MGMT 2115 - CH Quiz

The simple ranking method of performance appraisal:

involves having the manager list each member of a particular work group or department from top to bottom based on overall performance.

Which of the following is a responsibility of the ratee in the performance-appraisal process?

The ratee should acquire information about the performance of his or her coworkers.

Which of the following is an advantage of the forced-distribution method of performance appraisal?

It results in a normal distribution of performance ratings.

A central tendency error occurs when a manager:

tends to rate all employees as average.

A horns error is a rating error that occurs when:

the rater downgrades other aspects of an employee's performance because of a single performance dimension.

Which of the following statements is true of organizational citizenship behaviors?

They are never stated as formal requirements of a job.

Which of the following statements is true of performance appraisals based on behaviors?

They tend to be based on job analysis.

Identify a true statement about legal issues in performance appraisals.

When performance appraisals are used as the basis for human resource decisions, they are considered the same as any other test under the law.

Which of the following performance-appraisal methods represents a combination of the graphic rating scale and the critical incident method?

A behaviorally anchored rating scale appraisal system

Ricardo, a team leader, was impressed by the manner in which Keith, one of his team members, handled a technical problem in a software product. During the annual performance appraisal, Ricardo gave Keith a high rating because of his exceptional technical skills. Moreover, he gave Keith positive feedback and high ratings on all other aspects even though Keith is not a team player and is not punctual. Which of the following rating errors did Ricardo make in the given scenario?

A halo error

Gerald, a manager at an investment firm, is conducting performance appraisals for his subordinates. He is not satisfied with the communication skills of Alfred, one of his subordinates, and hence considers Alfred to be poor in all other aspects as well. As a result, he gives Alfred low ratings in all performance dimensions. Which of the following rating errors does Gerald make?

A horns error

Which of the following is a difference between a performance appraisal and performance management?

A performance appraisal is specific in nature, whereas performance management is a general set of activities.

Which of the following is an example of a special program in career counseling?

A session conducted for the benefit of women employees who join work after a maternity break to get them up to speed with the developments in the firm

Identify the final step in effective career planning.

Career counseling

Which of the following statements is true of a behaviorally anchored rating scale (BARS)?

Developing a BARS is a complicated and often expensive process.

In the context of performance rating errors, which of the following rating errors is associated with severity and leniency?

Distributional errors

Eileen is the newly appointed team leader of the sales team at Bethet Inc. The senior manager, whom Eileen reports to, wants to gather information about how well she has been able to motivate her team to work effectively. In this case, who among the following would most likely be the best source of information?

Eileen's subordinates

In the context of the performance-appraisal process in an organization, which of the following is a role of the organization?

Ensuring that clear and specific performance standards are available to managers for rating employees

In the context of the issues faced by older workers and the decision to retire, which of the following is a true statement?

Individuals are more likely to retire when they have the financial resources needed to maintain their preretirement lifestyles.

Which of the following is true of a 360-degree appraisal system?

It allows an organization to obtain information on an employee's performance from all perspectives.

Which of the following statements is true of rating traits?

It allows an organization to use the same appraisal instrument for all or most employees.

Which of the following statements is true of the establishment stage of a traditional career?

It generally encompasses an individual's late twenties through mid- to late thirties.

Which of the following best defines the forced-distribution method of performance appraisal?

It is a method that involves grouping employees into predefined frequencies of performance ratings.

Which of the following statements is true of career-counseling programs?

Organizations have both formal and informal career-counseling programs.

Which of the following statements is true of career management?

Organizations involved in career management can find themselves with a large pool of talented individuals.

In the context of the performance-appraisal process, which of the following relies on instances of especially good or poor performance on the part of the employee?

The critical incident method

Which of the following is the first stage in the traditional model of career stages?

The exploration stage

In the context of the performance-appraisal process, which of the following is based largely on the extent to which individuals meet their personal performance objectives?

The goal-based system

The managers of an organization are given an employee evaluation form that has many questions and several options for each question. One such question is as follows:The employee shows initiative in improving work quality. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree The managers are asked to select the most appropriate option. In the given scenario, which of the following methods of performance appraisal is the organization using?

The graphic rating scale

Which of the following phases of career planning requires that people analyze carefully what they perceive to be their own abilities, competencies, skills, and goals?

The individual assessment phase

In the context of performance-appraisal methods, a relatively new innovation called computer monitoring _____.

allows managers to electronically supervise employee productivity

Helena, a team manager, is conducting annual performance appraisals for her team members. She compares the performance of each team member with that of the other team members rather than using a standard set of parameters to assess the performance of each member. In the given scenario, Helena makes a _____.

contrast error

The rating error that occurs when people are compared against each other instead of against an objective standard is referred to as a _____.

contrast error

Josephine, a senior manager at an advertising firm, has cut back on her work responsibilities and has lately been losing complete interest in her job. She wants to spend more time with her family and pursue her hobbies. As a result, she is thinking about leaving her job and taking up part-time work. In the context of the traditional model of career stages, Josephine is most likely in the _____.

disengagement stage of her career

Performance management is the:

general set of activities carried out by an organization to improve employee performance.

A halo error is a rating error that occurs when:

one positive performance characteristic of an employee causes the rater to rate all other aspects of the employee's performance positively.

In the context of the performance-appraisal process, the rater is responsible for:

preparing the employee to perform at desired levels.

Which of the following statements is true of the behavioral observation scale (BOS) approach?

It is an improvement over the limitations of the behaviorally anchored rating scale (BARS) approach.

Which of the following statements best defines contextual performance?

It refers to tasks an employee does on the job that are not required as part of the job but that nevertheless benefit the organization in some way.

Which of the following is a likely concern of using peers as potential sources of information for performance-appraisal systems?

Peers might be competing for a promotion, which may affect their motivation to be accurate in their peer evaluations.

In the context of the traditional model of career stages, which of the following stages of a typical career involves optimizing talents or capabilities?

The maintenance stage

Dianne, a team leader at a firm, meets with each of her subordinates and sets their annual targets. These targets are objective and quantifiable. During performance appraisal, she evaluates her subordinates based on the targets they were able to achieve. In the given scenario, which of the following is Dianne using for performance appraisal?

The management-by-objectives system

Jaylynn, a manager, is evaluating the performance of his team members by contrasting each member with every other member, one at a time. Which of the following performance-appraisal methods is Jaylynn using in the given scenario?

The paired-comparison method

Aaron, the marketing lead of a newspaper, has been instructed by his manager to increase the number of advertisements published in the newspaper. To achieve this, he instructs his team members to bring in at least 10 new clients every month. During the performance appraisals of Aaron's team members, which of the following performance dimensions should be given the most preference?

The team members' achievement of sales targets

Unlike a behaviorally anchored rating scale (BARS), a behavioral observation scale (BOS) _____.

is used to rate the frequency of an employee's behavior during a rating period