Question 1

A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the
A) behaviourally anchored rating scale.
B) paired comparison method.
C) forced distribution method.
D) alternation ranking method.
E) graphic rating scale.

Accepted Answer

alternation ranking method

Question 2

To clarify performance expectations, ________ should be developed.
A) strategic objectives
B) a list of traits
C) an HR strategy
D) a business plan
E) measurable standards

Accepted Answer

measurable standards

Question 3

The simplest and most popular technique for appraising employees is the
A) alternation ranking method.
B) critical incident method.
C) forced distribution method.
D) graphic rating scale.
E) paired comparison method.

Accepted Answer

graphic rating scale

Question 4

Which of the following is true about performance management?
A) The process contains 3 steps.
B) Research indicates that most companies manage performance well.
C) It is indirectly related to achieving strategic objectives.
D) The process does not involve coaching.
E) Better performance management represents a largely untapped opportunity to improve company profitability.

Accepted Answer

Better performance management represents a largely untapped opportunity to improve company profitability.

Question 5

An appraisal method that aims at combining the benefits of narrative, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance, is called the
A) graphic rating scale method.
B) paired narrative-quantitative method.
C) critical incident method.
D) behaviourally anchored rating scale method.
E) anchored narrative-quantitative method.

Accepted Answer

behaviourally anchored rating scale method

Question 6

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the
A) paired comparison method.
B) forced distribution method.
C) alternation ranking method.
D) graphic rating scale.
E) critical incident method.

Accepted Answer

paired comparison method

Question 7

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times, is the
A) paired comparison method.
B) behaviourally anchored rating scales.
C) alternation ranking method.
D) critical incident method.
E) forced distribution method.

Accepted Answer

critical incident method

Question 8

The critical step in employees' understanding of how their work makes a contribution is
A) the career planning session.
B) the promotion decision.
C) the appraisal session.
D) defining performance expectations.
E) the pay decision.

Accepted Answer

defining performance expectations.

Question 9

An example of the alternation ranking method would include all of the following steps except
A) crossing off names not known well enough to rank.
B) defining the compensable factors.
C) putting the lowest-ranking employee on the last line.
D) listing the highest-ranking employee on the first line.
E) listing all the employees to be ranked.

Accepted Answer

defining the compensable factors.

Question 10

The simplest and most popular technique for appraising performance is
A) simply giving raises to the employees you like.
B) forced distribution.
C) graphic rating scales.
D) behaviourally anchored rating scales.
E) paired comparison.

Accepted Answer

graphic rating scales.

Question 11

Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc.The firm is currently using a formal appraisal method which lists traits such as "teamwork" and performance values ranging from "needs improvement" to "outstanding." Terrastyle is using which of the following appraisal methods?
A) critical incident method
B) behaviourally anchored rating scale
C) forced distribution method
D) graphic rating scale
E) paired comparison method

Accepted Answer

graphic rating scale

Question 12

The following are all steps in developing a behaviourally anchored rating scale except
A) developing performance dimensions.
B) causing critical incidents to occur.
C) scaling the incidents.
D) generating critical incidents.
E) developing the final instrument.

Accepted Answer

causing critical incidents to occur.

Question 13

Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc.She is considering changing the current performance appraisal method, the graphic rating scale, to the forced distribution method of performance appraisal.What criticism of using this method do you advise her about?
A) Traits being appraised are decided by management.
B) Predetermined percentages of employees are placed in performance categories.
C) Employees are rated on a comparison basis.
D) It is similar to grading on a curve.
E) A considerable proportion of the workforce is classified as less than average.

Accepted Answer

A considerable proportion of the workforce is classified as less than average

Question 14

In a behaviourally anchored rating scale, there are critical incident anchors along the
A) performance rating scale.
B) forced distribution scale.
C) graphic rating scale.
D) paired comparison scale.
E) alternation ranking method scale.

Accepted Answer

performance rating scale

Question 15

The performance appraisal method that would use a "+" to denote "better than" and a "‒" to denote "worse than" when comparing employees, in order to get the highest-ranked employee, is the
A) alternation ranking method.
B) critical incident method.
C) paired comparison method.
D) forced distribution method.
E) graphic rating scale method.

Accepted Answer

paired comparison method

Question 16

An advantage of the critical incident method is that
A) it provides instant feedback to employees on critical issues.
B) it focuses on the whole job and how every task is performed.
C) results are easily linked to pay increase decisions.
D) the process is transparent for both managers and their employees as the criteria are agreed to in advance.
E) it provides hard facts for explaining the appraisal.

Accepted Answer

it provides hard facts for explaining the appraisal.

Question 17

The following are all reasons for the failure of a performance appraisal except
A) arguing and poor communications which arise as problems during feedback sessions.
B) not telling employees ahead of time exactly what is expected of them.
C) having poor measures of performance.
D) clearly defining performance standards.
E) a lenient supervisor.

Accepted Answer

clearly defining performance standards.

Question 18

All of the following are advantages of the critical incident method except that it
A) provides concrete examples of what an employee can do to eliminate any performance deficiencies.
B) ensures that the evaluator thinks about the employee's appraisal all during the year.
C) ensures that the evaluator will only consider the employee's most recent job performance.
D) can be used to supplement another appraisal technique.
E) provides the evaluator with some specific hard facts for explaining the appraisal.

Accepted Answer

ensures that the evaluator will only consider the employee's most recent job performance

Question 19

The critical incident method of performance appraisal is often used to supplement a
A) management-by-objectives method.
B) paired comparison method.
C) narrative form.
D) forced distribution method.
E) ranking method.

Accepted Answer

ranking method

Question 20

The performance appraisal method which is similar to grading on a curve and which places a predetermined percentage of ratees in various performance categories, is the
A) paired comparison method.
B) critical incident method.
C) alternation ranking method.
D) graphic rating scale.
E) forced distribution method.

Accepted Answer

forced distribution method

Quiz 7: Performance Management

A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the

To clarify performance expectations, ________ should be developed.

The simplest and most popular technique for appraising employees is the

Which of the following is true about performance management?

An appraisal method that aims at combining the benefits of narrative, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance, is called the

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times, is the

The critical step in employees' understanding of how their work makes a contribution is

An example of the alternation ranking method would include all of the following steps except

The simplest and most popular technique for appraising performance is

The following are all steps in developing a behaviourally anchored rating scale except

In a behaviourally anchored rating scale, there are critical incident anchors along the

The performance appraisal method that would use a "+" to denote "better than" and a "‒" to denote "worse than" when comparing employees, in order to get the highest-ranked employee, is the

An advantage of the critical incident method is that

The following are all reasons for the failure of a performance appraisal except

All of the following are advantages of the critical incident method except that it

The critical incident method of performance appraisal is often used to supplement a

The performance appraisal method which is similar to grading on a curve and which places a predetermined percentage of ratees in various performance categories, is the