type of rating scale is the ____ scale.

Determining salary increases

The statement "it's not fair to pay a poor employee the same amount of money as excellent employee" exemplifies the need for accurate performance appraisals in:

They provide poor feedback

Though commonly used, trait-focused performance appraisal instruments are not a good idea for several reasons. Which of the following is the main reason outlined in your text?

Secret shoppers

To get better customer feedback on employee performance, ____ are used.

Graphic rating scale

What type of rating scale is depicted below? Job knowledge: Poor 1234567 Excellent Dependability: Poor 1234567 Excellent

More strictly than

When peer ratings are used, research has found that high performers evaluate their peers _____ low performers.

There are only 1 or 2 subordinates

When would the use of subordinate ratings of a supervisor be least desirable?

End result/ actual behavior

Whereas supervisors see the ______ of an employee's effort, peers often see the _____.

Is/ does

Whereas trait-focused instruments concentrate on who an employee _____, task-focused instruments focus on what an employee______.

A supervisor's rating of dependability

Which of the following criteria is a subjective measure of performance for a waitress?

Paired comparison

Which of the following employee comparison methods involves comparing each possible pair of employees and choosing which one of each pair is the better employee?

All of these are limitations

Which of the following is NOT a limitation to employment-at-will? a) Public policy b) Implied contracts c) Covenants of good faith d) All of these are limitations

Most organizations spend considerable time training supervisors how to rate performance

Which of the following is NOT true about rater training?

All of these

Which of the following is an area of potential use for performance appraisals? a) Validation of employment testing b) Training needs assessment c) Employee training and feedback d) All of these

Supervisor

Which of the following is the most common source of performance appraisal ratings?

Employee training and feedback

Which of the following is the most important use of performance evaluation results?

360-degree feedback is best used for developmental purposes

Which of the following is true about evaluating employee performance?

All of these methods

Which of the following methods is an employee comparison method? a) Rank order b) Paired-comparison c) Forced distribution d) All of these methods

Trait focus

Which of the following performance appraisal approaches focus on employees' attributes such as their dependability, assertiveness, and friendliness?

Goal focus

Which of the following performance appraisal approaches would have dimensions such as "prevent crimes from occurring" and minimize citizen complaints"?