Q&A Hero

Q: Jason is generally considered unfriendly at work. His supervisor rates him low on the trait "gets along well with others" but also rates him lower on other traits unrelated to socialization at work. Jason's performance appraisal may be unfair due to ________. A) impression management B) stereotyping C) halo effects D) strictness

Q: ________ is defined as the influence of a rater's general impression on ratings of specific ratee qualities. A) Impression management B) Halo effect C) Central tendency D) Bias

Q: When different supervisors define levels of performance (good, fair, poor) differently, unfair appraisals could result due to a problem with ________. A) unclear standards B) halo effects C) complexity D) leniency

Q: What is the last step in the Management by Objectives Method? A) provide feedback B) set departmental goals C) discuss departmental goals D) define expected results

Q: Which of the following is a reason for the use of performance management in organizations? A) it contributes to total quality B) it is better than performance appraisal C) it is important because it helps in strategic planning D) All of the above.

Q: In how many ways is performance management different from performance appraisal? A) 4 B) 3 C) 2 D) None

Q: What is the fifth step in the Management by Objectives Method? A) conduct performance reviews and measure the results B) set departmental goals C) discuss departmental goals D) define expected results

Q: What is the fourth step in the Management by Objectives Method? A) set the organization's goals B) set departmental goals C) discuss departmental goals D) define expected results

Q: What is the third step in the Management by Objectives Method? A) set the organization's goals B) set departmental goals C) discuss departmental goals D) define expected results

Q: What is the second step in the Management by Objectives Method? A) set the organization's goals B) set departmental goals C) discuss departmental goals D) define expected results

Q: What is the first step in the Management by Objectives Method? A) set the organization's goals B) set departmental goals C) discuss departmental goals D) define expected results

Q: Management by objectives (MBO) refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior D) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Q: Behaviorally anchored rating scale (BARS) refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior D) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories

Q: Which appraisal method combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance? A) behaviorally anchored rating scale B) graphic rating scale C) alternation ranking D) None of the above.

Q: All of the following are advantages of using the critical incident method for appraising performance except that: A) it provides examples of good performance. B) it does not include a numerical rating. C) it provides examples of poor performance. D) incidents can be tied to performance goals.

Q: The critical incident technique refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior D) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Q: With the ________ method, the supervisor keeps a log of positive and negative examples of a subordinate's work-related behavior. A) alternation ranking B) constant sums rating C) narrative forms D) critical incident

Q: To protect against bias claims when using the forced distribution method employers should ________. A) appoint a review committee to review any employee's low ranking B) train raters to be objective C) consider using multiple raters in conjunction with the method D) All of the above.

Q: Which of the following is a criticism of the forced distribution method? A) it damages morale B) it promotes unfairly C) it promotes those who play the game well D) None of the above.

Q: Which of the following measurement methods rates employee performance relative to other employees? A) graphic rating scale B) forced distribution C) Likert scale D) critical incident method

Q: John, the supervisor of the manufacturing department, 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. John is using a ________ method. A) graphic rating scale B) constant sum ranking scale C) forced distribution D) alternation ranking

Q: When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the ________ method of performance appraisal. A) constant sum ranking scale B) alternation ranking C) paired comparison D) forced distribution

Q: Forced distribution refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories D) involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Q: Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the ________ method of performance appraisal. A) graphic ranking scale B) alternation ranking C) paired comparison D) forced distribution

Q: Alternation ranking refers to an appraisal method, which ________. A) is based on progress made toward the accomplishment of measurable goals B) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories D) involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Q: The ________ method of performance appraisal involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked. A) alternation ranking B) graphic rating scale C) MBO D) constant sum rating scale

Q: Which performance appraisal technique lists traits and a range of performance? A) alternation ranking B) graphic rating scale C) Likert D) MBO E) constant sum rating scale[HH1]

Q: Which of the following is a way to increase 360-degree appraisals? A) anchor the 360-degree items with behavioral competencies B) assess the costs of the program and carefully train the people giving and receiving feedback C) make sure the feedback given is productive, unbiased ad development oriented D) All of the above.

Q: Which of the following is a valid appraisal source? A) self-ratings B) 360-degree feedback C) subordinates D) All of the above.

Q: Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information? A) peers B) rating committees C) the employee D) All of the above.

Q: Which of the following is a reason to appraise subordinates' performance? A) appraisals provide important data for promotion and salary decisions B) appraisal let supervisors and subordinates develop plans to correct performance deficiencies C) appraisals serve as useful career planning purposes D) All of the above.

Q: Because in most organizations there is a hierarchy of goals, employee performance standards should ________. A) be standard B) make sense in terms of the broader organizational goals C) be decided by the top executive D) All of the above.

Q: Who is the primary person responsible for doing the actual appraising of an employee's performance? A) the employee's direct supervisor B) the company appraiser C) the EEO contact person D) None of the above.

Q: When using goal setting in performance management, the goals should be ________. A) difficult B) doable C) specific D) All of the above.

Q: Participatively set goals result in higher performance than assigned goals when the ________. A) participatively set goals are more difficult B) assigned goals are more difficult C) rewards are also higher D) goals are doable

Q: The "A" in the acronym for SMART goals stands for ________. A) actionable B) appropriate C) attainable D) asset

Q: The "M" in the acronym for SMART goals stands for ________. A) moderate B) measurable C) meaningful D) merit

Q: The "S" in the acronym for SMART goals stands for ________. A) specific B) straightforward C) strategic D) support

Q: Which of the following is not one of the guidelines for effective goal setting? A) assign specific goals B) assign measurable goals C) assign challenging but doable goals D) assign consequences for performance

Q: Managers following a traditional performance appraisal system will typically meet with employees on a ________ basis. A) weekly B) monthly C) bi-monthly D) yearly

Q: When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called ________. A) strategic organizational development B) performance management C) performance appraisal D) human resource management

Q: The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called ________. A) recruitment B) employee selection C) performance appraisal D) organizational development

Q: Technology hampers efforts at orienting employees.

Q: Overcoming resistance is perhaps the hardest part of leading a change.

Q: In a controlled experiment, the researchers totally influence what is going to happen.

Q: Managerial development is a special approach to organizational change in which the employees themselves formulate the change that is required and implement it.

Q: Lewin's change process consists of unfreezing, moving, and refreezing.

Q: Estimates are that only about 20% of what employees learn on the job is learned through informal means while the rest is learned through formal training programs.

Q: A disadvantage of on-the-job training is its expense.

Q: Performance analysis is a detailed study of a job to determine what specific skills the job requires.

Q: The main task in analyzing current employees' training needs is to determine what the job entails, break the job down into subtasks, and then teach each subtask to the employee.

Q: Orientation refers to the methods used to give new or present employees the skills they need to perform their jobs.

Q: About _____ percent of firms collecting end-of-class evaluation data use paper-and-pencil surveys. A) 90 B) 80 C) 60 D) 50

Q: ________ focus on whether training had an effect on the organization's objectives. A) Reaction B) Learning C) Behavior D) Results

Q: ________ focuses on whether on the job actions have changed. A) Reaction B) Learning C) Behavior D) Results

Q: ________ tests the trainees to determine whether they learned principles, skills, and facts. A) Reaction B) Learning C) Behavior D) Results

Q: ________ evaluates trainees as to whether they thought the training was worthwhile[HH3] . A) Reaction B) Learning C) Behavior D) Results

Q: All of the following are training outcomes categories that can be measured except: A) reaction. B) learning. C) results. D) likability.

Q: Which of the following is not measured to evaluate a training program? A) organizational productivity B) participants' reactions to the program C) what trainees learned from the program D) results achieved

Q: Which of the following is not one of Lewin's processes for overcoming resistance? A) unfreezing B) refreezing C) moving D) disjointing

Q: According to Kurt Lewin, in order for a change to occur, which stage must first take place? A) unfreezing B) moving C) refreezing D) shifting

Q: The basic aim of ________ is to increase the participant's insight into his or her own behavior and the behavior of others by encouraging an open expression of feelings in a trainer-guided group. A) sensitivity training B) action research C) group therapy D) coaching

Q: ________ is a special approach to organizational change in which the employees diagnose and formulate the change that's required and implement it. A) Managerial development B) Action research C) Succession planning D) Organizational development

Q: In ________, trainees learn by making realistic decisions in simulated situations. A) improvisation B) management games C) case studies D) action learning

Q: In a case study training exercise, the discussion should involve ________. A) the discussion leader subtly guiding the trainees B) an analysis of the case C) the trainees presenting their conclusions D) All of the above.

Q: ________ is a training technique by which management trainees are allowed to work full time analyzing and solving problems in other departments. A) Action learning B) Off the job training C) Assessment centers[HH2] D) None of the above.

Q: An outside consultant who questions an executive's boss, peers, subordinates, and family in order to determine weaknesses and strengths is a(n) ________. A) executive coach B) full time coach C) a personality modifier D) None of the above.

Q: Gathering data about the organization and its operations and attitudes, with an eye toward solving a particular problem is ________ research. A) action B) progressive C) proactive D) team-building

Q: Which of the following is not a motivational guideline? A) make the learning meaningful B) make skills transfer easy C) reinforce the learning D) All of the above.

Q: Which on-the-job training method is used for managerial positions? A) job rotation B) coaching C) outside seminars D) All of the above.

Q: Which of the following is meant to counteract potential problems associated with a diverse workforce? A) improve interpersonal skills B) improving math skills C) understanding/valuing cultural differences D) All of the above.

Q: The ________ process includes improving the firms future performance and make sense in terms of the firms strategy and goals. A) management development B) management skills inventory C) action planning D) performance support

Q: ________ is the inability to handle basic reading, writing, and arithmetic. A) Functional illiteracy B) Illiteracy C) Handicapped literacy D) Redundant literacy

Q: Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called ________. A) diversity training B) on-the-job training C) performance improvement programs D) management development E) coaching[HH1]

Q: Delivering learning content on demand via electronic devices when needed is termed ________ learning. A) mobile B) cell-based C) demand driven D) All of the above.

Q: ________ is a section of an employer's Web site that offers employees online access to many or all of the training courses employees need to succeed at their jobs. A) Videospace B) A learning portal C) A training portal D) None of the above.

Q: ________ allows trainees to use a computer-based system to increase their knowledge and skills interactively. A) Computer-based training B) Point-to-point training C) Videoconferencing D) Telelearning

Q: ________ allows people in one location to communicate live with people in another location. A) Videoconferencing B) Televising C) Internet D) Internet televising

Q: Which of the following is not a step in behavioral modeling? A) modeling B) role playing C) social reinforcement D) All of the above.

Q: Bobby demonstrates the correct way to do a job. He is using which training technique? A) behavior modeling B) demonstrational prowess C) instruction by example D) None of the above.