HRM Chapter Six Quiz Questions

Graphic rating scales are the most reliable for rating performance.

False

Setting useful goals is easy to do.

False

The "A" in the acronym for SMART goals stands for ________. A) actionable B) appropriate C) attainable D) asset

Actionable

Which personality trait is associated with performance appraisal ratings that are too lenient? A) agreeableness B) extroversion C) conscientiousness D) openness

Agreeableness

360-degree feedback is sometimes called the wheel of feedback because ratings are collected from all around an employee.

False

A career is the occupational positions one holds at a single organization.

False

Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal? A) peers B) rating committees C) top management D) immediate supervisor

Immediate supervisor

Which of the following is a criticism of the forced distribution method? A) it damages morale B) it promotes unfairly C) it promotes those who play the game well D) None of the above.

It damages morale

The "M" in the acronym for SMART goals stands for ________. A) moderate B) measurable C) meaningful D) merit

Measurable

Peer appraisals have been shown to result in a(n) ________. A) reduction of social loafing in the team B) reduction of group cohesion C) decrease in satisfaction with the group D) tendency to inaccurately predict who would be promoted

Reduction of social loafing in the team

The "S" in the acronym for SMART goals stands for ________. A) specific B) straightforward C) strategic D) support

Specific

The ________ problem occurs when supervisors tend to rate all their subordinates consistently low. A) central tendency B) leniency C) strictness D) bias

Strictness

What steps can organizations take to enhance the promotional and career prospects for their female employees?

There are several steps companies can take to enhance the prospects for women. First, organizations should take the career interests of women employees seriously. They should identify institutional barriers and eliminate them. For instance, requiring late evening meetings disproportionately affects women. Companies should improve the opportunities for networking and mentoring. They should eliminate the glass ceiling; though this is a difficult challenge. Finally, companies can institute flexible schedules to provide women the opportunity to meet their obligations at home and at work successfully. Likewise, instituting career tracks can enable women to periodically reduce their time at work while still remaining on a career track.

The forced distribution method is sometimes referred to as the "rank and yank" method.

True

When different supervisors define levels of performance (good, fair, poor) differently, unfair appraisals could result due to a problem with ________. A) unclear standards B) halo effects C) complexity D) leniency

Unclear standards

Firms that use ________ let subordinates anonymously rate their supervisor's performance. A) downward feedback B) upward feedback C) narratives D) critical incidents

Upward feedback

What process allows top management to diagnose the management styles of supervisors, identify potential "people" problems, and take corrective action with individual supervisors as necessary? A) strategic performance appraisal B) organizational development C) upward feedback D) critical incidents

Upward feedback

Managers following a traditional performance appraisal system will typically meet with employees on a ________ basis. A) weekly B) monthly C) bi-monthly D) yearly

Yearly

Rating committees, made up of an employee's immediate supervisor along with other supervisors, usually have ________ other members. A) 1-2 B) 3-4 C) 6-7 D) 8-9

3-4

In how many ways is performance management different from performance appraisal? A) 4 B) 3 C) 2 D) None

4

Managers who receive feedback from subordinates who identify themselves view the upward appraisal process more negatively than do managers who receive anonymous feedback.

False

What is another term for 360-degree feedback? A) feedback loop B) multi-source feedback C) upward feedback D) wheel feedback

Multi-source feedback

Goals should be challenging, but not so difficult that they appear impossible or unrealistic.

True

In practice, appraisal forms often blend several approaches to appraisal into one.

True

MBO relates an employee's work goals to his or her departmental goals and to the organization's goals.

True

Managers should appraise employees with respect to the specific goals by which he or she expected to be measured.

True

Matching individual strengths and weaknesses with occupational opportunities and threats is the key to the career planning process.

True

Peer appraisals have been shown to have an immediate positive impact on improving task motivation, cohesion, and satisfaction, while reducing social loafing.

True

Performance appraisals assume that the employee understood what his or her performance standards were. True or False

True

Quantitative goals are best.

True

The advantages of the BARS appraisal tool include accuracy, clear standards, and consistency.

True

The basic problem with rankings is that while it is not difficult to identify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others.

True

The critical incident method forces supervisors to consider all the important aspects of an employee's performance.

True

The forced distribution method is similar to grading on a curve meaning that predetermined percentages of those being rated are placed into performance categories.

True

When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide ________. A) reality shock B) a realistic job interview C) disincentive D) a challenge

A realistic job interview

The ________ method of performance appraisal involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked. A) alternation ranking B) graphic rating scale C) MBO D) constant sum rating scale

Alternation ranking

Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information? A) peers B) rating committees C) the employee D) All of the above.

All of the above

Performance appraisals may be conducted by ________. A) the immediate supervisor B) peers C) rating committees D) All of the above.

All of the above

To protect against bias claims when using the forced distribution method employers should ________. A) appoint a review committee to review any employee's low ranking B) train raters to be objective C) consider using multiple raters in conjunction with the method D) All of the above.

All of the above

When using goal setting in performance management, the goals should be ________. A) difficult B) doable C) specific D) All of the above.

All of the above

Which of the following is a reason for the use of performance management in organizations? A) it contributes to total quality B) it is better than performance appraisal C) it is important because it helps in strategic planning D) All of the above.

All of the above

Which of the following is a reason to appraise subordinates' performance? A) appraisals provide important data for promotion and salary decisions B) appraisal let supervisors and subordinates develop plans to correct performance deficiencies C) appraisals serve as useful career planning purposes D) All of the above.

All of the above

Which of the following is a valid appraisal source? A) self-ratings B) 360-degree feedback C) subordinates D) All of the above.

All of the above

Which of the following is a way to increase 360-degree appraisals? A) anchor the 360-degree items with behavioral competencies B) assess the costs of the program and carefully train the people giving and receiving feedback C) make sure the feedback given is productive, unbiased ad development oriented D) All of the above.

Anchor the 360-degree items with behavioral competencies

Which of the following is not one of the guidelines for effective goal setting? A) assign specific goals B) assign measurable goals C) assign challenging but doable goals D) assign consequences for performance

Assign consequences for performance

Which of the following could result in a legally questionable appraisal process? A) conduct a job analysis to establish criteria and standards for successful performance B) base appraisals on subjective supervisory observations C) administer and score appraisals in a standardized fashion D) use clearly defined job performance dimensions

Base appraisals on subjective supervisory observations

Which appraisal method combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance? A) behaviorally anchored rating scale B) graphic rating scale C) alternation ranking D) None of the above.

Behaviorally anchored rating scale

When an employee's personal characteristics such as gender influence a supervisor's evaluation of his or her performance, the problem of ________ has occurred. A) bias B) stereotyping C) central tendency D) halo affect

Bias

The lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment is called ________. A) organizational development B) career management C) career development D) career planning

Career development

________ is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards. A) Organizational development B) Career management C) Career development D) Career planning

Career management

Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of ________. A) organizational development B) career development C) career planning D) training

Career planning

The process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals is called ________. A) organizational development B) career management C) career development D) career planning

Career planning

Some supervisors, when filling in rating scales, tend to avoid the highs and lows on the scale and rate most people in the middle. This ________ means that all employees may be rated average. A) stereotyping B) central tendency C) strictness D) leniency

Central tendency

When conducting an appraisal interview, supervisors should do all of the following except: A) compare the person's performance to a standard. B) encourage the employee to talk. C) give specific examples of poor performance. D) compare the person's performance to that of other employees.

Compare the person's performance to that of other employees

What is the fifth step in the Management by Objectives Method? A) conduct performance reviews and measure the results B) set departmental goals C) discuss departmental goals D) define expected results

Conduct performance reviews and measure the results

One personality study focused on how individual traits influenced the evaluations that students gave their peers. Raters who scored higher on ________ tended to give their peers lower ratings. A) agreeableness B) extroversion C) conscientiousness D) openness

Conscientiousness

With the ________ method, the supervisor keeps a log of positive and negative examples of a subordinate's work-related behavior. A) alternation ranking B) constant sums rating C) narrative forms D) critical incident

Critical incident

What is the fourth step in the Management by Objectives Method? A) set the organization's goals B) set departmental goals C) discuss departmental goals D) define expected results

Define expected results

What is the third step in the Management by Objectives Method? A) set the organization's goals B) set departmental goals C) discuss departmental goals D) define expected results

Discuss departmental goals

Responsibility for career development should always be left to the ________. A) employee B) supervisor C) manager D) career success team

Employee

A properly designed performance management system utilizes yearly meetings to ensure continuous improvement in the employee's capacity and performance.

False

An appraisal interview is used to make plans for new hires as they move through the selection and training process.

False

BARS is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

False

Central tendency is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

False

Most managers are very willing and able to set measurable goals for their subordinates.

False

Once you have a supervisor to conduct a performance appraisal there is no need to worry about anything else.

False

The HR department conducts performance appraisals, develops the appraisal tools, and monitors the appraisal system.

False

The alternation ranking method is the simplest and most popular technique for appraising performance.

False

The barriers for women to advance at work are referred to as the glass ceiling because it is so easy to break through it.

False

The employee, the manager, and the employer should all share the responsibility for an employee's career development and career success.

False

The evidence suggests that participatively set goals consistently result in higher performance than assigned goals.

False

John, the supervisor of the manufacturing department, is in the process of evaluating his staff's performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. John is using a ________ method. A) graphic rating scale B) constant sum ranking scale C) forced distribution D) alternation ranking

Forced distribution

When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the ________ method of performance appraisal. A) constant sum ranking scale B) alternation ranking C) paired comparison D) forced distribution

Forced distribution

Which of the following measurement methods rates employee performance relative to other employees? A) graphic rating scale B) forced distribution C) Likert scale D) critical incident method

Forced distribution

Which performance appraisal technique lists traits and a range of performance? A) alternation ranking B) graphic rating scale C) Likert D) MBO E) constant sum rating scale

Graphic rating scale

________ is defined as the influence of a rater's general impression on ratings of specific ratee qualities. A) Impression management B) Halo effect C) Central tendency D) Bias

Halo effect

Jason is generally considered unfriendly at work. His supervisor rates him low on the trait "gets along well with others" but also rates him lower on other traits unrelated to socialization at work. Jason's performance appraisal may be unfair due to ________. A) impression management B) stereotyping C) halo effects D) strictness

Halo effects

Assessing interests, seeking out career information, and utilizing development opportunities are all part of the ________ role in career development. A) individual's B) manager's C) supervisor's D) company's

Individual's

When subordinates provide feedback for supervisors, the comments should be anonymous because identifiable responses tend to result in more ________. A) critical ratings B) negative attitudes from managers receiving the feedback C) inflated ratings D) All of the above.

Inflated ratings

Alternation ranking refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories D) involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked.

All of the following are advantages of using the critical incident method for appraising performance except that: A) it provides examples of good performance. B) it does not include a numerical rating. C) it provides examples of poor performance. D) incidents can be tied to performance goals.

It does not include a numerical rating

The ________ problem occurs when supervisors tend to rate all their subordinates consistently high. A) leniency B) strictness C) bias D) halo effect

Leniency

Explain how an MBO program works and describe the six steps involved in this type of program.

MBO programs basically require managers to set specific and measurable goals with each employee and then to periodically discuss the employee's progress toward these goals. It is usually a comprehensive, organization-wide goal setting and appraisal program. The six steps it consists of are listed below: • Step 1: Set the organization's goals. The first step involves the establishment of an organization-wide plan for the coming year and to set company goals. • Step 2: Set departmental goals. Next, department heads will take these company goals and, in conjunction with their superiors, set goals for their departments. • Step 3: Discuss departmental goals. Department heads will discuss the departmental goals with all subordinates and ask employees to set their own preliminary individual goals. These individual goals should show how each employee can contribute to the department's goals. • Step 4: Define expected results. Department heads and their employees set short-term individual performance targets. • Step 5: Performance reviews. Department heads compare each employee's actual and targeted performance. • Step 6: Provide feedback. Department heads and employees discuss and evaluate the employee's progress.

Because in most organizations there is a hierarchy of goals, employee performance standards should ________. A) be standard B) make sense in terms of the broader organizational goals C) be decided by the top executive D) All of the above

Make sense in terms of the broader organizational goals

Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the ________ method of performance appraisal. A) graphic ranking scale B) alternation ranking C) paired comparison D) forced distribution

Paired comparison

Participatively set goals result in higher performance than assigned goals when the ________. A) participatively set goals are more difficult B) assigned goals are more difficult C) rewards are also higher D) goals are doable

Participatively set goals are more difficult

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called ________. A) recruitment B) employee selection C) performance appraisal D) organizational development

Performance appraisal

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called ________. A) strategic organizational development B) performance management C) performance appraisal D) human resource management

Performance management

What is the main difference between performance appraisal and performance management?

Performance management focuses on continuously monitoring and aligning employees' performance with their goals. On the other hand, performance appraisal focuses on evaluating past performance.

Why do we have performance management?

Performance management is necessary because it leads to quality improvement, it is more appropriate than performance appraisals and it is an important in strategic planning.

Career planning refers to the ________. A) process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals B) the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment C) process of using activities like training and appraisal to provide a career focus D) occupational positions a person has over his or her lifetime

Process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals

When a supervisor must criticize a subordinate in an appraisal interview, it is best to ________. A) hold the meeting with other people who can diffuse the negative situation B) provide examples of critical incidents C) acknowledge the supervisor's personal biases in the situation D) provide feedback once per year

Provide examples of critical incidents

What is the last step in the Management by Objectives Method? A) provide feedback B) set departmental goals C) discuss departmental goals D) define expected results

Provide feedback

One way of reducing the problems of leniency or strictness in performance appraisals is to ________. A) rank employees B) be aware of the problem C) train supervisors to avoid it D) consider the purpose of the appraisal

Rank employees

The best way of reducing the problem of central tendency in performance appraisals is to ________. A) rank employees B) be aware of the problem C) train supervisors to avoid it D) consider the purpose of the appraisal

Rank employees

What usually occurs when employees rate themselves in a performance appraisal? A) interrater reliability is higher B) appraisals are subject to halo effects C) ratings are higher than when rated by supervisors or peers D) ratings are about the same as when determined by peers

Ratings are higher than when rated by supervisors or peers

Forced distribution refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories D) involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories

Explain what the SMART acronym tells us about goal setting.

SMART stands for specific, measurable, attainable, relevant, and timely. Goals should be specific and the desired result should be clearly stated. The goals should be measurable and answer the question "how much." The goals should be attainable and not too difficult or too easy. The goals should be relevant and clearly derive from what the manager and the company want to achieve. The goals should be timely and reflect deadlines and milestones.

What is the second step in the Management by Objectives Method? A) set the organization's goals B) set departmental goals C) discuss departmental goals D) define expected results

Set departmental goals

What is the first step in the Management by Objectives Method? A) set the organization's goals B) set departmental goals C) discuss departmental goals D) define expected results

Set the organization's goals

There are several guidelines for developing an appraisal that is legally defensible. Identify four of these guidelines.

Seven guidelines are given in the text. • Base performance appraisal criteria on a documented job analysis. • At the start of the period, communicate performance standards in writing. • Base appraisals on separate evaluations of each of the job's performance dimensions. • Include an employee appeals process. • One appraiser should never have absolute authority to determine a personnel action. • Document all information in writing. • Train supervisors to use the appraisal instruments. (The student should elaborate on the four chosen to show comprehension of the material.)

Who is responsible for the planning, guiding, and developing an employee's career? A) the immediate supervisor B) the employee C) the organization D) the development officer

The employee

Who is the primary person responsible for doing the actual appraising of an employee's performance? A) the employee's direct supervisor B) the company appraiser C) the EEO contact person D) None of the above.

The employee's direct supervisor

What roles and responsibilities should a manager have in an employee's career development?

The manager should provide timely performance feedback, developmental assignments and support. The manager should participate in career development discussions. The manager should support employee development plans.

Explain the three steps in the performance appraisal process.

The performance appraisal process itself contains three steps: 1) give the subordinate enough notice to review his or her work, and to compile questions and comments, 2) study his or her job description, compare the employee's performance to his or her standards, and review the files of the person's previous appraisals, and 3) find a mutually agreeable time for the interview and leave enough time—perhaps one half-hour—for lower-level personnel such as clerical workers and maintenance staff, and an hour or so for management employees. Defining the job means making sure the manager and employee agree on his or her duties and job standards. Appraising performance means comparing the employee's actual performance to the standards that have been set. Finally, the performance appraisal process requires one or more feedback sessions. In these sessions, the manager and employee discuss the employee's performance and progress and make plans for any development required.

360-Degree feedback is usually used for developmental purposes rather than pay purposes.

True

360-degree feedback is generally used for development purposes, rather than for pay increases.

True

Career development is the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment.

True

Electronic performance monitoring (EPM) allows supervisors to electronically monitor the amount of computerized data an employee is process each day.

True

Electronic performance monitoring seems to raise employee stress levels.

True

Behaviorally anchored rating scale (BARS) refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior D) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories

combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance

Miranda wants to make partner at her law firm. She is worried, though, because everyone understands that 70-hour work weeks are the norm for someone striving to make partner. Miranda wants to be fair to her family as well as excel at work. To address this problem, the law firm could help by ________. A) providing Miranda with a career coach B) encouraging Miranda to join a career success team C) eliminating institutional barriers that disproportionately affect women D) encouraging Miranda to temporarily work in a different job

eliminating institutional barriers that disproportionately affect women

Management by objectives (MBO) refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior D) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

is based on progress made toward the accomplishment of measurable goals

Career management refers to the ________. A) the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment B) process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards C) process of using activities like training and appraisal to provide a career focus D) occupational positions a person has over his or her lifetime

process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards

The critical incident technique refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior D) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior

Which of the following best captures the meaning of the term, glass ceiling? A) structural, yet subtle barriers in corporate environments which inhibit the rise of talented women to positions of leadership B) inadequate networking opportunities which result in a lack of an "old girl's network" to mirror that of men C) unspoken decision by corporate leadership that women should not be encouraged to advance beyond middle management levels D) the lack of desire among women to pursue jobs with extreme levels of responsibility and authority

structural, yet subtle barriers in corporate environments which inhibit the rise of talented women to positions of leadership

Career development refers to the ________. A) process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals B) the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment C) process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards D) process of using activities like training and appraisal to provide a career focus

the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment