MGT 320 Chapter 8

Emphasizing the negative during a performance appraisal can undermine employee​ ________. A. engagement B. goals C. compensation D. schedules E. coaching

A. Engagement

Jim has received performance evaluations from his​ supervisor, his​ peers, and his customers. Jim has received​ a(n) ________ evaluation. A. ​360- degree feedback B. peer appraisals C. self rating D. appraisal by subordinates E. rating committees

A. 360 - Degree Feedback

Rating someone based on a characteristic such as​ age, race, or gender is known as​ ________. A. leniency B. bias C. strictness D. halo effect E. central tendency

B. Bias

Which of the following elements of performance management is about communicating the​ company's goals? A. Ongoing feedback B. Direction sharing C. Ongoing performance monitoring D. Goal alignment E. Recognition and rewards

B. Direction Sharing

Which of the following elements shows the link between the​ employee's goals and those of their department and​ company? A. Ongoing performance monitoring B. Goal alignment C. Ongoing feedback D. Recognition and rewards E. Direction sharing

B. Goal Alignment

Which of the following​ e-mails progress and exception reports of a​ person's progress toward meeting performance​ goals? A. Goal alignment B. Ongoing performance monitoring systems C. Ongoing feedback D. Direction sharing E. Recognition and rewards

B. Ongoing performance monitoring systems

Kristen rated all her employees as​ "doesn't meet​ expectations." This could be seen as a​ ________ performance appraisal error. A. halo effect B. strictness C. leniency D. bias E. central tendency

B. Strictness

Ceasing dependence on inspection to achieve quality is a principle of​ _______. A. ​360-degree feedback B. total quality management programs C. halo effects D. performance appraisals E. performance management

B. Total Quality Management Programs

Which method of performance appraisal combines a quantitative rating with narrative examples of good and poor performance expressed as specific​ behaviors? A. Ranking B. Paired comparison C. Behaviorally anchored rating scales D. Forced distribution E. Critical incident

C. Behaviorally anchored rating scales

Jill keeps a file for each employee where she notes specific​ actions, both positive and​ negative, achievements, and any unusual events. Jill uses this information when she performs​ a(n) ________ appraisal with her employee. A. forced distribution B. ranking C. critical incident D. paired comparison E. behaviorally anchored rating scales

C. Critical Incident

When a supervisor must tell an employee his or her performance is not​ satisfactory, they should expect the​ employee's first reaction to be​ ________. A. nonchalance B. acceptance C. denial D. aggression E. hostility

C. Denial

Managers can use the appraisal interview to improve their​ employees' level of​ ________. A. involvement B. supervision C. engagement D. diversity E. passion

C. Engagement

Terry is impressed with the fact that Sue is always on time and rates her high on dependability. Terry also rates Sue high on job​ knowledge, even though Sue does not truly understand all her job tasks. Terry has succumbed to the​ ________ performance appraisal error. A. strictness performance. B. bias C. halo effect D. central tendency E. leniency

C. Halo Effect

Which of the following is NOT one of the six basic elements of performance​ management? A. Goal alignment B. Direction sharing C. Using information technology D. Coaching and developmental support E. Ongoing performance monitoring

C. Using information technology

Ben has rated all his employees as​ "average." Because it is likely not all the employees in the department are average​ employees, it can be said that Ben has committed a​ ________ performance appraisal error. A. halo effect B. bias C. strictness D. central tendency E. leniency

D. Central Tendency

Which of the following enables management to automate performance​ management? A. ​360-degree feedback B. Graphic rating scale C. Total quality management D. Information technology E. Performance appraisal

D. Information Technology

When a supervisor gives all employees high​ ratings, it is likely a​ ________ performance appraisal rating error. A. halo effect B. strictness C. bias D. leniency E. central tendency

D. Leniency

Which of the following occurs when employees are appraised by​ coworkers? A. ​360-degree feedback B. Self rating C. Appraisal by subordinates D. Peer appraisals E. Rating committees

D. Peer Appraisals

​Julie's boss has requested she bring her evaluation of her performance to their meeting. Julie has been asked to perform​ a(n) ________. A. ​360-degree feedback B. appraisal by subordinates C. rating committee D. ​self-rating E. peer appraisal

D. Self-Rating

What is the first step of a performance​ appraisal? A. Providing feedback to the employee regarding his or her performance B. Assessing the​ employee's actual performance relative to set work standards C. Discussing departmental goals D. Setting work standards E. Setting departmental goals

D. Setting Work Standards

SMART goals are​ ________. A. ​specific, measurable,​ affordable, reasonable, and timely B. ​specific, memorable,​ attainable, reasonable, and timely C. ​shared, memorable,​ attainable, relevant, and timely D. ​specific, measurable,​ attainable, relevant, and timely E. ​specific, memorable,​ attainable, relevant, and timely

D. Specific, Measurable, Attainable, Relevant, and Timely

Which of the following refers to a​ multistep, companywide,​ goal-setting, and appraisal​ program? A. Behaviorally anchored rating scales B. Paired comparison C. Forced distribution D. Critical incident E. Management by objectives

E. Management by objectives

Which of the following elements of performance management provides both​ face-to-face and computerized feedback regarding progress toward​ goals? A. Ongoing performance monitoring B. Direction sharing C. Recognition and rewards D. Goal alignment E. Ongoing feedback

E. Ongoing Feedback

Which of the following is the continuous process of​ identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the​ organization's goals? A. Performance appraisal B. Talent management C. Central tendency D. ​360-degree feedback E. Performance management

E. Performance Management

Which of the following can help to eliminate bias and capture different aspects of the​ employee's performance? A. Peer appraisals B. Appraisal by subordinates C. ​360-degree feedback D. ​Self-rating E. Rating committees

E. Rating Committees