MGT461 Chapter 11

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

5

In which of the following jobs is it most appropriate to use behaviorally anchored rating scales?

An assembly line job that requires tightening nuts on an engine

Which of the following rating formats has the lowest rating errors?

MBO

Subordinate ratings _____.

are likely to be inflated if they are not anonymous

All of the following are categories of rater training EXCEPT _____ training.

behavior modeling

Which of the following is the best appraisal format in terms of legal defensibility?

BARS

When a job involves very routine, mechanistic tasks, the most appropriate appraisal format is:

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?

Clone error

Which of the following is a negative outcome of the management by objectives method?

Increase in performance pressure and stress

Which of the following is statements is true of leniency errors?

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

The most common form of outcomes-based appraisal is:

MBO.

Which of the following types of rankings would be least preferred by managers of more than 10-15 employees?

Paired-comparison ranking

Which of the following is NOT true regarding performance appraisals?

Race has no effect in layoff decisions.

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?

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?

Spillover error

Which of the following is NOT a strength of supervisors as raters?

Their ratings are immune to halo and leniency errors.

Which of the following is NOT true regarding self-ratings?

They are immune to leniency errors.

Which of the following statements is true regarding rater training?

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

Which of the following statements is NOT true?

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 _____.

a standard rating scale

A horn error occurs when an employee is:

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

Among peer raters, the most objective evaluations are given by:

high-performing workers.

Telling raters that sometimes the work environment and system affect job performance more than the individual employee's behavior:

leads to higher ratings.

Teaching raters what constitutes good, average, and poor performance is _____ training.

performance-standard

The best appraisal format for employee development is:

the MBO format.

Deming's major argument regarding performance appraisals is that:

the work situation is the major determinant of performance.

_____ is the best appraisal format across the five criteria for evaluating rating formats.

BARS

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.

alternation