Question 1

When raters tend to evaluate employees more easily or more harshly than the employees deserve,the raters are displaying one or another of two possible biases: the __________ bias or the __________ bias.

Accepted Answer

The answer of When raters tend to evaluate employees more...

Question 2

The halo effect as a rater bias,is most severe when

Accepted Answer

A)  a rater is too harsh in their evaluations
B)  the extremes of "excellent" or "very poor" are used more than necessary
C)  raters choose to remain emotionally detached
D)  a rater must evaluate their friends
E)  only the most recent employee performance is consideredF) A) and E)
G) A) and B)

Question 3

Many human resource specialists set performance standards arbitrarily in order that employees cannot take advantage of them to artificially improve their performance evaluations.

Accepted Answer

A) True 
 B)False

Question 4

Indirect observation of performance usually evaluates substitutes for actual performance;these substitutes are called

Accepted Answer

A)  subjective measurements
B)  constructs
C)  reduced reliability testing
D)  substitution structures (substructs) 
E)  direct measurementF) All of the above
G) A) and D)

Question 5

For an appraisal to create an accurate picture of an employee's job performance it should be _____________________,practical,have standards,and use reliable measures.

Accepted Answer

The answer of For an appraisal to create an accurate...

Question 6

Performance measures are

Accepted Answer

A)  the benchmarks against which performance is measured
B)  the ratings used to evaluate performance
C)  the standards against which an organization compares itself to the competition
D)  dependent to a great degree upon each individual employee
E)  the same as performance standardsF) A) and E)
G) C) and E)

Question 7

One dimension of performance measures is whether they are objective or subjective.

Accepted Answer

A) True 
 B)False

Question 8

To be effective performance appraisals should

Accepted Answer

A)  avoid serious consequences
B)  avoid all consequences
C)  minimize consequences (good or bad) 
D)  state consequences in advance and produce these consequences subsequently
E)  have only good consequencesF) A) and C)
G) C) and D)

Question 9

Performance measures are the ratings used to evaluate performance in a job.

Accepted Answer

A) True 
 B)False

Question 10

The management-by-objectives performance evaluation approach is based upon the premise that

Accepted Answer

A)  employees will achieve the objectives set for them by management
B)  achieving objectives will produce satisfied employees
C)  each employee and superior jointly establish goals for a future period
D)  there is little connection between performance and objectives
E)  employees will always manage to have difficulty with performance appraisalsF) B) and D)
G) A) and C)

Question 11

A performance appraisal is a legal document.Please comment.

Accepted Answer

A performance appraisal can indeed be co...

Question 12

Behaviourally anchored rating scales and critical incident methods are both future-oriented performance evaluation approaches.

Accepted Answer

A) True 
 B)False

Question 13

The performance appraisal process provides insight into the effectiveness of the _________________________ function.

Accepted Answer

Human Reso...

Question 14

A performance appraisal,by providing feedback to the organization,is a strategic management tool.Please discuss the implications.

Accepted Answer

Performance appraisals are a critical co...

Question 15

In many cases a major problem with performance appraisal methods is

Accepted Answer

A)  that raters (usually supervisors) don't understand the process
B)  that the human resource department gets too involved
C)  that they oppose the employment equity legislation
D)  that they take too long
E)  that they accurately measure performanceF) A) and D)
G) B) and D)

Question 16

Performance appraisals can be used for all the following except

Accepted Answer

A)  adjusting compensation packages
B)  assisting with placement decisions
C)  making the selection interview process more specific
D)  highlighting job analysis errors
E)  indicating deficiencies in staffing proceduresF) B) and C)
G) C) and D)

Question 17

A performance management system attempts to achieve the following objectives:

Accepted Answer

A)  have a strategic partnership between customers and employees
B)  transform organizational objectives into measurable success outcomes
C)  provide measuring instruments that are general in nature to measure the success of a manager
D)  communicate and share results with internal stakeholders only
E)  make a connection between employee objectives and their career goalsF) A) and E)
G) C) and D)

Question 18

Rater guidelines for effective performance evaluation interviews include all the following except

Accepted Answer

A)  emphasize positive aspects
B)  make any criticisms specific rather than general and vague
C)  conduct feedback in private
D)  argue if it is necessary to make the point with the employee
E)  identify specific performance improvement actions that can be takenF) C) and D)
G) A) and B)

Question 19

Past-oriented performance appraisal approaches can include all the following except

Accepted Answer

A)  rating scale
B)  performance test and observation
C)  critical incident method
D)  behaviourally anchored rating scales
E)  management by objectivesF) B) and D)
G) A) and B)

Question 20

The key elements in a performance appraisal system include all the following except

Accepted Answer

A)  the appraisal interview
B)  performance measures
C)  performance-related criteria
D)  feedback
E)  job analysisF) A) and E)
G) A) and C)

Exam 8: Performance Management

To be effective performance appraisals should

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Behaviourally anchored rating scales and critical incident methods are both future-oriented performance evaluation approaches.

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A performance management system attempts to achieve the following objectives:

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A performance appraisal,by providing feedback to the organization,is a strategic management tool.Please discuss the implications.

Correct AnswerAnswered by ExamLex AIPerformance appraisals are a critical co...View AnswerShow Answer

Performance measures are the ratings used to evaluate performance in a job.

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Past-oriented performance appraisal approaches can include all the following except

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The halo effect as a rater bias,is most severe when

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When raters tend to evaluate employees more easily or more harshly than the employees deserve,the raters are displaying one or another of two possible biases: the __________ bias or the __________ bias.

Correct AnswerverifiedShow Answer

The management-by-objectives performance evaluation approach is based upon the premise that

Correct AnswerverifiedShow Answer

Performance appraisals can be used for all the following except

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Many human resource specialists set performance standards arbitrarily in order that employees cannot take advantage of them to artificially improve their performance evaluations.

Correct AnswerverifiedShow Answer

Rater guidelines for effective performance evaluation interviews include all the following except

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One dimension of performance measures is whether they are objective or subjective.

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The performance appraisal process provides insight into the effectiveness of the _________________________ function.

Correct AnswerverifiedHuman Reso...View AnswerShow Answer

Indirect observation of performance usually evaluates substitutes for actual performance;these substitutes are called

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A performance appraisal is a legal document.Please comment.

Correct AnswerAnswered by ExamLex AIA performance appraisal can indeed be co...View AnswerShow Answer

In many cases a major problem with performance appraisal methods is

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Performance measures are

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For an appraisal to create an accurate picture of an employee's job performance it should be _____________________,practical,have standards,and use reliable measures.

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The key elements in a performance appraisal system include all the following except

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Performance appraisals are a critical co...
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When raters tend to evaluate employees more easily or more harshly than the employees deserve,the raters are displaying one or another of two possible biases: the bias or the bias.

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Human Reso...
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A performance appraisal can indeed be co...
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