Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Human Resource
Q:
List the recommendations for implementing a multirater/360-degree appraisal system.
Q:
(p. 261) Collecting information and providing feedback to employees about their behavior is called _____.
A. internship
B. job enlargement
C. assessment
D. job rotation
E. externship
Q:
Briefly describe each of the two ways in which errors arise.
Q:
(p. 260) The four general approaches that companies use to develop employees include:
A. formal education, assessment, job experiences, and interpersonal relationships.
B. job rotation, promotion, transfer, and job sharing.
C. psychological tests, assessment centers, Myers-Briggs Type Indicator, and performance feedback.
D. business games, formal courses, team building, and assessment.
E. TQM, Six Sigma, lean manufacturing, and quality function deployment.
Q:
What are rating errors? List the common rating errors.
Q:
(p. 260) _____ help(s) employees select development activities that prepare them to meet their career goals.
A. Career path
B. Training
C. Policy analysis
D. Job sharing
E. Career management
Q:
Briefly explain the management by objectives (MBO) rating method.
Q:
(p. 260) Protean careers require that employees:
A. look for organizations to provide job security.
B. take responsibility to manage their own careers.
C. be specialized at repetitive tasks.
D. look for organizations for a career ladder to climb to higher positions.
E. focus on holding on to their jobs to avoid being laid off.
Q:
What does the process of designing an appraisal system include? Who should be involved is this process?
Q:
(p. 260) Which of the following is true of protean careers?
A. Employees look for organizations to provide job security.
B. Employees take lesser responsibility for managing protean careers than for traditional careers.
C. A protean career is one that does does not change frequently.
D. Based on the psychological contract, employees look for organizations to provide development opportunities.
E. Protean careers are characterized by frequent changes due to changes in the person's desired level of compensation.
Q:
List the three basic ways in which raters can make performance assessments.
Q:
(p. 259) Which of the following is true of development?
A. It focuses only on helping employees improve performance of their current jobs.
B. The use of work experience is low in development.
C. Participation in development is voluntary.
D. It s not related to preparing employees for changes.
E. It is linked to fixed business goals.
Q:
What is the criterion for recommending MBO as a method for comparing people or units?
Q:
(p. 259) Which of the following is true of the relationship between training and development?
A. Training is future oriented, while development is focused on improvement of current job.
B. The use of work experience is high in training, but low in development.
C. Participation in training is voluntary, but compulsory in development.
D. The goal of training is preparation for the current job, while the goal of development is preparation for changes in the current job.
E. Training is often an ongoing process while development tends to be short-term process.
Q:
Define the six different types of outcomes that may be measured in a work performance system. Provide brief examples for each.
Q:
(p. 282) Research indicates that dysfunctional managerial behaviors, such as arrogance and insensitivity, can rarely be effectively dealt with in development programs.
Q:
What are the administrative concerns that must be addressed in performance appraisal system? Provide a description of each.
Q:
(p. 281) The development of high-potential employees is a slow process.
Q:
List and explain four common rating errors.
Q:
(p. 280) Succession planning focuses on high-potential employees.
Q:
A company that provides service of repairs of refrigerators has noticed that their overall performance has been declining over the past 3 years. They are interested in increasing the performance of the entire team of service personnel, including measurements of time and cost of repair visits. Which of the following is correct? A) Management should be concerned with measurement of objectives being too objective B) Management should pull together a team and design a ProMES program. C) Management should focus on individual performance measurements and not try to measure aggregate performance D) Management should implement a forced distribution performance appraisal system. E) Management should understand that performance levels move up and down in cycles and they need to simply wait until the next cycle of increased performance begins.
Q:
(p. 279) Women and minorities often have trouble finding mentors.
Q:
(p. 278) The outcome of action planning often takes the form of a career development plan.
Q:
Which of the following is not a major factor causing inaccurate and unfair performance appraisal?
A) Lack of sufficient observation of employees work
B) Multiple sources of information related to performance
C) Raters who have not been trained despite demonstrated bias
D) Failing to consider situational constraints
E) Concern over the negative reaction of the individual being rated
Q:
To ensure a supportive and creative atmosphere for the feedback session, the rater should:
A) Have one-way conversation with the ratee
B) Include several employees at once to brainstorm
C) Allow the employee to discuss their concerns in a two-way conversation
D) Keep the duration of the performance meeting as short as possible
E) Continue to take phone calls and accept interruptions from your staff during the meeting.
Q:
(p. 277) In goal setting, it is the employee's responsibility to identify the goal and the method of determining his/her progress toward that goal.
Q:
A manager believes that older workers are less likely to be able to improve performance than younger workers. This thinking could lead to what form of performance appraisal error?
A) attribution error
B) bias
C) contamination
D) frame of reference
E) accountability
Q:
(p. 275) In a self-assessment, the organization's responsibility is to identify opportunities and areas that need improvement.
Q:
Which of the following is an appraisal method that makes comparisons between ratees performance?
A) check list
B) forced choice
C) management by objectives (MBO)
D) straight ranking
E) performance distribution assessment (PDA)
Q:
(p. 274) Basic career management systems involve the four sequential steps of recruiting, relocation, reality check, and action planning.
Q:
The __________ rating method presents raters with pairs of behavioral statements reflecting different levels of performance on the same performance dimension.
A) behaviorally anchored rating scales (BARS)
B) computerized adaptive rating scales (CARS)
C) management by objectives (MBO)
D) behavioral observation scales (BOS)
E) performance distribution assessment (PDA)
Q:
(p. 273) Coaches are peers or managers who work with other employees to motivate them, help them develop their skills, and provide them with reinforcement and feedback.
Q:
(p. 272) Mentoring programs tend to be more successful when they are compulsory.
Q:
An employee does an excellent job at answering customers technical questions related to software. However, they are not effective or efficient when it comes to completing paperwork, or working well with their peers. The manager rates this employee as excellent in all performance categories. This is an example of what performance appraisal error?
A) Halo effect
B) Horns effect
C) Recency
D) Severity
E) Central tendency
Q:
(p. 271) Employees on sabbatical generally do not receive their salary or benefits.
Q:
__________ presents the rater with a limited number of categories and requires the rater to place a designated portion of the ratees into each category.
A) Comparisons among anchors
B) Paired comparisons
C) Forced distribution
D) Straight ranking
E) Graphic rating scales
Q:
One of the primary reasons that companies have turned to using forced distribution in their performance management systems is to overcome __________.
A) fundamental attribution error
B) representativeness bias
C) availability bias
D) leniency bias
E) anchoring bias
Q:
(p. 270) The temporary cross-functional move is the least common way to use downward moves for employee development.
Q:
Formal performance appraisal should have outcomes that are clearly linked to organizational __________.
A) demands
B) requirements
C) goals
D) policies
E) ethics
Q:
(p. 269) Job rotation increases employees' understanding of different company functions.
Q:
Each of the following is TRUE regarding Comparisons to Anchors (e.g., BARS, MBO, graphic rating scales, and summated rating scales) EXCEPT:
A) Method requires rater to compare the employee's performance with specified anchors or descriptors.
B) Method is very useful for providing feedback to employee.
C) Is easy and inexpensive to construct.
D) For the BARs method, actual behaviors are documented.
E) Generally, graphic rating scales use adjectives or numbers as anchors or descriptors.
Q:
(p. 268) An organization can use downward moves as a source of job experience.
Q:
Each of the following is TRUE regarding Comparisons Among Anchors (e.g., forced choice) EXCEPT:
A) The method requires rater to make comparisons among anchors for a job activity.
B) The method is designed to reduce intentional rating bias in which the rater deliberately attempts to rate individuals high (or low) irrespective of their performance.
C) The method is well accepted by raters.
D) Anchor statements are chosen to be equal in desirability to make it more difficult for the rater to pick out the ones that can give the ratee the highest or lowest ratings.
E) Raters are not given the scoring scheme.
Q:
(p. 267) Most employee development occurs through formal education programs.
Q:
Company XYZ had a corporate goal to improve the quality of the products they produced. Employees in the company had personal performance objectives that were associated with quality improvements. If the quality improvement objectives were not met because of faulty raw materials purchased from a new vendor, which of the following would be true?
A) The poor materials from the vendor should be considered a situational constraint when appraising the performance of the purchasing manager.
B) Only mangers should have a performance objective that is associated with the corporate goal to increase quality, not individuals responsible for production.
C) Employees should be concerned that the poor quality of the raw materials will cause the managers to be influenced by the central tendency effect.
D) When appraising the performance of an employee on the production line, the poor quality materials should be considered a situational constraint on their ability to meet quality standards.
E) Employees being rated will have a tendency to overestimate the effects of the poor quality materials on their ability to perform as compared to their managers, who will underestimate the effect.
Q:
(p. 266) A performance appraisal process must identify causes of the performance discrepancy and develop plans for improving performance.
Q:
(p. 265) Research suggests that assessment center ratings are valid for predicting performance, salary level, and career advancement.
Q:
Each of the following is legally desirable regarding performance appraisal procedures EXCEPT:
A) Providing a formal appeal process.
B) Outlining specific, objective performance standards.
C) Providing written instructions for raters to follow.
D) Training raters on rating errors and EEO laws.
E) Adapting procedures to meet unique requirements of employees of different races.
Q:
(p. 264) Assessment centers are primarily used to identify employees' technical skills.
Q:
Which of the following statements about MBO is FALSE?
A) It compares quantifiable target goals with actual results achieved by an employee.
B) It has been shown to be useful for defining individual or unit performance related to strategic plans.
C) It is recommended as a method for comparing people or units.
D) It is a popular method of managerial appraisal.
E) It may be effective approach to motivating and improving employee performance.
Q:
All of the following are attempts to control intentional rating errors EXCEPT:
A) using forced distribution or other forms of ratee comparison systems
B) using multirater systems.
C) requiring cross-checks or reviews of ratings by other people
D) training raters how to provide negative evaluation.
E) providing frame-of-reference training.
Q:
(p. 264) Research on the validity, reliability, and effectiveness of the Myers-Briggs Type Indicator is inconclusive.
Q:
Joy and her manager agreed in January that in order to be ready to take on a new group project in June, Joy should complete a class that would certify her in project planning. Both Joy and her manager agreed that 6 months was a reasonable time frame for completing this course, and earning the certification. How Joy is rated at the end of the review period, if she is not able to attend the training by June will depend on if her manager believes that there ______ that did not allow Joy to complete the objective.
A) was a lack of utility
B) should have been BOS
C) were situational constraints
D) was a central tendency effect
E) were anchoring effects
Q:
(p. 263) According to the Myers-Briggs Type Indicator, individuals with a Feeling (F) preference try always to be objective in making decisions, whereas individuals with a Thinking (T) preference are more subjective.
Q:
Performance refers to:
A) Brief descriptions of the traits, personal characteristics, or competencies of the performer.
B) A process that requires raters to rank ratees on the basis of quantifiable goals.
C) Efforts to control rating bias by requiring raters to indicate how frequently the ratee has performed listed behaviors.
D) Comparison between specific, quantifiable target goals and the actual results achieved by an employee.
E) Record of outcomes produced on a specified job function or activity during a specified period of time.
Q:
(p. 262) The Myers-Briggs Type Indicator is a valuable tool for understanding communication styles, appraising employees' performance, and evaluating employees' promotion potential.
Q:
Management by Objectives (MBO):
A) Provides brief descriptions of levels of performance.
B) Selects the anchor which is most descriptive of the person being appraised.
C) Requires the rater to indicate how frequently the ratee has performed each of the listed behaviors.
D) Calls for comparison between specific, quantifiable target goals and the actual results achieved by an employee.
E) Makes comparisons among ratees according to some measure of effectiveness or simply overall effectiveness.
Q:
Behaviorally Anchored Rating Scales (BARS) refer to:
A) Graphic rating scales with specific behavioral descriptions defining various points along the scale for each performance dimension.
B) Comparisons among ratee's performance.
C) A record of outcomes produced on a specified job function during a specified time period.
D) Comparisons between specific, quantifiable target goals and the actual results achieved by an employee.
E) Ratings made in the context of opportunities to perform at a certain level.
Q:
(p. 261) The most frequent uses of assessment are to identify employees with managerial potential to measure current managers' strengths and weaknesses.
Q:
Which of the following categories of performance outcomes have been identified as being generally applicable to all jobs?
A) quality, quantity, timeliness, cost-effectiveness, dependability
B) quality, timeliness, cost-effectiveness, need for supervision, integrity
C) timeliness, cost-effectiveness, need for supervision, interpersonal impact, loyalty
D) quality, quantity, timeliness, cost-effectiveness, need for supervision, interpersonal impact
E) quantity, timeliness, cost-effectiveness, motivation, interpersonal impact
Q:
(p. 260) Approaches to employee development fall into four broad categories: formal education, assessment, job experiences, and interpersonal relationships.
Q:
Leniency refers to:
A) The tendency to rate employees towards the center of the scale regardless of actual performance.
B) The extent to which raters agree on an evaluation.
C) The degree to which the performance of ratees can be differentiated on each performance dimension.
D) The tendency to rate employees at the high end of the scale regardless of actual performance.
E) The tendency to allow a rating on one dimension to influence ratings of other dimensions for an employee.
Q:
(p. 260) A protean career is one that frequently changes based on changes in a person's interests, abilities, and values and in the work environment.
Q:
In a department where there are clearly defined and measurable performance standards, the performance appraisal method that would work well for a manager who is independently reviewing a department of 15 people to identify who will and will not be eligible for a bonus would be:
A) Paired comparisons
B) Behaviorally anchored rating scales (BARS)
C) Management by objectives (MBO)
D) Forced choice
E) Behavioral Observation Scales
Q:
(p. 259) Development implies learning that is not necessarily related to the employees current job.
Q:
Which of the following performance measurement methods requires managers to rank employees in their group from the highest performer to the poorest performer?
A. Graphic rating scale
B. Mixed-standard scale
C. Paired-comparison
D. Forced-distribution
E. Simple ranking
Q:
The rating method for _____ is to have the rater record specific observations of the ratees performance and then compare those observations to anchors on the rating scale to determine the most valid rating.
A) Straight ranking
B) BARS
C) paired comparison
D) forced distribution
E) MBO
Q:
To ensure a legally defensible performance appraisal system, all of the following procedures are recommended EXCEPT:
A) Setting specific performance standards for employees.
B) Having a performance review process for each employee.
C) Making the performance appraisal process different for all employees within a job family.
D) Including a formal appeal process.
E) Using more than one independent evaluator of performance.
Q:
Which of the following is true about the simple ranking technique?
A. It assigns a certain percentage of employees to each category in a set of categories.
B. Alternation ranking is a variation of simple ranking.
C. It involves comparing each employee with each other employee to establish rankings.
D. It rates everyone favorably or near the center of the scale.
E. Simple ranking requires managers to rank employees in their group against the highest performer of each group.
Q:
When planning a feedback session as part of the performance appraisal process, it is important to allow the ratee to share their thoughts and to address career aspirations.
Q:
Which of the following is a comparative performance appraisal technique?
A. Mixed-standards scale
B. Simple ranking
C. Paired distribution
D. Forced comparison
E. Complex distribution
Q:
Employees and managers are concerned with the lack of effectiveness of performance appraisals. There is no time to conduct performance management training for managers, or develop a BARS. One method that could be considered is to include multiple raters to derive the rating of performance.
Q:
_____ refers to telling employees exactly what is expected of them and how they can meet those expectations.
A. Generalized instruction
B. Employee orientation
C. Specific feedback
D. Overall opinion
E. Strategic fit
Q:
When conducting a 360 degree appraisal it is important to exclude feedback received from internal and external customers.
Q:
With regard to a performance measure, _____ refers to consistency of results over time.
A. validity
B. interrater reliability
C. acceptability
D. test-retest reliability
E. specificity
Q:
Consistency of results when more than one person measures performance is known as:
A. test-retest specificity.
B. interrater reliability.
C. interrater validity.
D. test-retest reliability.
E. test-retest validity.
Q:
The forced choice methodology has effectively reduced intentional bias, and is a method that has broad acceptance from managers/raters.
Q:
With regard to a performance measure, _____describes the consistency of the results that the performance measure will deliver.
A. validity
B. acceptability
C. reliability
D. transparency
E. specificity
Q:
Performance appraisals should be focused on the past and managers should not waste time in discussion of the employees career aspirations.
Q:
Benchmarking is the process of gauging the internal practices and activities within a firm to an external reference or standard.