MGT 320 Chapter 8
Emphasizing the negative during a performance appraisal can undermine employee ________. A. engagement B. goals C. compensation D. schedules E. coaching
A. Engagement
Jim has received performance evaluations from his supervisor, his peers, and his customers. Jim has received a(n) ________ evaluation. A. 360- degree feedback B. peer appraisals C. self rating D. appraisal by subordinates E. rating committees
A. 360 - Degree Feedback
Rating someone based on a characteristic such as age, race, or gender is known as ________. A. leniency B. bias C. strictness D. halo effect E. central tendency
B. Bias
Which of the following elements of performance management is about communicating the company's goals? A. Ongoing feedback B. Direction sharing C. Ongoing performance monitoring D. Goal alignment E. Recognition and rewards
B. Direction Sharing
Which of the following elements shows the link between the employee's goals and those of their department and company? A. Ongoing performance monitoring B. Goal alignment C. Ongoing feedback D. Recognition and rewards E. Direction sharing
B. Goal Alignment
Which of the following e-mails progress and exception reports of a person's progress toward meeting performance goals? A. Goal alignment B. Ongoing performance monitoring systems C. Ongoing feedback D. Direction sharing E. Recognition and rewards
B. Ongoing performance monitoring systems
Kristen rated all her employees as "doesn't meet expectations." This could be seen as a ________ performance appraisal error. A. halo effect B. strictness C. leniency D. bias E. central tendency
B. Strictness
Ceasing dependence on inspection to achieve quality is a principle of _______. A. 360-degree feedback B. total quality management programs C. halo effects D. performance appraisals E. performance management
B. Total Quality Management Programs
Which method of performance appraisal combines a quantitative rating with narrative examples of good and poor performance expressed as specific behaviors? A. Ranking B. Paired comparison C. Behaviorally anchored rating scales D. Forced distribution E. Critical incident
C. Behaviorally anchored rating scales
Jill keeps a file for each employee where she notes specific actions, both positive and negative, achievements, and any unusual events. Jill uses this information when she performs a(n) ________ appraisal with her employee. A. forced distribution B. ranking C. critical incident D. paired comparison E. behaviorally anchored rating scales
C. Critical Incident
When a supervisor must tell an employee his or her performance is not satisfactory, they should expect the employee's first reaction to be ________. A. nonchalance B. acceptance C. denial D. aggression E. hostility
C. Denial
Managers can use the appraisal interview to improve their employees' level of ________. A. involvement B. supervision C. engagement D. diversity E. passion
C. Engagement
Terry is impressed with the fact that Sue is always on time and rates her high on dependability. Terry also rates Sue high on job knowledge, even though Sue does not truly understand all her job tasks. Terry has succumbed to the ________ performance appraisal error. A. strictness performance. B. bias C. halo effect D. central tendency E. leniency
C. Halo Effect
Which of the following is NOT one of the six basic elements of performance management? A. Goal alignment B. Direction sharing C. Using information technology D. Coaching and developmental support E. Ongoing performance monitoring
C. Using information technology
Ben has rated all his employees as "average." Because it is likely not all the employees in the department are average employees, it can be said that Ben has committed a ________ performance appraisal error. A. halo effect B. bias C. strictness D. central tendency E. leniency
D. Central Tendency
Which of the following enables management to automate performance management? A. 360-degree feedback B. Graphic rating scale C. Total quality management D. Information technology E. Performance appraisal
D. Information Technology
When a supervisor gives all employees high ratings, it is likely a ________ performance appraisal rating error. A. halo effect B. strictness C. bias D. leniency E. central tendency
D. Leniency
Which of the following occurs when employees are appraised by coworkers? A. 360-degree feedback B. Self rating C. Appraisal by subordinates D. Peer appraisals E. Rating committees
D. Peer Appraisals
Julie's boss has requested she bring her evaluation of her performance to their meeting. Julie has been asked to perform a(n) ________. A. 360-degree feedback B. appraisal by subordinates C. rating committee D. self-rating E. peer appraisal
D. Self-Rating
What is the first step of a performance appraisal? A. Providing feedback to the employee regarding his or her performance B. Assessing the employee's actual performance relative to set work standards C. Discussing departmental goals D. Setting work standards E. Setting departmental goals
D. Setting Work Standards
SMART goals are ________. A. specific, measurable, affordable, reasonable, and timely B. specific, memorable, attainable, reasonable, and timely C. shared, memorable, attainable, relevant, and timely D. specific, measurable, attainable, relevant, and timely E. specific, memorable, attainable, relevant, and timely
D. Specific, Measurable, Attainable, Relevant, and Timely
Which of the following refers to a multistep, companywide, goal-setting, and appraisal program? A. Behaviorally anchored rating scales B. Paired comparison C. Forced distribution D. Critical incident E. Management by objectives
E. Management by objectives
Which of the following elements of performance management provides both face-to-face and computerized feedback regarding progress toward goals? A. Ongoing performance monitoring B. Direction sharing C. Recognition and rewards D. Goal alignment E. Ongoing feedback
E. Ongoing Feedback
Which of the following is the continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization's goals? A. Performance appraisal B. Talent management C. Central tendency D. 360-degree feedback E. Performance management
E. Performance Management
Which of the following can help to eliminate bias and capture different aspects of the employee's performance? A. Peer appraisals B. Appraisal by subordinates C. 360-degree feedback D. Self-rating E. Rating committees
E. Rating Committees