Q&A Hero

Human Resource

Q: The main problem of use of merit pay is how to get employees to view raises as a reward for performance.
Q: Unlike employment tests, performance appraisals are not subject to the same EEO regulations.
Q: A recommended practice for appraisal interviews is to have the employee complete a self-appraisal form prior to the appraisal interview.
Q: The most difficult rating error to eliminate is central tendency.
Q: Performance-dimension training provides raters with a standard of comparison or frame of reference for making appraisals.
Q: Performance appraisals are more accurate when raters are required to provide feedback to subordinates.
Q: When ratings will be used to determine merit increases, they are more likely to differentiate among subordinates than when the ratings will be used for other purposes.
Q: Keeping a performance diary helps employers defend against discrimination charges stemming from performance ratings.
Q: Though raters typically store information about worker performance accurately, when they recall information, it is in terms of trait categories.
Q: Workers who start out as high performers but decline, are rated slightly higher than those whose performance is consistently low.
Q: Recent research shows that performance-irrelevant factors such as political skill influence performance ratings as much as actual performance.
Q: Of the many factors affecting supervisors' ratings of subordinates, the major influence is actual performance.
Q: Bosses who are in a good mood give higher performance ratings than those who are grumpy.
Q: Subordinate ratings are more accurate when they are not anonymous.
Q: Since peers and co-workers have good knowledge of the work of their peers, peer ratings have become more common than ratings done by supervisors.
Q: Surveys find 360-degree ratings are used for both development and pay decisions.
Q: 360-degree feedback is used primarily with managers and other high-level employees.
Q: The greatest amount of research on rating formats has focused on reducing error and improving accuracy.
Q: MBO is particularly well suited as a basis for administrative decisions such as pay raises.
Q: Research has shown that the BARS format has proven the best for reducing rating errors.
Q: All five dimensions of good appraisal formats are important for all organizations.
Q: In most Asian cultures, employees do not welcome performance feedback.
Q: MBO requires more paperwork than other rating methods and increases both performance pressure and stress.
Q: Overall performance in both the standard rating scale and MBO is the weighted average of ratings on all dimensions.
Q: A major difference between rankings and ratings is ratings use an absolute versus a relative scale.
Q: Rankings are more popular among managers than ratings as they are less complex and uni-dimensional.
Q: Since much of performance may be explained by one performance factor, it may not be useful to rate performance on many dimensions.
Q: In making performance appraisals, managers tend to focus on either good performance, counterproductive performance, or both.
Q: Halo error is when performance at the end of a rating period has a large influence on the rating for the entire period.
Q: The total quality management advocates contend that telling raters that much of performance is caused by the system rather than the individual employee makes ratings less accurate.
Q: Some experts argue applying the principles of Total Quality Management can improve performance appraisals.
Q: Employees who are dissatisfied with performance appraisals are less satisfied with their pay.
Q: The performance of hourly workers is more likely to be tied to quantifiable measures than managerial workers.
Q: Supervisors' ratings are less likely to terminate employees for performance when unemployment is low.
Q: Louie received the highest performance rating and is in the second quartile of his pay range, and received a pay increase of 8 percent. Bart also received the highest performance rating and is in the third quartile. Given the way most merit increase grids work, what size pay increasewould you expect Bart to receive?A. Less than 8 percentB. More than 8 percentC. 8 percentD. There is no relationship between ratings and position in pay range.
Q: Merit guidelines allocate pay increases based upon:A.seniority and performance.B.performance level.C.performance level and employee position in their pay range.D.performance and size of merit budget.
Q: Which of the following is most likely to motivate employees to perform better?A.Across-the-board increases common in unionized firmsB.Raises based on demonstration of competenciesC.Raises based on the CPID.Seniority-based pay increases
Q: Some companies have dropped the use of "rank and yank" because _____.A.of law suits charging age discrimination.B.they can hurt morale.C.they are not effective in getting rid of "deadwood."D.managers resist this rating format.
Q: All of the following are steps to creating a good performance appraisal process except:A.performance dimensions are linked to the strategic plan.B.use experienced consultants to develop the rating process.C.train raters in use of the system.D.diagnose performance problems in advance.
Q: Which of the following statements is true regarding ways to improve rater training?A. Use rater error training.B. Combine performance-standard and performance-dimension training.C. Use training programs less than 2 hours.D. Use computer-based, individual training.
Q: Which of the following statements is true regarding rater training?A.Training programs lasting over two hours are as effective as shorter ones.B.Rater-error training is more effective than performance-standard or performance-dimension.C.Lectures on how to improve ratings are ineffective.D.Training to reduce halo and improve accuracy have been most successful.
Q: Teaching raters what constitutes good, average, and poor performance is _____ training.A.performance-standardB.rater-errorC.performance-dimensionD.Six-Sigma
Q: All of the following are categories of rater training except _____ training.A.rater-errorB.performance-standardC.behavior modelingD.performance-dimension
Q: "Rank and yank" is a _____ rating format.A.alternation rankingB.forced distribution rankingC.paired-comparisonsD.BARS
Q: Which of the following statements is not true?A. Workers who start out high in performance and then get worse are rated lower than workers who remain consistently low.B. Workers whose performance improves over time are seen as more motivated.C. Workers whose performance is consistently average are rated higher than those with greater variability.D. Workers performance that varies over time are seen as less motivated.
Q: Which of the following (is)are not true regarding performance appraisals?A.Race has no effect in layoff decisions.B.Males are rated higher than females.C.Raters with traditional stereotypes rate females less accurately.D.Variation in performance affects ratings.
Q: As the compensation manager for a small company, the CEO has asked you to explain why an experienced supervisor gave many employees who reported to her inaccurate performance ratings this year. Which of the following factor is not a likely cause for the behavior?The supervisor:A.spent too much time preparing the ratings.B.feels guilty.C.dislikes confrontation.D.failed to observe actual performance.
Q: Last year your performance was not very good and your performance rating was below average, but this year you have done very well exceeding your performance goals. To your surprise, your boss gives you just an average performance rating. What error has your boss most likely committed?A.HornB.HaloC.SeverityD.Spillover
Q: First impression error is to _____ error as leniency error is to severity error.A.haloB.hornC.recencyD.clone
Q: A study of ratings of managers found that approximately ____ percent were rated below average.A. 30B. 20C. 10D. 5
Q: Subordinate ratings ___________A. tend to be inflated if they are not anonymous.B. are more reliable than peer ratings.C. are more valid than self ratings.D. are used by 70% of team-style organizations.
Q: Which of the following is not true regarding self-ratings? Self-ratings:A.tend to be lenient.B.are best used for development.C.are often used as the first step in the appraisal process.D.tend to be more reliable than peer ratings.
Q: Among peer raters, the most objective evaluations are given by:A.more experienced workers.B.workers who are not close friends with ratees.C.high performing workers.D.low performing workers.
Q: The most reliable performance ratings are done by:A.peers.B.supervisors.C.customers.D.self.
Q: Which of the following is not a strength of supervisors as raters?A. They are knowledgeable about subordinates' jobs.B. Their ratings show little halo and leniency.C. Supervisors have rating experience.D. They assign work to subordinates.
Q: All of the following are strengths of 360-degree feedback except that it:A.is useful for both administrative and development purposes.B.improves employee self-awareness.C.promotes better performance.D.improves communication between supervisors and staff.
Q: Raters who are low on conscientiousness and very agreeable tend to:A.be very accurate raters.B.commit central tendency error.C.commit halo error.D.commit leniency error.
Q: In situations in which the nature of the task is so uncertain that it may be difficult to specify expected goals, the most appropriate rating format is ______________A. MBOB. standard rating scaleC. BARSD. essay
Q: When tasks are highly uncertain and it is not clear how to define successful performance, the most appropriate rating format is:A.BARS.B.MBO.C.standard rating scales.D.ranking.
Q: When a job involves less routine tasks, but an outcome can be specified, an excellent rating format is:A.BARSB.MBOC.standard rating scalesD.essay
Q: When a job involves very routine, mechanistic tasks, the best appraisal format that is most appropriate is:A.BARS.B.MBO.C.standard rating scales.D.alternation ranking.
Q: In which of the following rating formats are leniency, severity, and central tendency errors not present?A.Standard rating scalesB.BARSC.MBOD.Ranking
Q: _____ is the best appraisal format across the five criteria for evaluating rating formats.A.RankingB.MBOC.BARSD.Standard rating scales
Q: The best appraisal format for employee development is:A.BARS.B.MBO.C.the essay method.D.the ranking method.
Q: _____ is one of the best appraisal formats in terms of legal defensibility.A.BARSB.MBOC.Standard rating scalesD.Ranking
Q: The question, "Does the instrument lend itself well to validating employment tests?" applies to which criterion of appraisal formats?A.ValidityB.AdministrativeC.CostD.Personnel research
Q: Which of the following is not one of the dimensions on which an appraisal format is evaluated?A.CostB.Personnel research potentialC.Employee agreementD.Administrative ease
Q: In the _____ type of performance evaluation, supervisors answer open-ended questions.A.MBOB.standard rating scaleC.BARSD.essay format
Q: A negative outcome of MBO is ________A. managers attitudes tend to decline with continued use.B. superior/subordinate communication becomes more challenging.C. performance pressure and stress increases.D. organizational performance improvements are short-lived.
Q: The highest level of agreement among respondents to a study of successful MBO programs was on the fact that:A.goals and objectives should be specific.B.objectives should be assigned a priority.C.objectives should include a plan of action.D.pay incentives should be attached to goals.
Q: All of the following are true findings regarding MBO except that:A.individual performance improves.B.organizational performance improves.C.superior/subordinate communication improves.D.MBO requires less documentation than other rating methods.
Q: In what type of system are annual goals established and passed down through the organization?A.Performance standards reviewB.Management by objectivesC.Forced distributionD.Total Quality Management
Q: The most common form of outcomes-based appraisal is:A.the essay method.B.MBO.C.the performance standards review.D.the BARS.
Q: The criticism, "different raters have different ideas about what "average work" is, is associated with the ________ rating format.A. standard rating scaleB. BARSC. rankingD. MBO
Q: A major criticism of standard rating scales is:A.raters have different definitions of scale levels.B.employees don't understand standard scales.C.they are costly to develop.D.they encourage halo and horns errors.
Q: Which of the following types of rankings would be least preferred by managers of more than 10-15 employees?A.StraightB.AlternateC.Paired comparisonsD.Forced distribution
Q: In _____ranking, raters look at a list of employees, decide who the best employee is, and cross that person's name off the list. From the remaining names, the manager decides who the worst employee is and crosses that name off the listand so forth.A.paired-comparisonB.straightC.alternationD.forced distribution
Q: The traditional performance component of the balanced scorecard is__________A. customer satisfaction,B. employee internal growth and commitment,C. operational efficiency in internal processes, andD. financial
Q: Telling raters that sometimes the work environment and system affect job performance more than the individual employee's behavior:A.helps improve inter-reliability.B.leads to higher ratings.C.has very little effect on ratings.D.leads to lower ratings.
Q: Deming's major argument regarding performance appraisals is that:A.the work situation is the major determinant of performance.B.performance appraisals support team work.C.peer ratings are better than supervisor ratings.D.lack of training makes performance appraisals redundant.
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