MGMT 3325 Chapter 8 TAMUSA

The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her behavior in a certain way is: a. tell-and-develop. b. tell-and-listen. c. tell-and-sell. d. problem-solving

. c. tell-and-sell.

As a rule of thumb, a supervisor should spend approximately ____ percent of the time talking during an appraisal interview. a. 40 to 45 b. 30 to 35 c. 20 to 25 d. 10 to 15

b. 30 to 35

If the primary objective of a performance appraisal is to give employees developmental feedback, which of the following appraisal methods is most ideal? a. Trait b. Behavioral c. Attitudinal d. Results

b. Behavioral

Employees who earn performance-based pay are more _____. a. mobile b. satisfied c. cynical d. educated

b. satisfied

An inappropriate interview technique in which praise serves to cushion criticism by alternating positive statements with negative statements is known as: a. the cushioning technique. b. the sandwich technique. c. sympathetic interviewing. d. the rollercoaster technique.

b. the sandwich technique.

One study showed that organizations with strong performance management systems are ____ more likely to outperform their competitors in the areas of revenue growth, productivity, profitability, and market value a. 20-30 percent b. 10-15 percent c. 40-50 percent d. 80-90 percent

c. 40-50 percent

As an appraiser, one should try to do all of the following EXCEPT: a. minimizing criticism. b. identifying the source of ineffective performance. c. changing the person, not the behavior. d. being supportive and demonstrating that one cares.

c. changing the person, not the behavior.

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions, the performance management system may suffer from: a. rater bias. b. lack of reliability. c. criterion deficiency. d. criterion contamination.

c. criterion deficiency.

A feedback training program for performance appraisal raters should cover at least all of the following areas EXCEPT: a. diagnosing the root causes of performance problems. b. setting goals and objectives. c. developing independent learning objectives. d. effective communication techniques.

c. developing independent learning objectives

The appraisal interview: a. is most suitable for the supervisor to give feedback on past performance and should not be used for developmental purposes. b. should take place in one session in order to give the employee a complete view of his or her performance. c. should be held in two segments because the rater must perform the role of both evaluator and counselor. d. can be divided into two sessions, though this is not advisable.

c. should be held in two segments because the rater must perform the role of both evaluator and counselor.

Performance-related behaviors such as leadership ability, ability to delegate, and employee supportiveness may best be appraised by: a. peers. b. the manager/supervisor. c. subordinates. d. the management team.

c. subordinates.

The choice of an appraisal method should be largely based on: a. the preferred technique of the personnel department. b. the reaction of employees. c. the purpose of the appraisal. d. what skills the developer of the system possesses.

c. the purpose of the appraisal.

Which of the following is NOT a component of the Balanced Scorecard approach? a. Customer b. Financial c. Learning d. Competitor

d. Competitor

Which of the following is NOT an advantage of the trait method of appraisals? a. Inexpensive to develop b. Easy to use c. Uses meaningful dimensions d. Low potential for rating errors

d. Low potential for rating errors

Requirements for a successful management by objectives (MBO) program include all of the following EXCEPT that: a. goal statements must be accompanied by descriptions of how they will be accomplished. b. the results must be under the control of the employee. c. timeframes for when the goals are to be reviewed and evaluated need to be established. d. both trait and critical incident objectives must be set.

d. both trait and critical incident objectives must be set.

A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low ratings is referred to as a(n): a. halo error. b. recency error. c. leniency or strictness error. d. error of central tendency.

d. error of central tendency.

If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or her own superiors, this is an example of: a. criterion deficiency. b. administrative appraisal purpose. c. criterion contamination. d. organizational politics.

d. organizational politics.

If a performance standard is found to be stable or consistent over time, it is said to be: a. valid. b. free from contamination. c. relevant. d. reliable.

d. reliable.

The main disadvantage of a behaviorally anchored rating scale (BARS) is that it: a. is useful only for manual jobs. b. has a negative reputation among HR professionals. c. requires considerable legal "vetting" by a skilled attorney. d. requires considerable time and effort to develop.

d. requires considerable time and effort to develop.

A problem with performance appraisal is that it: a. tends to be a bottom-up process. b. identifies weaknesses of employees as well as strengths. c. tends to be objective and consistent. d. tends to focus on short-term objectives rather than long-term learning.

d. tends to focus on short-term objectives rather than long-term learning.