Chapter 10: Performance Appraisal and Career Management
Performance appraisals cannot accomplish their goals if: A. Managers and employees do not use the same set of standards to rate performance.. B. There are no false negative or false positive errors in the selection process. C. The immediate supervisors of employees play the largest role in the employee's appraisal process. D. Appraisals are not conducted for less than 30 employees at a time.
A. Managers and employees do not use the same set of standards to rate performance..
Which of the following rating errors occurs when a manager gives low ratings to all employees by holding them to an unreasonably high standard? A. a severity error B. a Halo error C. a horns error D. a leniency error
A. a severity error
Which of the following is most likely an example of a special career counseling program? A. A conference organized by an investment firm about new banking Solutions in the resulting career opportunities for its executives. B. A session conducted by a firm for the benefit of its employees who belong to minority groups to integrate them into the daily activities of the firm. C. A workshop conducted by a software development firm to update all its employees on the latest developments in the field of Information Technology. D. A one-on-one interaction between an employee and his supervisor to discuss the employee's performance in the last fiscal quarter.
B. A session conducted by a firm for the benefit of its employees who belong to minority groups to integrate them into the daily activities of the firm.
Which of the following statements is true of the forced distribution method of performance appraisal? A. It requires managers to maintain a log or diary of effective and ineffective employee behaviors. B. It takes away the power of organizations to control how much money is spent on Merit pay. C. It results in normal distribution of performance ratings. D. It involves comparing each individual employee with every other individual employee.
C. It results in normal distribution of performance ratings.
Most companies with a reputation to be great places to work: A. Prevent employees from reaching the disengagement stage of their careers. B. encourage voluntary retirements. C. have formal career planning systems for their managers. D. use the force distribution method for appraising performance.
C. have formal career planning systems for their managers.
True or False The Establishment stage is the first stage of a typical career.
False
True or False A 360-degree appraisal uses performance information collected from people on two sides of a manager, above and below.
False
True or False A central tendency error occurs when one positive performance characteristic causes a manager to rate all other aspects of performance positively.
False
True or False An individual's supervisor is the least likely person to rate the individual and his or her performance appraisal.
False
True or False Contextual performance refers to tasks that an employee is expected to perform as part of his or her job responsibilities.
False
True or False In an organization, career management is independent of the performance management process.
False
True or False In the context of rating errors, a contrast error occurs when a manager assigns relatively High or lenient ratings to all employees.
False
True or False Performance appraisals that show evidence of disparate impact must be validated the same as any selection technique.
True
True or False A critical incident is an example a particularly good or bad employee performance.
True
True or False In the context of performance rating methods, the specific dimensions measured by graphic rating scales are not typically based on job analysis.
True
