quiz 5

As an appraiser, one should try to do all of the following EXCEPT:

Changing the person, not the behavior

The appraisal interview should be divided into two sessions, one each for:

Performance review and employee's growth plans

If one rates an average employee's performance high because they compared the employee to poor performers, one commits a

contrast error

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions, the performance management system may suffer from:

criterion deficency

In most instances, who is in the best position to perform the function of evaluating an employee's performance?

employees supervisor

A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low ratings is referred to as a(n):

error of central tendency

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

forced distribution method

If one rates an employee's performance largely on the basis of the employee's recent behavior, one commits a:

recencency error

Developmental purposes of performance appraisal include all of the following EXCEPT:

validating sectional procedures

What is the first step in the management b objectives (MBO) process?

develope organization goals and metrics