Chapter 9 Revision
Chapter 9 Revision
Chapter 9 Revision
9. ________ means making sure that the manager and the subordinate agree
on the subordinate's job standards and the appraisal method to be used.
A) SMART goals
B) Organizational development
C) Defining the job
D) Forced distribution
14. What usually occurs when employees rate themselves for performance
appraisals?
A) Ratings are reliable but invalid.
B) Ratings are subject to halo effects.
C) Ratings are higher than when provided by supervisors.
D) Ratings are about the same as when determined by peers
15. Which of the following terms refers to the process of allowing subordinates
to rate their supervisor's performance anonymously?
A) supplemental evaluation
B) upward feedback
C) paired evaluation
D) peer evaluation
16. According to research, what is the typical result of upward feedback?
A) Firms are protected against biased appraisals.
B) Managers get defensive.
C) Managers improve their performance.
D) Managers seek to find out who gave them bad ratings
21. All of the following are usually measured by a graphic rating scale
EXCEPT ________.
A) generic dimensions of performance
B) performance of co-workers
C) achievement of objectives
D) job-related competencies
23. The most popular method for ranking employees is the ________ method.
A) graphic ranking scale
B) alternation ranking
C) paired comparison
D) forced distribution
24. Kendra needs to rate five of her subordinates. She makes a chart of all
possible pairs of employees for each trait being evaluated. Then, she
indicates the better employee of each pair with a positive symbol on the
chart. Finally, she totals the number of positive symbols for each employee.
Which method of performance appraisal has Kendra most likely used?
A) graphic ranking scale
B) alternation ranking
C) paired comparison
D) forced distribution
25. Which performance appraisal tool is being used when a supervisor places
predetermined percentages of appraisees into various performance
categories?
A) behaviorally anchored rating scale
B) graphic ranking scale
C) alternation ranking
D) forced distribution
26. John, the supervisor of the manufacturing department at a computer firm,
is in the process of evaluating his staff's performance. He has determined
that 15% of the group will be identified as high performers, 20% as above-
average performers, 30% as average performers, 20% as below-average
performers, and 15% as poor performers. Which performance appraisal
tool has John chosen to use?
A) behaviorally anchored rating scale
B) forced distribution
C) alternation ranking
D) paired comparison
Which of the following, if true, most likely undermines the argument that
the critical incident method is the most appropriate performance appraisal
tool for Suzanne to use?
37. Which of the following terms refers to setting specific measurable goals
with each employee and then periodically reviewing the progress made?
A) behaviorally anchored rating scale
B) management by objective
C) mixed standard scales
D) forced distribution
41. Which term refers to the ranking of employees from best to worst on a
trait or traits, choosing highest than lowest until all are ranked?
A) performance management
B) paired comparison
C) alternation ranking
D) direction sharing
42. Graphic rating scales are subject to all of the following problems EXCEPT
________.
A) unclear standards
B) halo effects
C) complexity
D) leniency
43. Which of the following terms refers to an appraisal that is too open to
interpretation?
A) unclear standards
B) halo effects
C) leniency
D) biased
44. Which of the following is the best way for a supervisor to correct a
performance appraisal problem caused by unclear standards?
A) focusing on performance instead of personality traits
B) using graphic rating scales to rank employees
C) using descriptive phrases to illustrate traits
D) allowing employees to rate themselves first
45. Which of the following is a performance appraisal problem that occurs
when a supervisor's rating of a subordinate on one trait biases the rating of
that person on other traits?
A) recency effect
B) halo effect
C) central tendency
D) stereotyping
48. The best way to reduce the problem of central tendency in performance
appraisals is to ________.
A) rank employees
B) use graphic rating scales
C) limit the number of appraisals
D) appraise personal characteristics
49. Which performance appraisal problem is associated with supervisors
giving all of their subordinates consistently high ratings?
A) central tendency
B) leniency
C) strictness
D) halo effect
50. The ________ problem occurs when supervisors tend to rate all their
subordinates consistently low.
A) central tendency
B) leniency
C) strictness
D) halo effect
51. Which of the following is the best method for reducing the problems of
leniency or strictness in performance appraisals?
A) keep critical incident logs
B) require multiple appraisals
C) impose a performance distribution
D) reconsider the timing of the appraisal
52. Which of the following has most likely occurred when a supervisor
conducting a performance appraisal is influenced by a subordinate's
differences such as age, sex, and race?
A) bias
B) halo effect
C) central tendency
D) unclear standards
57. Which of the following is the primary advantage of using graphic rating
scales as performance appraisal tools?
A) eliminates central tendency errors
B) offers an extremely high rate of accuracy
C) provides a quantitative rating for each employee
D) links with mutually agreed-upon performance objectives
58. All of the following are considered best practices for administering fair
performance appraisals EXCEPT ________.
A) explaining how subordinates can improve their performance
B) basing the appraisal on observable job behaviors
C) using subjective performance data for appraisals
D) training supervisors on how to conduct appraisals
59. Which of the following would most likely result in a legally questionable
appraisal process?
A) basing appraisals on subjective supervisory observations
B) administering and scoring appraisals in a standardized fashion
C) using job performance dimensions that are too clearly defined
D) assigning specific trait names when using graphic rating scales
67. Which of the following is NOT one of performance management's six basic
elements?
A) habit creation
B) goal alignment
C) ongoing feedback
D) direction sharing