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Q:
An organization that provides food during training and allows the employees to choose the training topics, is trying to motivate employees to:
a. come to training
b. perform better in training
c. pay attention during training
d. transfer what is learned in training to the job
Q:
Which of the following training methods requires trainees to discuss appropriate and inappropriate employee behaviors, watch the appropriate behavior being performed and role play the appropriate behavior?
a. Job rotation
b. Apprentice training
c. Behavior modeling
d. Role playing
Q:
Which of the following training methods is best for learning interpersonal skills?
a. Role play
b. Critical incidents
c. Case study
d. Modeling
Q:
Whatever the method used, a simulation exercise can only be effective if it _______.
a. simulates actual job conditions
b. produces job related behaviors
c. is designed by a trained professional
d. has a high level of face validity
Q:
For two days prior to "opening," employees in a Food and Beverage Department actually take orders, prepare food, serve meals, and compute check totals for other employees posing as tourists. These exercises allow the staff members to work in an environment that closely resembles the actual work environment. These exercises are referred to as:
a. apprentice training
b. simulations
c. behavior modeling
d. role playing
Q:
_______ exercises allow the trainee to work with equipment and in an environment like that found in the actual job.
a. Case study
b. Simulation
c. Programmed instruction
d. Critical incident
Q:
According to your text, _______ are a good training method for teaching analysis and synthesis skills.
a. critical incidents
b. case studies
c. computer assisted instruction
d. programmed instruction
Q:
Lectures, use of videos, discussions, and question and answer periods are activities which belong to which of the following training methods?
a. classroom training
b. distance learning
c. computer-assisted instruction
d. on-the-job training
Q:
With the critical incident methods of needs assessment, job dimensions with ______ should be targeted for future training.
a. many good incidents
b. many bad incidents
c. few good incidents
d. few bad incidents
Q:
The type of person analysis that yields in-depth answers about training needs and more clearly reveals employee feelings and attitudes is the ________.
a. survey
b. skill and knowledge test
c. performance appraisal score
d. interview
Q:
Which of the following types of person analysis methods eliminates the problems of performance rating errors and is based on the premise that employees know best their own strengths and weaknesses?
a. Performance appraisal scores
b. Surveys
c. Skill tests
d. Knowledge tests
Q:
Using _______ are perhaps the easiest method of person analysis.
a. performance appraisal scores
b. surveys
c. interviews
d. skill and knowledge tests
Q:
Which training needs assessment technique is concerned with an individual employee's training needs?
a. Organizational analysis
b. Job analysis
c. Person analysis
d. Operations analysis
Q:
An organization decides to send cashiers who have a high incidence of shortages on the job to a retraining program in order to correct this problem. This practice demonstrates which type of needs analysis?
a. Organizational analysis
b. Person analysis
c. Choice analysis
d. Job analysis
Q:
A task analysis conducted as part of a training needs assessment is made easier if:
a. a person analysis is conducted first
b. job descriptions are available
c. training has previously been conducted
d. training has previously been conducted
Q:
According to your text, if the results of the organizational analysis indicate that a positive climate for training exists, the next step is to conduct a ____analysis.
a. climate
b. demographic
c. task
d. person
Q:
Which of the following types of needs analysis has the purpose of determining factors that either facilitate or inhibit training effectiveness?
a. Organizational
b. Demographic
c. Task
d. Person
Q:
Your text outlines three types of needs analysis. Which of the following is NOT referred to by your text as a needs analysis?
a. Organizational
b. Demographic
c. Task
d. Person
Q:
Conducting a _______ analysis is the first step in developing an employee training system.
a. organizational
b. demographic
c. task
d. needs
Q:
On average, organizations annually spend about _____ per employee on training.
a. $200
b. $1,100
c. $5,600
d. $5,600
Q:
_______ is the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance.
a. Training
b. Motivation
c. Job analysis
d. Stress management
Q:
If an employee is to be terminated for violation of a company rule, what are the five things the courts will consider?
Q:
In a non-employment-at-will state, what are the three legal reasons for terminating an employee?
Q:
What are the three main distribution errors in performance ratings?
Q:
What are the common errors that occur with performance ratings?
Q:
In recalling employee performance, what do we typically remember?
Q:
What are three employee comparison methods?
Q:
What are four behavior-focused appraisal systems?
Q:
If an employee is to be terminated, when is the best time to inform the employee?
a. Monday afternoon
b. Friday morning
c. Friday afternoon
d. The day doesn't really matter
Q:
A performance appraisal instrument would be most useful in terminating an employee due to:
a. a violation of company rules
b. a layoff
c. an inability to perform
d. employment-at-will
Q:
Progressive discipline is especially important if a ______ employee violates a company rule.
a. senior
b. new
c. private sector
d. poor performing
Q:
Which of the following is NOT a limitation to employment-at-will?
a. Public policy
b. Implied contracts
c. Covenants of good faith
d. All of these are limitations
Q:
The ____ affects the quality of ratings provided by raters.
a. amount of stress in the rater's environment
b. the feelings the rater has toward the ratee
c. the race of the rater and the ratee
d. all of these are factors
Q:
Observation and cognitive processing of behavior occurs during the:
a. performance appraisal review
b. actual performance appraisal evaluation
c. selection of the performance criteria
d. instrument development stage
Q:
Bob has been a model employee all year except for the last two to three weeks; yet, Bob's ratings on his performance appraisal reflect his performance during this last two-week to three-week period. This type of rating bias is referred to as:
a. strictness error
b. contrast error
c. the recency effect
d. infrequent observation
Q:
Janet is perceived by her dining room manager, Sarah, as the best waitress who ever worked for her. Naturally, Janet's ratings on her performance appraisal are all high. Tom, on the other hand, is an average waiter; yet, after evaluating Janet, Sarah's ratings of Tom are below average. This type of rating error is referred to as:
a. contrast error
b. halo error
c. proximity error
d. preference error
Q:
If managers allow their performance ratings of one employee to affect their performance ratings of another employee, they have committed a _______ error.
a. strictness
b. contrast
c. carry over
d. proximity
Q:
An employee's ratings on the dimension of initiative are highly correlated with all of the other performance appraisal dimensions (e.g., cooperation, job accomplishment, job knowledge). Which type of rating error may be occurring?
a. Central tendency error
b. Strictness error
c. Halo error
d. Proximity error
Q:
Which type of rating error does not necessarily rate all employees similarly?
a. Strictness error
b. Leniency error
c. Central tendency error
d. Halo
Q:
A _______ error occurs when a rater allows either a single attribute or an overall impression to affect their ratings.
a. leniency
b. proximity
c. strictness
d. halo
Q:
A type of distribution error in which a rater tends to rate every employee in the middle of the scale is called _______.
a. leniency
b. central tendency
c. strictness
d. halo
Q:
A type of distribution error in which a rater tends to rate every employee at the upper end of the scale is called _______ error.
a. leniency
b. central tendency
c. strictness
d. halo
Q:
Documenting employee performance:
a. increases employee anxiety
b. decreases rating accuracy
c. reduces legal liability
d. increases recency errors
Q:
Documentation helps reduce the effects of all the following except ______.
a. first impressions
b. recent behaviors
c. leniency
d. extreme behaviors
Q:
In performance appraisal, critical incidents are an important part of the _____ process.
a. documentation
b. evaluation
c. political
d. political
Q:
Perhaps the best rater training program is ________.
a. the Cronbach method
b. frame-of-reference training
c. BARS training
d. no rater training program is effective
Q:
Which of the following is NOT true about rater training?
a. Most organizations spend considerable time training supervisors how to rate performance
b. Frame-of-reference training is an effective form of rater training
c. Training increases employee satisfaction with ratings
d. All three are true
Q:
Meta-analysis results indicate that objective and subjective measures of performance:
a. are slightly correlated (r = .39)
b. are highly correlated (r = .80)
c. are not correlated (r = .02)
d. can never be correlated
Q:
A rating scale that uses anchors such as always, often, and seldom is an example of which type of rating scale?
a. Employee comparison
b. Frequency
c. Expectations
d. Goal
Q:
A problem with _____ performance statements is that an employee can do everything asked of him by an organization and still not get the desired results due to factors outside his control.
a. results-focused
b. trait-focused
c. behavior-focused
d. emotion-focused
Q:
What type of rating scale is depicted below?
Job knowledge: Poor 1 2 3 4 5 6 7 Excellent
Dependability: Poor 1 2 3 4 5 6 7 Excellent
a. Behaviorally anchored rating scale
b. Behavioral observation scale
c. Graphic rating scale
d. Mixed standard scale
Q:
Which of the following rating scales have been most criticized because of their susceptibility to rating errors such as halo and leniency?
a. Behavioral anchored rating scale
b. Behavioral observation scale
c. Graphic rating scale
d. Forced choice rating scale
Q:
The most common type of rating scale is the _______scale.
a. behavioral anchored rating
b. behavioral observation
c. graphic rating
d. forced choice rating
Q:
Which of the following criteria is a subjective measure of performance for a waitress?
a. Number of positive comments received
b. Average amount of money spent on a meal
c. Number of days absent from work
d. A supervisor's rating of dependability
Q:
An employee's attendance can be separated into several different criteria. According to your text, which of the following is NOT a criteria used to measure attendance?
a. Absenteeism
b. Resignations
c. Tardiness
d. Tenure
Q:
If an employee was to produce a work product of a quality level above the organization's standards, it technically would be called _______.
a. an error
b. good worker output
c. self initiative
d. none of these
Q:
Quality of work is usually measured in terms of _______, which are defined as deviations froma standard.
a. errors
b. relevant job behaviors
c. attendance
d. all of these
Q:
Which of the following methods is an employee comparison method?
a. Rank order
b. Paired-comparison
c. Forced distribution
d. All of these methods
Q:
According to your text, the greatest problem with all of the employee comparison methods is that they do not provide information about _______.
a. the employee's motivation
b. how well an employee is actually doing
c. work related behaviors
d. there are no problems with this method
Q:
Which performance appraisal method assumes that employee performance is normally distributed?
a. Rank order
b. Paired comparison
c. Forced distribution
d. Forced choice rating
Q:
With the _______ method, a predetermined percentage of employees are placed into one of five categories.
a. paired comparison
b. forced distribution
c. rank order
d. behavioral anchored rating scale
Q:
If a supervisor had 10 employees, how many paired comparisons would she have to make for each performance dimension?
a. 10
b. 25
c. 45
d. 90
Q:
The most common method of employee comparison is the _______ method.
a. paired comparison
b. forced distribution
c. rank order
d. behavioral anchored rating scale
Q:
Which of the following performance appraisal dimensions focuses on what an employee accomplishes?
a. Traits
b. Behaviors
c. Goals
d. Cognition
Q:
According to your text, a performance appraisal instrument focuses on many areas. Which of the following is NOT one of the areas listed in your text?
a. Traits
b. Competencies
c. Tasks
d. Cognition
Q:
Though commonly used, trait-focused performance appraisal instruments are not a good idea for several reasons. Which of the following is the main reason outlined in your text?
a. They are hard to construct
b. They provide poor feedback
c. Employees hate them
d. All of these are major problems
Q:
Which of the following performance appraisal approaches focus on employees' attributes such as their dependability, assertiveness, and friendliness?
a. Competency focus
b. Goal focus
c. Task focus
d. Trait focus
Q:
Which of the following performance appraisal approaches would have dimensions such as "prevent crimes from occurring" and "minimize citizen complaints"?
a. Competency focus
b. Goal focus
c. Task focus
d. Trait focus
Q:
Agreement in performance ratings is highest between:
a. two supervisors
b. two peers
c. two subordinates
d. peers and subordinates
Q:
Self-appraisals of performance appear to be most accurate when the purpose of the self-appraisal is for:
a. salary increases
b. promotions
c. administrative purposes
d. research
Q:
To get better customer feedback on employee performance, _______ are used.
a. secret shoppers
b. consultants
c. peer ratings
d. employee comparisons
Q:
According to most research, subordinate feedback results in:
a. higher supervisor turnover
b. bad feelings among employees
c. increased supervisor performance
d. subordinates being fired
Q:
When would the use of subordinate ratings of a supervisor be least desirable?
a. There are only 1 or 2 subordinates
b. The ratings are anonymous
c. The ratings will not affect raises
d. The job is in the public sector
Q:
Which of the following performance appraisal evaluators is not common or well regarded by managers?
a. Supervisor
b. Peer
c. Subordinate
d. Customer
Q:
When peer ratings are used, research has found that high performers evaluate their peers _______ low performers.
a. the same as
b. more strictly than
c. more leniently than
d. none of these would be true
Q:
_____ ratings have been successful in predicting future success of promoted employees but/and are _____ in organizations.
a. Customer and subordinate / seldom used
b. Peer / seldom used
c. Self-appraisal / seldom used
d. self-appraisal / often used
Q:
Whereas supervisors see the _______ of an employees effort, peers often see the _______.
a. actual behavior / end result
b. end result / actual behavior
c. physical part / mental part
d. mental part / physical part
Q:
Which of the following ratings would not be used in a 360-degree feedback system?
a. Supervisor ratings
b. Peer ratings
c. Self-ratings
d. All three of these would be used
Q:
Which of the following is an area of potential use for performance appraisals?
a. Validation of employment testing
b. Training needs assessment
c. Employee training and feedback
d. All of these
Q:
Which of the following is the most important use of performance evaluation results?
a. Employee compensation
b. Employee promotion
c. Employee training and feedback
d. Personnel research