Q&A Hero

Q: Setting useful goals is easy to do.

Q: Managers should appraise employees with respect to the specific goals by which he or she expected to be measured.

Q: Performance appraisals assume that the employee understood what his or her performance standards were.

Q: When a supervisor must criticize a subordinate in an appraisal interview, it is best to ________. A) hold the meeting with other people who can diffuse the negative situation B) provide examples of critical incidents C) acknowledge the supervisor's personal biases in the situation D) provide feedback once per year

Q: When conducting an appraisal interview, supervisors should do all of the following except: A) compare the person's performance to a standard. B) encourage the employee to talk. C) give specific examples of poor performance. D) compare the person's performance to that of other employees.

Q: What is another term for 360-degree feedback? A) feedback loop B) multi-source feedback C) upward feedback D) wheel feedback

Q: Which of the following best captures the meaning of the term, glass ceiling? A) structural, yet subtle barriers in corporate environments which inhibit the rise of talented women to positions of leadership B) inadequate networking opportunities which result in a lack of an "old girl's network" to mirror that of men C) unspoken decision by corporate leadership that women should not be encouraged to advance beyond middle management levels D) the lack of desire among women to pursue jobs with extreme levels of responsibility and authority

Q: Miranda wants to make partner at her law firm. She is worried, though, because everyone understands that 70-hour work weeks are the norm for someone striving to make partner. Miranda wants to be fair to her family as well as excel at work. To address this problem, the law firm could help by ________. A) providing Miranda with a career coach B) encouraging Miranda to join a career success team C) eliminating institutional barriers that disproportionately affect women D) encouraging Miranda to temporarily work in a different job

Q: When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide ________. A) reality shock B) a realistic job interview C) disincentive D) a challenge

Q: Assessing interests, seeking out career information, and utilizing development opportunities are all part of the ________ role in career development. A) individual's B) manager's C) supervisor's D) company's

Q: Responsibility for career development should always be left to the ________. A) employee B) supervisor C) manager D) career success team

Q: Who is responsible for the planning, guiding, and developing an employee's career? A) the immediate supervisor B) the employee C) the organization D) the development officer

Q: Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of ________. A) organizational development B) career development C) career planning D) training

Q: The process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals is called ________. A) organizational development B) career management C) career development D) career planning

Q: Career planning refers to the ________. A) process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals B) the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment C) process of using activities like training and appraisal to provide a career focus D) occupational positions a person has over his or her lifetime

Q: Career development refers to the ________. A) process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals B) the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment C) process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards D) process of using activities like training and appraisal to provide a career focus

Q: The lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment is called ________. A) organizational development B) career management C) career development D) career planning

Q: Career management refers to the ________. A) the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment B) process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards C) process of using activities like training and appraisal to provide a career focus D) occupational positions a person has over his or her lifetime

Q: ________ is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards. A) Organizational development B) Career management C) Career development D) Career planning

Q: When subordinates provide feedback for supervisors, the comments should be anonymous because identifiable responses tend to result in more ________. A) critical ratings B) negative attitudes from managers receiving the feedback C) inflated ratings D) All of the above.

Q: What process allows top management to diagnose the management styles of supervisors, identify potential "people" problems, and take corrective action with individual supervisors as necessary? A) strategic performance appraisal B) organizational development C) upward feedback D) critical incidents

Q: Firms that use ________ let subordinates anonymously rate their supervisor's performance. A) downward feedback B) upward feedback C) narratives D) critical incidents

Q: What usually occurs when employees rate themselves in a performance appraisal? A) interrater reliability is higher B) appraisals are subject to halo effects C) ratings are higher than when rated by supervisors or peers D) ratings are about the same as when determined by peers

Q: Peer appraisals have been shown to result in a(n) ________. A) reduction of social loafing in the team B) reduction of group cohesion C) decrease in satisfaction with the group D) tendency to inaccurately predict who would be promoted

Q: Rating committees, made up of an employee's immediate supervisor along with other supervisors, usually have ________ other members. A) 1-2 B) 3-4 C) 6-7 D) 8-9

Q: Performance appraisals may be conducted by ________. A) the immediate supervisor B) peers C) rating committees D) All of the above.

Q: Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal? A) peers B) rating committees C) top management D) immediate supervisor

Q: Which of the following could result in a legally questionable appraisal process? A) conduct a job analysis to establish criteria and standards for successful performance B) base appraisals on subjective supervisory observations C) administer and score appraisals in a standardized fashion D) use clearly defined job performance dimensions

Q: When an employee's personal characteristics such as gender influence a supervisor's evaluation of his or her performance, the problem of ________ has occurred. A) bias B) stereotyping C) central tendency D) halo affect

Q: One way of reducing the problems of leniency or strictness in performance appraisals is to ________. A) rank employees B) be aware of the problem C) train supervisors to avoid it D) consider the purpose of the appraisal

Q: Which personality trait is associated with performance appraisal ratings that are too lenient? A) agreeableness B) extroversion C) conscientiousness D) openness

Q: One personality study focused on how individual traits influenced the evaluations that students gave their peers. Raters who scored higher on ________ tended to give their peers lower ratings. A) agreeableness B) extroversion C) conscientiousness D) openness

Q: The ________ problem occurs when supervisors tend to rate all their subordinates consistently low. A) central tendency B) leniency C) strictness D) bias

Q: The ________ problem occurs when supervisors tend to rate all their subordinates consistently high. A) leniency B) strictness C) bias D) halo effect

Q: The best way of reducing the problem of central tendency in performance appraisals is to ________. A) rank employees B) be aware of the problem C) train supervisors to avoid it D) consider the purpose of the appraisal

Q: Some supervisors, when filling in rating scales, tend to avoid the highs and lows on the scale and rate most people in the middle. This ________ means that all employees may be rated average. A) stereotyping B) central tendency C) strictness D) leniency

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

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: Learning objectives should address rectifying the performance deficiencies that you identified with needs analysis.

Q: The HR specialist usually starts the orientation.