HR MGNT- Chapter 8

"Coming to Appointments: 30 minutes early, 15 minutes early, 5 minutes early, on time, 5 minutes late, 15 minutes late, never arrive." This scale would most likely be associated with what performance appraisal method? A: BARS B: Organic behavior scale C: Checklist D: Critical incident scale E: MBO

A: BARS

Which performance management technique involves the description of a large number of actions on the part of the employee, and then classifies these incidents into performance dimensions along a continuum? A: Behaviorally anchored rating scale B: Operational rating scale C: Ranking D: Critical incidents E: MBO

A: Behaviorally anchored rating scale

Richard received a low score on his performance appraisal because he did not create project-specific data management plans as part of his job as a clinical data manager. However, Richard has not received training on creating such plans and will likely get a low score on this part of his appraisal again next year. This suggests Richard's appraisal falls short of which reason for conducting performance appraisals? A: Communication B: Decision making C: Motivation D: Ranking E: Punishing

A: Communication

When a performance appraisal process is valid, what does that mean? A: It is a factual measure; it measures the process that you want to measure B: It is consistent with all other measures C: It has been shown to be reliable in all employment situations D: It is acceptable to all parties E: It is feasible to use

A: It is a factual measure; it measures the process that you want to measure

_________ is mentally classifying a person into an affinity group and then identifying the person as having the same assumed characteristics as the group. A: Stereotyping B: Proximity C: Contrast D: Attribution E: Recency

A: Stereotyping

Trevor is well liked by his manager and all his coworkers. He is fun to be around and makes people laugh. His work performance is average, but his manager gave him an excellent rating on his performance appraisal. It is likely his manager made an error due to _______. A: bias B: stereotyping C: contrast D: distribution E: ranking

A: bias

To provide accurate performance appraisals, Samantha keeps a box of index cards on each of her employees. When an employee does something particularly well or particularly poorly, Samantha writes the event down on a card and puts it in that employee's box. It appears Samantha is using the ______ method of performance appraisal. A: critical incidents B: management by objectives C: narrative method D: behavioral anchored rating E: qualitative method

A: critical incidents

Alyssa's manager has asked her to complete a review of Alyssa's past six months on the job. Next week, Alyssa will sit down with her manager to go over the review and receive her manager's feedback on her work for the past six months. Alyssa and her manager are engaged in ________. A: performance appraisal B: performance management C: performance monitoring D: performance planning E: work documentation

A: performance appraisal

In step two of the performance appraisal process, "develop standards" refers to ___________________. A: standards of acceptable behavior B: federal standards of equal opportunity C: production standards D: process improvement E: work documentation

A: standards of acceptable behavior

In considering two employees for a promotion, Keith decided to nominate the more attractive and extroverted candidate. It appears Keith based his promotion appraisal on ________. A: traits B: behaviors C: results D: incidents E: None of the above

A: traits

Nicole is rating her employees on _______ when she assigns them scores on items such as "conscientiousness" and "critical thinking ability." A: traits B: behaviors C: results D: incidents E: None of the above

A: traits

Jungmin's job as a biomedical engineer involves conducting research on the engineering aspects of the biological systems. Most important are his written reports on his findings. Jungmin's supervisor based Jungmin's performance appraisal on the reports. It is likely that Jungmin's performance appraisal is _________. A: valid B: reliable C: based on mission and objectives D: feasible E: negative

A: valid

What is probably the most commonly used form during formal performance appraisal? A: Checklist B: Graphic Rating Scale C: Ranking D: Narrative E: MBO

B: Graphic Rating Scale

In what type of method are annual performance goals established jointly between the manager and employee? A: Productivity measurement and evaluation systems B: MBO C: Assessment centers D: Critical incidents E: OB modification

B: MBO

To be accurate, objectives should be SMART. What does the M in SMART stand for? A: Memorable B: Measurable C: Mechanistic D: Methodical E: Multifaceted

B: Measurable

_______________ is the process of identifying, measuring, managing, and developing the performance of the human resources in an organization. A: Performance appraisal B: Performance management C: Production management D: Work documentation E: Performance monitoring

B: Performance management

Casey's performance appraisal indicated that she was good at managing client relationships. Casey asked her supervisor for more details and was simply told, "You just do a good job in that area." What aspect of good performance appraisals does Casey's appraisal appear to be missing? A: Reliable B: Specific C: Accepted D: Feasible E: Positivity

B: Specific

When appraising a paramedic, Derrick based his appraisal on the individual's performance on emergency diagnostic and treatment procedures. It appears that Derrick is basing his appraisal on ________. A: traits B: behaviors C: results D: incidents E: None of the above

B: behaviors

As a result of his last performance appraisal, Deron finally got the promotion he has been seeking for three years. His supervisor agreed with Deron that his performance had improved and that Deron was ready to take on more responsibility. This is an example of the _______ reason for conducting performance appraisals. A: communication B: decision making C: motivation D: ranking E: punishing

B: decision making

To avoid performance appraisal problems, managers should do all of the following EXCEPT: A: use multiple raters. B: let employees determine their initial evaluation grade. C: give the measure the OUCH and Blanchard tests. D: train all evaluators. E: minimize trait-based evaluations whenever possible.

B: let employees determine their initial evaluation grade.

As part of her job as a stock clerk, Breanna is required to take inventory to identify items to be restocked. At the beginning of each quarter, Breanna and her manager set a goal for reducing the amount of time it takes to get items restocked. This quarter, her goal is to reduce the time by 10%. At the end of the period, Breanna will review her numbers with her manager. If she has reduced the restock times by 10%, she will receive a raise. Breanna's performance appraisal is done using the ______ method. A: critical incidents B: management by objectives C: ranking D: behavioral anchored rating E: qualitative ranking

B: management by objectives

In step one of the evaluative performance appraisal interview, the appraiser should open the interview with ________. A: a strength of the person being appraised B: small talk C: asking the person being appraised for a self-evaluation D: areas for improvement E: the assessment plan

B: small talk

When the ad manager looked at the employee's proposed advertisement and said "you must do better than that," the performance measure did not meet the test of being: A: valid B: specific C: feasible D: based on mission E: acceptable

B: specific

Evaluation of a salesperson's "tenacity" and "enthusiasm" is known as a ________ appraisal. A: behavior B: trait C: results D: process E: punishing

B: trait

______________ analyze individual performance on all sides. A: Bi-level evaluations B: Blanchard tests C: 360-degree evaluations D: Omega tests E: Full-view evaluations

C: 360-degree evaluations

As individuals become more knowledgeable and skilled in their work, how will they view their ability to do their job? A: Extremely overestimate B: Slightly overestimate C: Accurately estimate or even underestimate D: Massively underestimate E: Underestimate in mental jobs and overestimate in physical jobs

C: Accurately estimate or even underestimate

Which performance appraisal method is most associated with file folders of positive and negative performance of employees? A: Narrative method B: BARS C: Critical incidents D: MBO E: Ranking method

C: Critical incidents

Which one of the following is NOT true of peers as a source of performance information? A: Peers may know the job requirements better than a supervisor in some cases. B: Peers can evaluate the ability of others to interact within the group or team better than supervisors in many cases. C: Research regarding validity of peer evaluations is overwhelmingly clear on their lack of bias. D: Peer ratings are particularly useful when supervisors do not have the opportunity to observe employees. E: All of the above are true.

C: Research regarding validity of peer evaluations is overwhelmingly clear on their lack of bias.

Marc's manager saw him come back late from lunch one day. Marc was late because he had been working out a problem with a client. However, Marc's manager assumed Marc just took a long lunch because Marc is a slacker. It is likely his manager made a(n) _______ error. A: stereotyping B: bias C: attribution D: proximity E: ranking

C: attribution

Craig is starting a new business and looking for an easy-to-use performance appraisal method that he can apply to every job in the organization, from the top manager to the cleaning staff. Craig should probably adopt the ______ method of performance appraisal. A: ranking B: management by objectives C: graphic rating D: behavioral anchored rating E: qualitative ranking

C: graphic rating

Megan is considering who to promote into a new position. She asks each of her supervisors to write an appraisal of their employees describing each employee's strengths and weaknesses. Megan is requesting supervisors use the ________ method of performance appraisal. A: ranking B: management by objectives C: narrative method D: behavioral anchored rating E: qualitative ranking

C: narrative method

Duran went to the same college as his manager. The two often speak of the college's sports and traditions together. Although Duran is a below-average performer, his manager gives him an average rating on his performance appraisals. It is likely his manager made an error due to _______. A: contrast B: attribution C: similarity D: recency E: ranking

C: similarity

Which of the following is NOT a step in preparing for the developmental performance appraisal interview? A: Make an appointment B: Have employee develop objectives and plans for improving performance C: Develop objectives and plans for improving performance D: Assess the employee's performance E: Ranking the employee

D: Assess the employee's performance

When using subordinates to evaluate employees' performance, ________ must be maintained. A: transparency B: safety C: integrity D: anonymity E: ranking

D: anonymity

Cole's performance appraisal describes his actions along a continuum. For example, when it comes to customer service, he receives a 1 if he regularly ignores customers, a 3 if he regularly greets customers, and a 5 if he regularly greets customers and asks how he can help. It appears Cole is using the ______ method of performance appraisal. A: ranking B: management by objectives C: graphic rating D: behaviorally anchored rating E: qualitative ranking

D: behaviorally anchored rating

If a manager considers one employee at a time and circles a number/word on a continuum to signify the degree to which that employee meets a criterion, he/she is likely to be using a(n): A: mixed standard scale. B: MBO scale. C: critical incidents scale. D: graphic rating scale. E: behavioral initialization scale.

D: graphic rating scale.

Jenna creates a very generic evaluation form which she can use for most employees, regardless of the types of jobs the employees perform. This evaluation form is too generic and will not be useful for modifying employee behavior. Jenna's form is not _________. A: acceptable B: feasible C: valid D: specific E: negative

D: specific

When evaluating employees based on behaviors, we are assessing them based on ________. A: their attitudes B: their opinions C: the things they think D: the things they say and do E: None of the above

D: the things they say and do

What would be an example of informal performance appraisal? A: Graphic rating scale B: Job analysis C: Job evaluation D: MBO E: Coaching

E: Coaching

According to most research, how do employees (especially younger and less experienced employees) generally view their ability to do their job? A: Extremely underestimate B: Slightly underestimate C: Underestimate in physical jobs and overestimate in mental jobs D: Accurately estimate E: Overestimate

E: Overestimate