Question 1

If after repeated warnings and counseling,an employee's performance does not improve,the organization can:

Accepted Answer

A)  transfer the individual to another job
B)  temporarily structure a job in such a way that the employee only performs noncritical tasks
C)  terminate the employee
D)  neutralize the employee
E)  do all of the aboveF) A) and D)
G) None of the above

Question 2

An effective approach for all parties is to use the feedback session to solve problems and plan for the future.

Accepted Answer

A) True 
 B)False

Question 3

The two most commonly used norm-referenced appraisals are straight rankings and graphic rating scales.

Accepted Answer

A) True 
 B)False

Question 4

If the performance appraisal for a sales representative evaluated her skill as a driver as well as her selling skills,the appraisal could be correctly described as:

Accepted Answer

A)  contaminated
B)  flawed
C)  faulty
D)  defective
E)  deficientF) B) and D)
G) B) and E)

Question 5

Which of the following sources of performance data typically provides the most reliable performance judgments?

Accepted Answer

A)  the employee herself
B)  the employee's peers or team members
C)  the employee's subordinates
D)  the employee's supervisor
E)  the employee's customersF) A) and B)
G) B) and C)

Question 6

One of the most common problems in an effective performance measurement and feedback system is that:

Accepted Answer

A)  most HR managers believe that performance problems are purely a line manager issue
B)  employees resist performance measurement and feedback
C)  most HR managers want total control of the performance measurement and feedback process
D)  most line managers have no incentive for conducting performance measurement and feedback
E)  a reliable,valid and legal performance management system is nearly impossible to designF) B) and D)
G) None of the above

Question 7

Termination is generally warranted for dishonesty,habitual absenteeism,substance abuse,insubordination including flat refusals to do certain things requested,unethical behavior,and consistently low productivity that can't be corrected through training.

Accepted Answer

A) True 
 B)False

Question 8

Performance-driven cultures often reflect the philosophies of the company's founder.

Accepted Answer

A) True 
 B)False

Question 9

As organizations restructure around teams,responsibility for performance management is shifting from supervisors to team members.

Accepted Answer

A) True 
 B)False

Question 10

Behaviorally anchored rating scales can quickly be modified to reflect job changes and performance expectation shifts.

Accepted Answer

A) True 
 B)False

Question 11

The primary advantage of the graphics rating scale is its clean job definitions.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following does NOT describe a legally defensible comment for employee evaluation and feedback?

Accepted Answer

A)  "I gave you a 'Below Average' on your performance appraisal because you have a bad attitude."
B)  "You missed three days last quarter,but you produced at 110% of your goal with an acceptable proportion of nonconforming units.
C)  "As you know,it has been 12 months since your last appraisal."
D)  "If you do not agree with this appraisal,do you understand the procedures for appeal?"
E)  All of these are legally defensiblE.F) A) and E)
G) B) and E)

Question 13

Straight-ranking and forced distribution are two types of:

Accepted Answer

A)  norm-referenced appraisals
B)  out-based formats for appraisals
C)  absolute standard formats used for appraisals
D)  input-based rating formats
E)  subordinate-determined appraisalsF) C) and E)
G) A) and E)

Question 14

The culture at Dell,Inc.is driven by the philosophies of its founder,Michael Dell.

Accepted Answer

A) True 
 B)False

Question 15

Management by objectives (MBO)

Accepted Answer

A)  is a norm-referenced format for performance appraisals
B)  uses an absolute standard against which each employee is rated
C)  begins with the establishment of employee objectives for the upcoming performance period
D)  is an input-based format for performance appraisals
E)  produces immediate increases in productivity for every company that has implemented the systemF) C) and D)
G) B) and D)

Question 16

In a focal-point review system,all employees are evaluated at approximately the same time.

Accepted Answer

A) True 
 B)False

Question 17

An advantage of behavioral observation scales (BOS)over BARS is that raters find it easier to use.

Accepted Answer

A) True 
 B)False

Question 18

Sources of performance data for a retail clerk may include:

Accepted Answer

A)  the employee's supervisor
B)  the employee herself
C)  the employee's customers
D)  the employee's peers
E)  all of the aboveF) A) and B)
G) B) and C)

Question 19

Performance-driven cultures:

Accepted Answer

A)  have performance measurement and feedback as central elements of the HRM system
B)  focus on monitoring and improving performance
C)  often reflect the philosophies of the company's CEO and/or founder
D)  often reward only the highest performing employees
E)  all of the above are correctF) None of the above
G) All of the above

Question 20

Which of the following guidelines should be used for creating legally defensible performance appraisals?

Accepted Answer

A)  Employees should be given an opportunity to review their appraisals.
B)  Objective and uncontaminated data should be used whenever possible.
C)  Employees should be evaluated on specific work dimensions rather than a single global measure.
D)  A formal system of appeal should be available for appraisal disagreements.
E)  All of the above guidelines should be used if the organization wants a legally defensible performance evaluation system.F) A) and B)
G) D) and E)

Exam 9: Conducting Performance Management

An advantage of behavioral observation scales (BOS)over BARS is that raters find it easier to use.

Correct AnswerverifiedShow Answer

Straight-ranking and forced distribution are two types of:

Correct AnswerverifiedShow Answer

If after repeated warnings and counseling,an employee's performance does not improve,the organization can:

Correct AnswerverifiedShow Answer

The primary advantage of the graphics rating scale is its clean job definitions.

Correct AnswerverifiedShow Answer

The culture at Dell,Inc.is driven by the philosophies of its founder,Michael Dell.

Correct AnswerverifiedShow Answer

In a focal-point review system,all employees are evaluated at approximately the same time.

Correct AnswerverifiedShow Answer

If the performance appraisal for a sales representative evaluated her skill as a driver as well as her selling skills,the appraisal could be correctly described as:

Correct AnswerverifiedShow Answer

The two most commonly used norm-referenced appraisals are straight rankings and graphic rating scales.

Correct AnswerverifiedShow Answer

Behaviorally anchored rating scales can quickly be modified to reflect job changes and performance expectation shifts.

Correct AnswerverifiedShow Answer

Performance-driven cultures:

Correct AnswerverifiedShow Answer

Termination is generally warranted for dishonesty,habitual absenteeism,substance abuse,insubordination including flat refusals to do certain things requested,unethical behavior,and consistently low productivity that can't be corrected through training.

Correct AnswerverifiedShow Answer

An effective approach for all parties is to use the feedback session to solve problems and plan for the future.

Correct AnswerverifiedShow Answer

Which of the following sources of performance data typically provides the most reliable performance judgments?

Correct AnswerverifiedShow Answer

Which of the following does NOT describe a legally defensible comment for employee evaluation and feedback?

Correct AnswerverifiedShow Answer

Management by objectives (MBO)

Correct AnswerverifiedShow Answer

As organizations restructure around teams,responsibility for performance management is shifting from supervisors to team members.

Correct AnswerverifiedShow Answer

Performance-driven cultures often reflect the philosophies of the company's founder.

Correct AnswerverifiedShow Answer

Sources of performance data for a retail clerk may include:

Correct AnswerverifiedShow Answer

Which of the following guidelines should be used for creating legally defensible performance appraisals?

Correct AnswerverifiedShow Answer

One of the most common problems in an effective performance measurement and feedback system is that:

Correct AnswerverifiedShow Answer

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