compensation Management ch 11
In the context of the performance appraisal process, identify a true statement about ways to improve rater training.
A combination of performance-dimension training and performance-standard training generally work better than rater-error training.
A performance appraisal format in which supervisors answer open-ended questions, in essay form, describing employee performance is known as a(n)
Blank 1: essay Blank 2: format
A type of evaluation format for performance appraisals that requires a rater to compare employees against each other to determine the relative ordering of a group on some performance measure is known as a(n) .
Blank 1: ranking Blank 2: format
A type of performance appraisal format that requires that raters evaluate employees on absolute measurement scales that indicate varying levels of performance is known as a(n)
Blank 1: rating Blank 2: format
Pay increases in organizations that are tied to a preset progression pattern based on seniority are known as
Blank 1: seniority Blank 2: increases
In the context of rating formats of performance appraisals, when adjectives are used to anchor a continuum from good to bad, the format is called a(n)
Blank 1: standard Blank 2: rating Blank 3: scale
What type of error occurs in the appraisal process when a supervisor avoids extremes in ratings across employees?
Central tendency error
Maya, a supervisor, finds that her subordinate Drew is like her in personality and temperament. During the appraisal process, she gives Drew a higher rating than they actually deserve for their performance. In the context of errors in the appraisal process, what type of error is Maya making in this scenario?
Clone error
Which of the following behaviors related to competency in customer care are tied to higher merit increases?
Communicating a positive image of the company to customers Following through on commitments to customers in a timely manner Displaying a professional image always
Identify a true statement about the 360-degree feedback system used to assess employee performance.
Currently, most firms use the system only for evaluation of their top-level personnel and for employee development.
What are the major elements in the total process of performance appraisals that from day one make for a good appraisal result?
Determining the culture and strategy of the organization Ensuring that job descriptions are updated and employees are aware of what is expected of them
Identify a question asked as part of the personnel research criterion to evaluate performance appraisal formats in an organization.
Does an instrument used lend itself well to validating employment tests?
Identify a question asked as part of the cost criterion to evaluate performance appraisal formats in an organization.
Does the evaluation form initially need a long time to be developed?
According to the balanced scorecard approach, which of the following factors contribute to the bottom-line success of an organization?
Employee commitment Customer satisfaction
Identify a criterion to evaluate performance appraisal formats that concerns the amount of feedback about performance that the format offers.
Employee development potential
Identify a true statement about a merit increase grid, which ties pay to both performance and position in a pay range.
Employees low in a pay range get higher merit increases for the same level of performance than employees who have advanced further in the range.
Identify a finding of researchers who studied change in performance over time to see if it affects performance ratings.
Employees who start out high in performance and then get worse are rated lower than workers who remain consistently low.
In the context of the administrative criterion to evaluate performance appraisal formats in an organization, which of the following can lead to administrative headaches?
Evaluation forms that do not generate numerical ratings
Employees who are technically excellent and who do not create issues on the job tend to get lower ratings than those who are weaker on these dimensions.
False
Generally, the search for the perfect performance appraisal format to eliminate rating errors and improve accuracy has been successful.
False
Top performers usually give the most subjective evaluations of peers during a performance appraisal process.
False
Which of the following statements indicates that raters are influenced by general appearance characteristics of ratees during the performance appraisal process?
Female ratees are rated less accurately when a rater possesses a traditional view of women's proper role.
Identify the errors that supervisors are especially likely to make when giving performance ratings for their subordinates.
Halo error Leniency error
Identify a true statement about Michael Keeley's views on performance appraisal formats.
He suggests that appraisal formats need assumptions about the extent to which ideal behavior for task accomplishment can be specified.
According to the balanced scorecard approach, which of the following indicate the bottom-line success of an organization?
High scores on financial measures High scores on operational efficiency in internal processes
Which of the following is a question asked as part of the administrative criterion to evaluate performance appraisal formats in an organization?
How easily can evaluation results be used for managerial decisions concerning wage increases, promotions, terminations, and transfers?
What are the first steps to communicating and building a more effective appraisal process?
Identifying and understanding errors
Identify a question asked as part of the employee development criterion to evaluate performance appraisal formats in an organization.
Is feedback to employees a natural outgrowth of the format, so that employee developmental requirements are identified and attended to readily?
Identify a true statement about equal employment opportunity (EEO) in organizations.
It does not directly decrease segregation in the workforce.
Which of the following are the effects of equal employment opportunity (EEO) on organizations?
It has forced organizations to ensure that employee-related decisions are strictly tied to performance. It has coerced organizations into documenting their decisions.
Identify a true statement about a rating format involved in the performance appraisal process.
It requires to measure each performance standard on a scale whereby raters can check the point that best represents an employee's performance.
Which of the following is an employee whose behavior related to competency in customer care is tied to higher merit increases?
John, who explains and communicates customer needs
What should raters notice when they observe employee behavior as part of a performance appraisal?
Only performance-related factors
Identify the categories of evaluation formats as part of performance appraisals.
Ranking Rating
Which of the following ratings is done by someone who has the most complete knowledge about a ratee's performance as part of the performance appraisal process?
Self-rating
Amanda, an executive engineer, has received a poor rating in her performance appraisal for the last fiscal year. If she works in a typical organization, which of the following is likely to be true of the pay increment she receives based on the guidelines adopted by most organizations?
She would receive no pay increment.
Identify the points of view from which the 360-degree feedback system assesses employee performance.
Supervisor Customer Peer Self
Identify a true statement about supervisors as raters in the performance appraisal process.
The dominant view about the validity of supervisory ratings is that supervisors tend to give accurate appraisals of their subordinates.
Identify a true statement about self-ratings as part of performance appraisals.
They are typically more lenient than ratings from other sources.
What are the implications of using peers as raters in performance appraisals?
They operate more closely with a ratee than others. They possess an undistorted perspective of typical performance.
Why do supervisors play a dominant role in the performance appraisals of their subordinates?
They usually have prior experience in rating employees. They are well-informed about the job and the dimensions to be rated.
An essay format of a performance appraisal can take on attributes of other formats
True
An essay format of a performance appraisal can take on attributes of other formats such as management by objectives (MBO), Behaviorally Anchored Rating Scales (BARS), and standard rating scales.
True
Employees should be included in every step of creating performance dimensions and developing scales to measure how well they perform on these dimensions.
True
Management by objectives (MBO) is used as a planning and an appraisal tool that has many different variations across firms.
True
What are the ways to improve the performance appraisal process in an organization?
Understand that the work environment and system influence part of job performance more than employee behaviors. Recognize strategies to understand and measure job performance better.
In the context of rating formats of performance appraisals, when behaviors are used to anchor a continuum from good to bad, the format is called a(n)
behaviorally anchored rating scale
Is it time-consuming for supervisors to utilize an evaluation form in rating their employees? This is a question asked as part of the Blank______ criterion to evaluate performance appraisal formats in an organization.
cost
Shaun is a retail store manager and manages a team of eight workers. While appraising the performance of his team, he tends to focus on the negative behaviors of the workers such as workplace misbehavior, absenteeism, and tardiness. In the context of the types of managers in an organization, Shaun is a manager who looks primarily at:
counterproductive performance.
Allowing non-performance factors to affect performance scores as part of performance appraisals is referred to as
criterion contamination
According to Michael Keeley, the choice of a performance appraisal format is based on the:
kind of tasks being performed.
In the context of the common errors in the appraisal process, Blank______ occurs when an appraiser rates an employee consistently higher than they deserve, whereas _blank occurs when an appraiser consistently rates an employee lower than they deserve.
leniency error; severity error
In the context of the appraisal errors made by raters, Blank______ are the most difficult form of error to eliminate despite rater training.
leniency errors
A pay increase guideline that ties pay to performance and position in a pay range is that:
pay increases at a reducing rate as employees move through a pay range.
Can the success of different employees and organizational development programs be traced to effects on employee performance? This is a question asked as part of the Blank______ criterion to evaluate performance appraisal formats in an organization.
personnel research
In the paired-comparison ranking procedure to rank employees in the performance appraisal process, the number of paired comparisons becomes unmanageable when the:
size of the work group is above 10 to 15 employees.
In the context of the common errors that occur in the appraisal process, Blank______ occurs when a supervisor gives an employee a lower rating based on performance errors the employee made in previous rating periods.
spillover error
By far the most research on performance appraisal formats in recent years has focused on the Blank______ criterion to evaluate the formats, which concentrates on diminishing errors and improving accuracy.
validity
