Chapter 12

What is the "halo effect?"

A rating on one item influences excessively the rating on another performance characteristic

Which of the following IS a common appraisal problem?

The halo effect Central tendency Personal likes and dislikes

Which of the following IS a problem in Jack's case presented at the beginning of the chapter?

The supervisor was late in doing the evaluation The supervisor included personality judgements Causes, not the results, of behavior were evaluated

Conducting performance appraisals is often a source of supervisory stress and discomfort.

true

How can you ensure that your performance appraisals are legally defensible?

Base them on specific objective requirements of the job

For which method does the supervisor need to keep an ongoing record of employees?

Critical incident

From the employee's standpoint, why is it essential that supervisors conduct performance appraisals?

Employees need to know where they stand in the eyes of the supervisor

Annual appraisals are unnecessary for employees who are motivated by recognition and achievement.

False

Employee comparisons (rankings) is the most objective method of appraisal.

False

Field review requires a supervisor to fill out detailed forms stating postive and negative behaviors of each employee.

False

From a supervisor's perspective, it is best to do all appraisals within a time frame of 1-2 weeks each year.

False

The focus of performance appraisals should be punishment for unacceptable behavior.

False

Use of rating scales instead of other evaluation methods helps avoid the problems of halo effect.

False

Of the following, which is one of the four elements of constructive appraisal?

Job description analysis Employee performance objectives Meeting to discuss results

What is competence assessment?

Job-specific, criteria-based performance evaluation

Which method of appraisal is most commonly used?

Rating scales

What is the major problem of using rating scales?

Ratings cluster on the high side

Which of the following is a reason why some appraisal programs fail?

Supervisors judge personality traits Supervisors are uncomfortable in their role as evaluators Some appraisal systems are poorly administered

In addition to specific requirements of a good appraisal system, what is necessary for success?

Thorough, conscientious application by managers who believe in the value of performance evaluation

What is the purpose of performance appraisals?

To encourage improved performance; set goals for growth and advancement

Effective appraisals are based on the job description and established standards.

True

Managers often view performance appraisals as a requirement of "the system" (mandated by the Personnel Department) and they do not give them the care and attention they deserve.

True

One big problem in performance appraisals is that supervisors record an employee's work as acceptable when in fact it is unacceptable.

True

One purpose of performance appraisals is to strengthen manager/subordinate working relationships.

True

Performance management consists of planning (setting standards) , managing (coaching), and appraisal.

True

Performance appraisals would be a good task for a manager to delegate to a skilled subordinate.

false

What is the focus of an appraisal interview?

joint-problem solving

Appraisal systems often fail because they require the supervisor to judge personality traits.

true

Appraisals are used as a time to set goals for growth and improvement.

true