quiz 5
As an appraiser, one should try to do all of the following EXCEPT:
Changing the person, not the behavior
The appraisal interview should be divided into two sessions, one each for:
Performance review and employee's growth plans
If one rates an average employee's performance high because they compared the employee to poor performers, one commits a
contrast error
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:
criterion deficency
In most instances, who is in the best position to perform the function of evaluating an employee's performance?
employees supervisor
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):
error of central tendency
Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?
forced distribution method
If one rates an employee's performance largely on the basis of the employee's recent behavior, one commits a:
recencency error
Developmental purposes of performance appraisal include all of the following EXCEPT:
validating sectional procedures
What is the first step in the management b objectives (MBO) process?
develope organization goals and metrics