Question 1

The most popular method for ranking employees is the method.

Accepted Answer

A)  alternation ranking
B)  constant sum ranking scale
C)  forced distribution
D)  graphic ranking scale
E)  paired comparisonF) A) and B)
G) A) and C)

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

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?

Accepted Answer

A)  organizational development
B)  upward feedback
C)  strategic performance appraisal
D)  critical incidents
E)  MBOF) C) and D)
G) A) and E)

Question 4

Rater idiosyncratic biases account for the largest percentage of the observed variance in performance ratings.

Accepted Answer

A) True 
 B)False

Question 5

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.

Accepted Answer

A) True 
 B)False

Question 6

When using goal setting in performance management, the goals should be .

Accepted Answer

A)  specific
B)  challenging
C)  doable
D)  difficult
E)  all of the aboveF) A) and E)
G) C) and E)

Question 7

What are the three types of performance that performance appraisals can measure? Explain each one.

Accepted Answer

The employer may measure generic dimensi...

Question 8

Graphic rating scales are the most reliable for rating performance.

Accepted Answer

A) True 
 B)False

Question 9

The S in the acronym for SMART goals stands for .

Accepted Answer

A)  source
B)  support
C)  strategic
D)  specific
E)  straightforwardF) B) and E)
G) C) and E)

Question 10

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?

Accepted Answer

A)  graphic rating scale
B)  constant sums rating scale
C)  alternation ranking
D)  behaviorally anchored rating scale
E)  none of the aboveF) A) and C)
G) D) and E)

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

The problem occurs when supervisors tend to rate all their subordinates consistently high.

Accepted Answer

A)  strictness
B)  central tendency
C)  leniency
D)  bias
E)  halo effectF) A) and B)
G) A) and C)

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

The critical incident technique refers to an appraisal method, which .

Accepted Answer

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, 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
E)  requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behaviorF) C) and D)
G) All of the above

Question 15

When actual job duties are appraised, the idea is to focus on the extent to which the employee exhibits the competencies that the employer values.

Accepted Answer

A) True 
 B)False

Question 16

Which step in developing a behaviorally anchored rating scale involves clustering critical incidents into a smaller set of performance dimensions?

Accepted Answer

A)  first
B)  second
C)  third
D)  fourth
E)  fifthF) A) and B)
G) B) and D)

Question 17

With the method, the supervisor keeps a log of positive and negative examples of a subordinateʹs work-related behavior.

Accepted Answer

A)  forced distribution
B)  critical incident
C)  narrative forms
D)  alternation ranking
E)  constant sums ratingF) A) and D)
G) B) and C)

Question 18

When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the method of performance appraisal.

Accepted Answer

A)  alternation ranking
B)  forced distribution
C)  constant sum ranking scale
D)  paired comparison
E)  graphic ranking scaleF) D) and E)
G) C) and D)

Question 19

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called .

Accepted Answer

A)  recruitment
B)  employee selection
C)  organizational development
D)  training
E)  performance appraisalF) B) and E)
G) C) and D)

Question 20

When designing an actual appraisal method, the two basic considerations are .

Accepted Answer

A)  when to measure and how to measure
B)  when to measure and what to measure
C)  who should measure and when to measure
D)  what to measure and how to measure
E)  what to measure and who should measureF) B) and E)
G) B) and D)

Exam 9: Performance Management and Appraisal

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?

Correct AnswerverifiedShow Answer

The most popular method for ranking employees is the method.

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

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.

Correct AnswerverifiedShow Answer

When actual job duties are appraised, the idea is to focus on the extent to which the employee exhibits the competencies that the employer values.

Correct AnswerverifiedShow Answer

Rater idiosyncratic biases account for the largest percentage of the observed variance in performance ratings.

Correct AnswerverifiedShow Answer

Which step in developing a behaviorally anchored rating scale involves clustering critical incidents into a smaller set of performance dimensions?

Correct AnswerverifiedShow Answer

What are the three types of performance that performance appraisals can measure? Explain each one.

Correct AnswerverifiedThe employer may measure generic dimensi...View AnswerShow Answer

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called .

Correct AnswerverifiedShow Answer

The critical incident technique refers to an appraisal method, which .

Correct AnswerverifiedShow Answer

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?

Correct AnswerverifiedShow Answer

The problem occurs when supervisors tend to rate all their subordinates consistently high.

Correct AnswerverifiedShow Answer

The S in the acronym for SMART goals stands for .

Correct AnswerverifiedShow Answer

When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the method of performance appraisal.

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

Graphic rating scales are the most reliable for rating performance.

Correct AnswerverifiedShow Answer

When designing an actual appraisal method, the two basic considerations are .

Correct AnswerverifiedShow Answer

When using goal setting in performance management, the goals should be .

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

With the method, the supervisor keeps a log of positive and negative examples of a subordinateʹs work-related behavior.

Correct AnswerverifiedShow Answer

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The employer may measure generic dimensi...
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