Which performance appraisal tool requires supervisors to maintain a log of positive
1) Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards? Show
Answer: B 2) The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to
________. Answer: B 3) Which of the following is NOT one of the recommended guidelines for setting effective employee goals? Answer: C 4) SMART goals are best described as ________. Answer: A 5)
All of the following are reasons for appraising an employee's performance EXCEPT ________. Answer: B 6) In most organizations, who is primarily responsible for appraising an employee's performance?
Answer: A 7) Which of the following is most
likely NOT a role played by the HR department in the performance appraisal process? Answer: A 8) What is the first step of any performance appraisal? Answer: B 9) When designing an actual appraisal method, the two basic considerations are ________. Answer: C 10) Which of the following is the easiest and most popular technique for appraising employee performance? Answer: B 11) Which performance appraisal technique lists traits and a range of performance values for each trait? Answer: B 12) Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use a graphic rating scale to evaluate the performance of her subordinates. Which of the following, if true, best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use? Answer: C 13) All of the following are usually measured by a graphic rating scale EXCEPT ________. Answer: B 14) Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits? Answer: C 15) The most popular method for ranking employees is the ________ method. Answer: B 16) 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? Answer: C 17) Which performance appraisal tool is being used when a supervisor places
predetermined percentages of ratees into various performance categories? Answer: D 18) 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? Answer: B 19) Which of the following measurement methods is similar to grading on a curve? Answer: A 20) Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals? Answer: B 21) Which
performance appraisal tools requires a supervisor to maintain a log of positive and negative examples of a subordinate's work-related behavior? Answer: C 22) Which of the following is NOT a characteristic of the critical incident method for performance appraisal? Answer: B 23) Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. 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? Answer: D 24) Which appraisal method combines the benefits of narrative critical incidents and quantified scales by assigning scale points with
specific examples of good or poor performance? Answer: A 25) Which of the following best describes a behaviorally anchored rating scale? Answer: B 26) The first step in developing a behaviorally anchored rating scale is to ________. Answer: B 27) Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe
critical incidents of effective and ineffective job performance. What should Stacey most likely do next? Answer: B 28) Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the behaviorally anchored rating scale (BARS) to evaluate the performance of her subordinates. Which of the following, if true, supports the argument that BARS is the most appropriate performance appraisal tool for Suzanne to use? Answer: A 29) What is the primary goal of using mixed standard scales? Answer: B 30) Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made? Answer: B 31) All of the following are benefits of using computerized or Web-based performance appraisal systems EXCEPT ________. Answer: D 32) Which of the following enables supervisors to oversee the amount of computerized data an employee is processing each day? Answer: D 33) Nick supervises a team of data entry specialists. Lately, productivity has been down, and Nick believes his subordinates are not working as efficiently as possible. Which of the following tools would provide Nick with daily information about each employee's rate, accuracy, and time spent entering data? Answer: B 34) Graphic rating scales are subject to all of the following problems EXCEPT ________. Answer: C 35) Which of the following terms refers to an appraisal that is too open to interpretation? Answer: A 36) Which of the following is the best way for a supervisor to correct a performance appraisal problem caused by unclear standards? Answer: C 37) 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? Answer: B 38) Jason is a conscientious employee, but he is viewed by most of his co-workers as unfriendly. Jason's supervisor rates him low on the traits "gets along well with others" and "quality of work." Which of the
following problems has most likely affected Jason's performance appraisal? Answer: C 39) A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________. Answer: C 40) The best way to reduce the problem of central tendency in performance appraisals is to ________. Answer: A 41) Which performance appraisal problem is associated with supervisors giving all of their subordinates consistently high ratings? Answer: B 42) The ________ problem occurs when supervisors tend to rate all their subordinates consistently low. Answer:
C 43) The best method for reducing the problems of leniency or strictness in performance appraisals is to ________. Answer: C 44) Which of the following has most likely occurred when a supervisor conducting a
performance appraisal is influenced by a subordinate's individual differences such as age, sex, and race? Answer: A 45) Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased? Answer: B 46) All of the following guidelines will most likely improve the effectiveness of a performance appraisal EXCEPT ________. Answer: B 47) Stephanie manages the accounting department at an advertising agency. She needs to conduct performance appraisals for the eight employees in her
department. Stephanie wants a performance appraisal tool that is highly accurate, ranks employees, and uses critical incidents to help explain ratings to appraisees. Which performance appraisal tool is best suited for Stephanie? Answer: D 48) Which of the following is the primary advantage of using graphic rating scales as performance appraisal tools? Answer: C 49) All of the following are considered best practices for administering fair performance appraisals EXCEPT ________. Answer: C 50) Which of the following would most likely result in a legally questionable appraisal process? Answer: A 51) Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal? Answer: D 52) Employee performance appraisals are conducted by all of the following EXCEPT ________. Answer: B 53) Peer appraisals have been shown to result in a(n) ________. Answer: A 54) In most firms, a rating committee used for performance
appraisals consists of ________ members. Answer: B 55) What usually occurs when employees rate themselves for performance appraisals? Answer: C 56)
Which of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously? Answer: B 57) According to research, what is the typical result of upward feedback? Answer: C 58) Which of the following terms refers to a performance
appraisal based on surveys from peers, supervisors, subordinates, and customers? Answer: A 59) Which of the following best describes the purpose of an appraisal interview? Answer:
C 60) You are conducting an appraisal interview with an employee whose performance is
satisfactory but for whom promotion is not possible. Which incentive listed below would most likely be the LEAST effective option for maintaining satisfactory performance in this situation? Answer: D 61) When
conducting an appraisal interview, supervisors should do all of the following EXCEPT ________. Answer: D 62) When a supervisor must criticize a subordinate in
an appraisal interview, it is most important for the supervisor to ________. Answer: B 63) When an employee's performance is so poor that a written warning is
required, the warning should ________. Answer: A 64) The continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization's goals is known
as ________. Answer: D 65) Which
component of performance management refers to communicating a firm's higher-level goals throughout the organization and then translating them into departmental and individual goals? Answer: C 66) Oshman manufactures small kitchen appliances, such as blenders, toasters, and mixers. The firm has nearly 80,000 employees in 22 countries. Employees receive annual performance appraisals from their supervisors that combine critical incidents with a graphic rating scale. However, the firm's CEO advocates shifting from performance appraisals to performance management in an attempt to make Oshman more competitive and performance driven. Which of the following, if true, best supports the argument to replace Oshman's traditional appraisal methods with the performance management approach? Answer:
B
67) Oshman manufactures small kitchen appliances, such as blenders, toasters, and mixers. The firm has nearly 80,000 employees in 22 countries. Employees receive annual performance appraisals from their supervisors that combine critical incidents with a graphic rating scale. However, the firm's CEO advocates shifting from performance appraisals to performance management in an attempt to make Oshman more competitive and performance driven. All of the following questions are
relevant to Oshman's decision to replace its traditional appraisal methods with the performance management approach EXCEPT ________. Answer: D 68) Which term refers to the alignment of employee goals with departmental and company goals? Answer: C 69) A supervisor working for a firm that uses performance management should most likely expect to ________. Answer:
C 70) Which of the following best depicts how information technology supports performance management?
Answer: A Which performance appraisal tools require a supervisor to maintain a log of positive and negative examples of subordinates workA) alternation ranking B) paired comparison C) critical incident D) graphic rating Answer: C Explanation: C) With the critical incident method, the supervisor keeps a log of positive and negative examples (critical incidents) of a subordinate's work-related behavior.
Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employee's workCritical Incident Method – A supervisor keeps a record of uncommonly good and/or undesirable examples of an employee's work-related behavior, and reviews the record with the employee at predetermined times.
Which performance appraisal tool is being used when a supervisor places?The correct option is D) forced distribution. Forced distribution is one of the appraisal tools used by the management to appraise employees. Under this method, a supervisor places predetermined percentages of appraises into various performance categories and then rates them based on their prior performance.
What tools are needed for performance appraisal?Following are the tools used by the organizations for Performance Appraisals of their employees.. Ranking.. Paired Comparison.. Forced Distribution.. Confidential Report.. Essay Evaluation.. Critical Incident.. Checklists.. Graphic Rating Scale.. |