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Exam 9: Performance Management and Appraisal

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Question 31

True/False

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Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.

A) True
B) False

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Question 32

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The most popular technique for appraising performance is the method.

A) constant sum rating scale
B) graphic rating scale
C) MBO
D) Likert
E) alternation ranking

F) A) and D)
G) B) and C)

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Question 33

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Peer appraisals have been shown to result in a(n) .

While formal written warnings are provided too late to salvage an employee's performance and position at the company, they are useful in court proceedings.

Explain what the SMART acronym tells us about goal setting.

What usually occurs when employees rate themselves in a performance appraisal?

Which big five personality trait is associated with performance appraisal ratings that are too strict?

The M in the acronym for SMART goals stands for .

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.

Managers following a performance management approach to appraisals will usually meet with employees on a basis.

Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal?

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

The method of performance appraisal 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.

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

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

The component of an effective performance management process that communicates the organization's higher level goals throughout the organization and then translates these goals into departmental goals is called .

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 .

You are conducting an appraisal interview with an employee who is satisfactory, but not promotable. Which incentive listed below would likely be the least effective for maintaining satisfactory performance in this situation?

Which step in developing a behaviorally anchored rating scale involves clustering definitions and critical incidents, reassigning each incident to the cluster where it fits best and then determining the level of agreement among the group as to the allocation of incidents?

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