433 Aguinis Chapter 5

Comparative and Absolute

What are the two types of systems used to evaluate competencies?

Differentiating competencies

_________________ allow us to distinguish between acceptable candidates and unacceptable candidates.

Competencies

__________________ are measurable clusters of KSAs that are critical in determining how results will be achieved.

Performance Standard

A _____________ is a yardstick used to evaluate how well employees have achieved each objective.

A Performance Standard

A yardstick used to evaluate how well employees have achieved each objective is called __________________.

False, comparative systems

Absolute systems base the measurement on comparing employees with one another.

True

After determining the accountabilities of a particular job, the next step in measuring results is to determine specific objectives.

Higher risk of leniency, severity, and central biases

All of the following are disadvantages of comparative systems EXCEPT

Essay comparing the employee to other team members

All of the following are examples of absolute systems EXCEPT

True

An indicator is a behavior that suggests whether a particular competency is present.

True

Behaviorally Anchored Rating Scales (BARS) include graphic rating scales that use critical incidents as anchors.

Key Accountabilities

Broad areas of a job for which the employee is responsible for producing results are called __________________.

Spontaneous

Characteristics of good objectives include all of the following EXCEPT

True

Comparative performance measurement systems are better than absolute systems at controlling for several rater biases and errors.

Knowledge, Skills, and Abilities

Competencies are composed of which of the following?

True

Differentiating competencies are competencies that allow us to distinguish between average and superior performers.

False, discourages teamwork and increases competition

Forced distribution encourages teamwork and contextual performance behaviors and reduces competition within an organization.

A Critical Incident Approach

Gathering reports of situations in which employees performed behaviors that were especially effective or ineffective in accomplishing their jobs is an example of _____________________.

False, flexible

Good objectives are set in stone and will not change throughout the performance review period.

Prioritized

Good objectives should have which of the following characteristics.

True

Good performance standards are related to the position, concrete, specific, measurable, practical to measure, meaningful, realistic, achievable, and reviewed regularly.

False, simple rank order system

In an alternation rank order procedure, employees are simply ranked from the best performer to the worst performer.

Forced Distribution

In this type of comparative system, employees are apportioned according to an approximately normal distribution.

True

Key accountabilities are the broad areas of a job for which the employee is responsible for producing results.

False, objectives

Performance standards are statements of important and measurable outcomes.

Objectives

Statements of important and measurable outcomes are called ______________.

False, comparative performance measurement system

The relative percentile method is a type of absolute performance measurement system.

Graphic Rating Scales

The use of ________________ ensure that the response categories are clearly defined, that interpretation of the rating by an outside party is clear, and that the supervisor and employee also understand the rating.

Threshold Competencies

Those which everyone must display in order to do the job at a minimally adequate level.

Indicators

To understand the extent to which a competency is present, we measure _____________.

Absolute

Use of essays, critical incidents, and graphic rating scales would be most appropriate in a _______________ system of evaluating competencies.

Comparative

Use of simple rank order, alteration rank order, and relative percentile would be most appropriate in _______________ systems.

Relative Percentile

When raters are asked to consider all rates at the same time and to estimate the relative performance of each by using a 100 point scale, which method are they using?

Alternation Rank Order

When supervisors select the best, the worst, the second best, the second worst, etc.

Concrete, Realistic, and Reviewed Regularly

Which of the following characteristic of good performance standards?

Quality, Quantity, and Time

Which of the following characteristics can be used to judge the extent to which an objective has been achieved?

Absolute

_____________ systems base the measurement on comparing employees with specified performance standards.

Threshold Competencies

________________ are competencies that each employee needs to display to do the job to a minimally adequate standard.