CH. 6 WUP & Quiz

16. _________ Consists of a series of standardized evaluations of behavior based on multiple inputs. Over a two or three day period (away from the job), trained observers make judgements in managers' behavior in response to specifically developed exercises. These exercises may consist of in basket exercises, role playing, and case analyses, as well as personal interviews and psychological tests.

An assessment centers

6. In a performance appraisal system, this technique begins by selecting a job that can be described in observable behaviors. Managers and personnel specialists then identify these behaviors as they relate to superior or inferior performance.

Behaviorally anchored rating scale (BARS)

17. Joe is a manager at an organization. He has to rate all of his employees this month for their performance appraisal on a 5 point scale, ranging from 1 ("did not meet expectations") to 5 ("far exceeded expectations"). When he is done, he realizes he gave almost everyone a "3". What error is Joe experiencing?

Central tendency error

5. In this performance appraisal method, supervisors record incidents, or examples, of each subordinate's behavior that led to either unusual success or unusual failure on some aspect of the job. These incidents are recorded in a daily or weekly log under predesignated categories

Critical incident technique

12. Jan is a manager at an organization. She knows that they have a performance appraisal criteria that is called "Leadership". She is worried that personal biases may cause some managers to evaluate different identity groups differently on this dimension of the performance appraisal as it's up to the manager's discretion. To reduce this potential bias, which one of these would be a reasonable recommendation for Jan to make in regards to future performance appraisals?

DON'T KNOW

1. Under management by objectives (MBO) it is the sole responsibility of the employee to come up with goals and objectives for the coming time period

False

4. Performance appraisal systems are almost never tied to the reward systems in an organization (e.g., bonuses, promotions)

False

15. Although this method appears in many formats, the supervisor or rater is typically presented with a printed or online form that contains both the employee's name and several evaluation dimensions (quantity of work, quality of work, knowledge of job, attendance). The rater is then asked to rate the employee by assigning a number or rating on each of the dimensions.

Graphic rating scale

18. Examples of intrinsic awards in an organization might include...

Greater autonomy given to the employee going forward

8. Joe is a manager of Susan. When it comes time for the performance appraisal, Joe thinks about how nice Susan is. She's always so friendly in the hallway! Therefore, Joe gives Susan high marks on her performance evaluation in categories like quality, quantity, teamwork, and leadership. What error is Joe experiencing?

Halo

19. When done well, _________ provide a means of systematically evaluating employees across various performance dimensions to ensure that organizations are getting what they pay for. They provide valuable feedback to employees and managers, and they assist in identifying promotable people as well as problems.

Performance appraisal systems

2. Joe is a manager at an organization. He is doing a yearly performance appraisal of Susan. He knows that Susan had just finished a big project a few days ago and it was a huge success! He was so proud of Susan and had even given her an award. He therefore gives Susan all excellent ratings in her performance evaluation. What kind of error may Joe be demonstrating?

Recency error

3. Margaret is an employee at an organization. She is usually given a performance appraisal once every year in January. She tends to not work particularly hard February through November, but then tries really hard in December and January. She often makes sure that she is extra friendly to her boss in these months as well and shows up on time to work every day. Her boss tends to always remark that she has been so friendly recently and her performance appraisal always has the highest score. What error might Margaret's boss have that she has noticed and is capitalizing on?

Recency error

13. The major difference between a Behavioral Observation Scale (BOS) and a Behaviorally Anchored Rating Scale (BARS) is...

The BOS is less demanding on the evaluator

10. As documented in your text, pay secrecy may negatively affect performance

True

11.. One of the key components of a successful incentive plan is that employees understand how the plan works and they understand what they must do to reach the objectives of the plan

True

14. When well done, performance appraisals should accomplish self development, as well as assist with Feedback to employees, reward systems, personnel decisions, and training and development

True

7. A Scanlon Plan is a type of Gain Sharing Plan

True

9. The main difference between central tendency error and strictness error is...

What the average rating of the individuals are in the appraisals or on the scale (central point or low point)