Chapter 10 Assignment

In order to be legal, a performance appraisal must be

Job-related

Suppose that you are reviewing the results of your employee's performance appraisal with her. Your employee is polite, but doesn't seem to start listening to anything you say until you tell her how her compensation will be changing in the next year. What could you do to prevent this problem?

- Hold separate performance appraisal and compensation discussions. - Prepare performance appraisals and make compensation decisions at different times.

he following table provides examples of actions that managers and employees might take during the performance management process. For each example, determine whether the appraisal is more likely to be administrative or developmental. 1. Jasmine receives a promotion based on her performance appraisal rating. 2. In the course of discussing his performance appraisal, Mike and his manager look for ways to resolve the problems that slow down the assembly line.

1. Administrative 2. Developmental

Why is it necessary to weight the importance of job duties when establishing a performance management system?

Because the importance of job duties varies from job to job

Elodie has been asked to submit a self-appraisal for her next performance review. What is the biggest problem companies encounter with self-appraisals?

Employees can be too lenient when they rate themselves.

Employee rating, employee evaluation, performance evaluation, and performance review are all terms for what?

Performance appraisal

Performance management does all of the following except: A. Separate poor performers from the company B. Provide feedback to employees C. Document performance for personnel records D. Clarify organizational expectations

Separate poor performers from the company

James Barrett, cofounder and co-owner of Metropolitan Bakery, discusses Will, who started in packing and now does maintenance for the organization as well. James says that because Will is successful, he will continue to add more things to his plate. In doing so, James is illustrating which of the following approaches to performance management? a. Administrative determination of transfers and assignments b. Developmental allowance for employees to discuss their concerns c. Administrative performance problems d. Developmental improvements in communication

a. Administrative determination of transfers and assignments

You have been asked to create a training program on performance management for managers. Which of the following items should you include in that training? Check all that apply. a. The process for and timing of performance appraisals b. How to communicate positive and negative feedback c. When and how to discuss training and development goals d. The performance criteria that employees will be rated on

a. The process for and timing of performance appraisals b. How to communicate positive and negative feedback c. When and how to discuss training and development goals d. The performance criteria that employees will be rated on

BARS are considered to be superior to graphic rating scales for measuring performance because they detail the behaviors associated with each level of performance. What are the drawbacks of using BARS for performance appraisal? a. When using BARS, you need to have a different appraisal form for every different type of job in the company. b. BARS are more subject to bias and distortion than other rating scales. c. BARS take a very long time and a lot of effort to develop. d. BARS are not specific enough to be used for effective ratings.

a. When using BARS, you need to have a different appraisal form for every different type of job in the company. c. BARS take a very long time and a lot of effort to develop.

Jessica hates evaluating her employees. She thinks that performance appraisal is a big waste of time, and she does not like to make distinctions between her employees. This year, therefore, she decides to save time and trouble by giving all her employees a "3" or "average rating" on a 5-point rating scale. Given the information, which rating error will Jessica make? a. The halo effect b. The central tendency error c. The recency effect d. The leniency error

b. The central tendency error

In a different video, Wendy, co-owner of Metropolitan Bakery, outlines their clear-cut training program as an orientation, which includes three shifts with a seasoned associate, scripts, quizzes, follow-up quizzes, and constant check-ins. What kind of performance appraisal would be especially effective with this training program? a. A BARS appraisal b. An essay appraisal c. A 360-degree appraisal d. A graphic rating scale

c. A 360-degree appraisal

Appraisal feedback should be focused on _________

coaching and development

Suppose that a manager sees an employee sleeping at his or her desk. The manager writes down a brief description of what happened, and when it is time to give the employee a performance review, the manager uses her write-up to document the reason why she gave the employee a less-than-satisfactory rating. This manager is using the _______________ method of performance appraisal.

critical incident

Results-based

performance ratings tend to be more objective than subjective.