Management 461 Ch. 11

The performance of hourly workers is more accurately tied to quantifiable measures than the performance of managerial workers.

False

The total-quality-management advocates contend that informing raters that the work environment has more influence on performance than individual employee behavior will make the raters' rate lower.

False

When raters must justify their scoring of subordinates in writing, the rating is less accurate.

False

MBO requires more paperwork than other rating methods and increases both performance pressure and stress.

True

Performance-standard training provides raters with a standard of comparison or frame of reference for making appraisals.

True

Some experts argue that applying total-quality-management principles to performance appraisals can improve them.

True

Among peer raters, the most objective evaluations are given by: workers who are friends of the ratees. workers who are not close friends with ratees. high-performing workers. low-performing workers.

high-performing workers

Deming's major argument regarding performance appraisals is that: the work situation is the major determinant of performance. performance appraisals reduce teamwork. peer ratings are better than supervisor ratings. lack of training makes performance appraisals redundant.

the work situation is the major determinant of performance

A study of ratings of managers found that approximately only _____ percent of the managers were rated below average. 30 20 10 5

5

In which of the following jobs is it most appropriate to use behaviorally anchored rating scales? The job of a trainer that requires training new employees every month The job of a web designer that requires designing websites according to client expectations An assembly line job that requires tightening nuts on an engine A client relations job that requires bringing in new clients to a firm

An assembly line job that requires tightening nuts on an engine

When a job involves very routine, mechanistic tasks, the most appropriate appraisal format is: BARS. MBO. standard rating scales. alternation ranking.

BARS

_____ is the best appraisal format across the five criteria for evaluating rating formats. Ranking MBO BARS Standard rating scales

BARS

During the performance review of her employees, Sarah gives higher ratings to employees from her hometown, Oklahoma, as she believes that people from Oklahoma are hard working and trustworthy. Which of the following rating errors is Sarah exhibiting? Severity error Horn error Spillover error Clone error

Clone error

Which of the following is a negative outcome of the management by objectives method? Increased difficulty of the planning process Decrease in superior/subordinate communication Increase in performance pressure and stress Lack of direction for work units

Increase in performance pressure and stress

Which of the following is NOT true regarding performance appraisals? Race has no effect in layoff decisions. Males are rated higher than females. Raters with traditional stereotypes rate females less accurately. Variation in performance affects ratings.

Race has no effect in layoff decisions

Which of the following is statements is true of leniency errors? It is the error of consistently rating someone higher than is deserved. It is the error of avoiding extremes in ratings across employees. It is the error of downgrading an employee across all performance dimensions exclusively because of poor performance on one dimension. It is the error of giving better ratings to individuals who are like the rater in behavior and personality.

It is the error of consistently rating someone higher than is deserved

Louie received the highest performance rating and is in the second quartile of his pay range. He received a pay increase of 8 percent. Bart also received the highest performance rating and is in the fourth quartile. Given the way most merit increase grids work, what size of pay increase would you expect Bart to receive? Less than 8 percent More than 8 percent 8 percent There is no relationship between ratings and position in pay range.

Less than 8 percent

Jake's new car was dented by his employee, Steve. Ever since then, Jake has been consistently giving lower ratings to Steve during performance reviews to get back at him. Which of the following errors has been exhibited by Jake? Halo error Severity error Leniency error Clone error

Severity error

Last year your performance was not very good and your performance rating was below average, but this year you have done very well by exceeding your performance goals. To your surprise, your boss gives you just an average performance rating. What error has your boss most likely committed? Horn error Halo error Severity error Spillover error

Spillover error

Which of the following is NOT a strength of supervisors as raters? They are knowledgeable about subordinates' jobs. Their ratings are immune to halo and leniency errors. Supervisors have rating experience. They assign work to subordinates.

Their raters are immune to halo and leniency errors

Which of the following is NOT true regarding self-ratings? They are done by someone who has the most complete knowledge about the ratee's performance. They are best used for development. They are often used as the first step in the appraisal process. They are immune to leniency errors.

They are immune to leniency errors

Which of the following statements is true regarding rater training? Training programs lasting over two hours are less successful than shorter ones. Rater-error training is more effective than performance-standard or performance-dimension training. Lectures to raters on how to improve ratings are always ineffective. Training to reduce halo errors and improve accuracy has been most successful.

Training to reduce halo errors and improve accuracy has been most successful

During performance appraisals, managers tend to focus on either good performance, counterproductive performance, or both

True

Employees who are dissatisfied with performance appraisals are less satisfied with their pay.

True

For the same level of performance, employees low in a pay range receive higher percentage increases than employees higher in the range.

True

In contrast to ranking formats, rating formats require raters to evaluate employees on some absolute standard rather than relative to other employees.

True

Keeping a performance diary can help employers defend against discrimination charges stemming from performance ratings.

True

Supervisors tend to weigh negative attributes more heavily than positive attributes.

True

The central issue involving merit pay is how to get employees to view raises as a reward for performance.

True

Which of the following statements is NOT true? Workers who start out high in performance and then get worse are rated lower than workers who remain consistently low. Workers whose performance improves over time are seen as more motivated. Workers whose performance is consistently average are rated higher than those who perform better at the end of a rating cycle. Workers whose performance varies over time are seen as less motivated.

Workers whose performance is consistently average are rated higher than those who perform better at the end of a rating cycle

In situations where the nature of the task is so uncertain that it may be difficult to specify expected goals, the most appropriate rating format is _____. an MBO format a standard rating scale a behaviorally anchored rating scale an essay format

a standard rating scale

In _____ ranking, raters look at a list of employees, decide who the best employee is, and cross that person's name off the list. From the remaining names, the manager decides who the worst employee is and crosses that name off the list—and so forth. paired-comparison straight alternation forced distribution

alternation

Subordinate ratings _____. are likely to be inflated if they are not anonymous are immune to halo errors are immune to horn errors are used by 70 percent of all team-style organizations

are likely to be inflated if they are not anonymous

All of the following are categories of rater training EXCEPT _____ training. rater-error performance-standard behavior modeling performance-dimension

behavior modeling

A horn error occurs when an employee is: consistently rated higher than deserved. given a favorable rating on all job duties based on his or her impressive performance in just one job function. downgraded across all performance dimensions because of poor performance on one dimension. consistently rated lower than deserved.

downgraded across all performance dimensions because of poor performance on one dimension

Teaching raters what constitutes good, average, and poor performance is _____ training. performance-standard rater-error performance-dimension Six-Sigma

performance-standard

A major criticism of standard rating scales is that: raters have different definitions of scale levels. raters find them hard to use. they are expensive to develop. they encourage halo and horns errors.

raters have different definitions of scale levels

The best appraisal format for employee development is: the BARS format. the MBO format. the essay format. the ranking format.

the MBO format

MBO is particularly well suited as a basis for administrative decisions such as pay raises.

False

Which of the following types of rankings would be least preferred by managers of more than 10-15 employees? Straight ranking Alternation ranking Paired-comparison ranking Forced distribution ranking

Paired-comparison ranking

Central tendency errors are the most difficult form of error to eliminate.

False

Halo error is the error that occurs when an employee is downgraded across all performance dimensions exclusively because of poor performance in one dimension.

False

Rankings are more popular among managers than ratings as they are less complex.

False

The behaviorally anchored rating scales are inexpensive to develop but time-consuming to use.

False

Which of the following rating formats has the lowest rating errors? Standard rating scales BARS MBO Ranking

MBO

The most common form of outcomes-based appraisal is: the essay method. MBO. the performance standards review. the BARS.

MBO