Deck 10: Performance Management

Question 1

Which performance appraisal method lists several traits and a range of performance values for each trait?

A) Alternation ranking method
B) Behaviourally anchored rating scale
C) Graphic rating scale
D) Forced distribution method
E) Paired comparison method

Answer 1

C

Question 2

Peter is appraising his employees.For each trait,he evaluates two employees at a time in order to determine the better employee of the two.Which appraisal technique is Peter using?

A) Paired comparison method
B) Forced distribution method
C) Alternation ranking method
D) Graphic rating scale
E) Critical incident method

Answer 2

A

Question 3

Which of the following is the basis for fostering and managing employee skills and talents?

A) Recruitment
B) Selection
C) Job evaluation
D) Performance management
E) Career planning

Answer 3

D

Question 4

A manager wishes to give a new employee a pay increase sooner than scheduled.The new employee has a great positive attitude that has made other workers more positive and productive.What is this employee receiving an earlier pay increase for?

A) Related performance
B) Social performance
C) Influential performance
D) Direct performance
E) Contextual performance

Question 5

Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as

A) onboarding.
B) orientation.
C) performance appraisals.
D) performance management.
E) career development.

Question 6

Effective performance management begins with defining the job and which of the following?

A) Clarifying career planning
B) Identifying promotion decisions
C) Describing the appraisal methods
D) Defining its performance standards
E) Calculating the related pay scale

Question 7

In global companies,performance appraisal criteria may need to be modified to be consistent with cultural norms and values

Question 8

What is the simplest and most popular technique for appraising employee performance?

A) Narrative forms
B) Critical incident method
C) Forced distribution method
D) Graphic rating scale
E) Paired comparison method

Question 9

The performance management process contains five steps.Identify and briefly describe each step.

Question 10

According to the textbook,which of the following is the key success factor for effective performance appraisal that will lead to optimum employee performance?

A) Training employees on receiving performance-related feedback
B) The quantity of performance appraisal dialogue between non-managerial employees
C) The quality of the performance appraisal dialogue between non-managerial employees
D) The quantity of performance appraisal dialogue between a manager and an employee
E) The quality of the performance appraisal dialogue between a manager and an employee

Question 11

Which performance appraisal technique uses a "+" to denote "better than" and a "-" to denote "worse than" and then adds up the number of times that each employee was rated as "better than"?

A) Alternation ranking method
B) Critical incident method
C) Paired comparison method
D) Forced distribution method
E) Graphic rating scale method

Question 12

Performance appraisal is often an easy interpersonal task for managers.

Question 13

Which performance appraisal technique involves listing all employees to be rated followed by indicating the employee who is the highest on the characteristic being measured and also the one who is the lowest?

A) Behaviourally anchored rating scale
B) Paired comparison method
C) Forced distribution method
D) Alternation ranking method
E) Graphic rating scale

Question 14

What does PIP refer to in the performance management process?

A) Performance implementation policy
B) Performance incident procedure
C) Performance increase in pay
D) Performance improvement plan
E) Performance installation process

Question 15

The process that includes goal setting,pay for performance,training and development,career management,and disciplinary action is known as which of the following?

A) Profit management
B) Efficiency management
C) Cost management
D) Skill management
E) Performance management

Question 16

Performance appraisals can be required in courts when assessing wrongful termination cases and are considered to be legal documents in Canada.

Question 17

Culturally specific values,used in parts of Asia,lead to an emphasis on appraisals that are based upon personal attitudes and moral characteristics that appear to reflect traditional values,such as hard work,loyalty,and respect toward senior staff.What are these values called?

A) Western values
B) Eastern values
C) Confucian values
D) Unconventional values
E) Conventional values

Question 18

Managers and their reports should only discuss progress towards performance expectations at the annual performance management meeting.

Question 19

Job performance is a unidimensional construct.

Question 20

What is an individual's direct contribution to their job-related processes known as?

A) Productivity evaluations
B) Task performance
C) An efficiency measure
D) Effectiveness of activity
E) Logistical appraisals

Question 21

When a performance appraisal scale is too open to interpretation of traits and standards,this rating scale problem is known as which of the following?

A) Non-quantitative standards
B) Translation openness
C) Unclear performance standards
D) Appraisal bias
E) Critical incidents

Question 22

The performance improvement plan is most closely associated with which performance appraisal technique?

A) Critical incident
B) Paired comparison
C) Narrative forms
D) Forced distribution
E) Ranking

Question 23

Performance appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same level of performance.

A) reliable; valid
B) reliable; reliable
C) valid; measurable
D) measurable; valid
E) valid; reliable

Question 24

Gary is Mindy's supervisor.He is very impressed with Mindy's ability to work in a team so he has rated her as "outstanding" for this trait.Although she has missed more deadlines than her peers over the past quarter,Gary rated Mindy as "above average" for the trait of "personal effectiveness" as well.Gary's actions indicate which performance appraisal problem?

A) Performance bias
B) Halo effect
C) Trait effect
D) Appraisal bias
E) Trait bias

Question 25

When using management by objectives,how should the goals be set?

A) The goals should not be set and should be allowed to change throughout the review period.
B) Collaboratively
C) Independently by the employee
D) Independently by the manager
E) Independently by the senior management team

Question 26

Which performance appraisal technique quantifies ratings by anchoring a quantified scale with specific narrative examples of good and poor performance?

A) Behaviourally anchored rating scale
B) Forced distribution scale
C) Graphic rating scale
D) Paired comparison scale
E) Alternation ranking method scale

Question 27

Which performance appraisal technique combines the benefits of narrative,critical incidents,and quantified ratings by attaching a quantified scale with specific narrative examples of good or poor performance?

A) Graphic rating scale method
B) Paired narrative-quantitative method
C) Critical incident method
D) Behaviourally anchored rating scale method
E) Forced distribution method

Question 28

Neerja is rating her team of ten employees.According to company policy,one employee should be "below expectations" and three employees should be rated "exceptional." What performance appraisal technique does this company use?

A) Paired comparison method
B) Critical incident method
C) Alternation ranking method
D) Graphic rating scale
E) Forced distribution method

Question 29

Which performance appraisal techniques is useful for identifying specific examples of good and poor performance and for planning how deficiencies can be corrected?

A) Critical incident method
B) Paired comparison method
C) Narrative form
D) Forced distribution method
E) Ranking method

Question 30

Which of the following is an advantage of the critical incident method?

A) It provides instant feedback to employees on critical issues.
B) It is useful by itself for comparing employees.
C) Results are easily linked to pay increase decisions.
D) Both managers and their employees agree to the criteria in advance.
E) It provides specific behaviours for explaining the appraisal.

Question 31

When supervisors who are engaged in a performance appraisal tend to rate all employees either high or low,this problem is referred to as which of the following?

A) Halo effect
B) Performance bias
C) Appraisal bias
D) Central tendency
E) Strictness/leniency

Question 32

Which method for appraising performance involves setting specific measurable goals with each employee and then periodically reviewing the progress made?

A) Progress review method
B) Critical goal method
C) Behaviourally anchored rating scale method
D) Management by objectives
E) Periodic review method

Question 33

Which performance appraisal technique maintains a record of uncommonly good or undesirable examples of an employee's work-related behaviour,which are reviewed with the employee at predetermined times?

A) Paired comparison method
B) Behaviourally anchored rating scales
C) Alternation ranking method
D) Critical incident method
E) Forced distribution method

Question 34

What does a summary performance appraisal discussion focus on?

A) Problem solving
B) Administration
C) Training supervisors
D) Critical incidents
E) Pay scales

Question 35

A manager is considering changing her current performance appraisal method,the graphic rating scale,to the forced distribution method.What criticism of this new method would you advise her about?

A) The traits being appraised are often incorrect.
B) The employees are placed in categories unrelated to their actual skills.
C) Employee comparisons are often unfair as veterans may be compared with newcomers.
D) Comparisons are very technical and this removes the manager's personal judgment.
E) The majority of the workforce is classified as at or below average and this may be demotivating.

Question 36

Belinda manages the data entry department of a credit card company.Employees are ranked based on the accuracy and quantity of data they can input.Belinda is able to observe and monitor her employee's work electronically; what is this performance appraisal method formally called?

A) Data entry detection
B) Production evaluation
C) Employee systems assessment
D) Records processing review
E) Electronic performance monitoring

Question 37

Kai ranks his employees on a scale from 1 to 5.In general,most of his employees receive a rating of around 3 although his employees differ more on their actual performance.Kai's actions seem to indicate which performance appraisal problem?

A) Central tendency
B) Halo effect
C) Performance bias
D) Appraisal bias
E) Equal rating tendency

Question 38

Which performance appraisal technique places a predetermined percentage of employees being rated in various performance categories?

A) Paired comparison method
B) Critical incident method
C) Alternation ranking method
D) Graphic rating scale
E) Forced distribution method

Question 39

According to the textbook,which of the following is the main potential problem that can occur when using management by objectives?

A) Setting objectives that are too easy to achieve
B) Setting objectives not directly related to an employee's tasks
C) Setting objectives but then not following up
D) Setting unclear, unmeasurable objectives
E) Setting unrealistic, unattainable objectives

Question 40

Although the graphic rating scale seems objective,it may result in unfair appraisals because the traits and degrees of merit are

A) open to interpretation.
B) contradictory of each other.
C) repetitive.
D) unrelated to the actual job.
E) outdated.

Question 41

According to the textbook,formal appraisal discussions with management-level employees often takes how long to conduct?

A) No more than half an hour
B) No more than an hour
C) One or two hours
D) Two or three hours
E) More than three hours

Question 42

According to the textbook,the 360-degree appraisal approach fits closely with the goals of organizations committed specifically to which of the following?

A) Employment equity
B) Hierarchical chain of command
C) Management by objectives
D) Continuous learning
E) Pay equity

Question 43

A potential problem with peer performance appraisal occurs when all the peers get together to rate each other highly; what is this potential problem referred to as?

A) Halo error
B) Logrolling
C) Appraisal bias
D) Preferential evaluation
E) Leniency error

Question 44

According to the textbook,the easiest formal appraisal discussion to conduct is which of the following?

A) Satisfactory-unpromotable
B) Unsatisfactory-unpromotable
C) Unsatisfactory-correctable
D) Unsatisfactory-uncorrectable
E) Satisfactory-promotable

Question 45

Janice sees a lot of herself in her employee Danielle as they both went to the same school,earned the same degree,and enjoy the same types of hobbies.Danielle often receives a higher appraisal from Janice compared with her fellow workers.What error is Janice likely making?

A) Appraisal bias
B) Recency effect
C) Central tendency
D) Similar-to-me bias
E) Halo effect

Question 46

Which performance appraisal problem is indicative of when supervisors allow individual differences,such as age,race,and sex to affect the appraisal ratings that employees receive?

A) Strictness/leniency
B) Central tendency
C) Appraisal bias
D) Halo effect
E) Trait effect

Question 47

According to the textbook,improving performance appraisal accuracy calls not just for training,but also for which of the following?

A) More statistical analysis
B) Input from higher levels of management particularly related to HR
C) Reducing the influence of outside factors, such as union pressure and time constraints
D) Tying performance to bonuses more consistently
E) Creating a more effective employee orientation program

Question 48

The critical incident method is useful by itself for comparing employees and making salary decisions.

Question 49

Many firms today let employees anonymously evaluate the performance of their supervisor; what is this process known as?

A) Subordinate appraisal
B) Team appraisal
C) Downward feedback
D) Upward feedback
E) Anonymous evaluation

Question 50

What is the basic problem associated with employee self-ratings in the performance appraisal process?

A) Lack of anonymity
B) Employee reluctance to self-rate
C) Peers rate the employee higher than they rate themselves
D) Employees do not value the opportunity to participate in performance appraisal
E) Employees usually rate themselves higher than they are rated by supervisors or peers

Question 51

Brenda is preparing for performance appraisals on her project management team.She solicits feedback from three other managers who have worked with her team members.What type of performance appraisal is she conducting?

A) 360-degree
B) Rating committee
C) Alternation rating
D) Paired comparison
E) Graphic rating

Question 52

According to the textbook,rating committees used to evaluate employees are usually composed of the employee's immediate supervisor and who else?

A) An HR Manager
B) The supervisor's manager
C) Several co-workers
D) Three or four other supervisors
E) The employee's previous supervisor

Question 53

Jordan is a relatively younger manager.He rates his older employees lower than the younger ones.What performance appraisal problem may be occurring?

A) Strictness/leniency
B) Central tendency
C) Appraisal bias
D) Halo effect
E) Trait effect

Question 54

According to the textbook,360-degree feedback was originally used only for training and development purposes,but it has rapidly spread to being used in the management of which of the following?

A) Job evaluation
B) Performance and pay
C) Employee orientation
D) Organizational finances
E) Rating errors

Question 55

When using the paired comparison method,every employee is paired with and compared with every other employee.

Question 56

An interview with the supervisor and the employee to review the appraisal and make plans to remedy deficiencies and reinforce strengths is referred to as which of the following?

A) Formal appraisal discussion
B) Post-appraisal review
C) Follow-up appraisal feedback
D) Official appraisal assessment
E) Informal appraisal interview

Question 57

According to the textbook,which of the following is a best practice to be used when dealing with defensive employees?

A) Use position power to convince the employee that the appraisal is accurate.
B) Ignore emotions and focus on solving all problems identified in the appraisal.
C) Recognize that defensive behaviour is normal.
D) Explain to the person that defensive behaviour is unacceptable.
E) Tell the person that the appraisal will be repeated by another manager.

Question 58

When an employee's most recent performance biases the evaluation of his or her performance over the entire appraisal period,which performance appraisal problem has occurred?

A) Appraisal bias
B) Recency effect
C) Central tendency
D) Similar-to-me
E) Halo effect

Question 59

The most popular technique for appraising performance is the graphic rating scale.

Question 60

According to the textbook,when a supervisor tells someone that his or her performance is poor,the first reaction is often

A) an emotional display.
B) aggression.
C) changing the subject.
D) anger.
E) denial.

Question 61

According to the textbook,what should be the foundation of performance management?

A) Equity
B) Expectation
C) Clarity
D) Ethics
E) Improvement

Question 62

The following may all be appropriate to rate an employee's performance except

A) peers on the same team.
B) the employee themselves.
C) manager.
D) colleagues who don't work with the employee.
E) subordinates.

Question 63

Describe two reasons why 360-degree appraisals are increasingly common.

Question 64

Step 5 of the performance management process presented in the textbook includes the manager and employee discussing opportunities for development in order to strengthen or improve the employee's knowledge,skills,and abilities; this step is known as the

A) training improvement process step.
B) career development discussion step.
C) job management step.
D) performance rewards step.
E) performance consequences step.

Question 65

When peers rate one another's performance,one potential problem is logrolling-peers rate each other highly.

Question 66

Paolo is a vice president of finance.He was to get some feedback on a manager on his team as there are concerns around how this manager works with her team and peers.What performance appraisal method is most appropriate and why?

Question 67

When conducting 360-degree feedback,organizations should be advised to do all of the following except

A) have the performance criteria developed by a representative group that is familiar with each job.
B) be clear about who will have access to reports.
C) provide training for all supervisors, raters, and ratees.
D) identify to the reader who provided comments.
E) evaluate the 360-degree feedback system for fine-tuning.

Question 68

The overall objective of high-ethics performance reviews should be to provide an honest assessment of performance and to mutually develop a plan to improve the individual's effectiveness.

Question 69

Developing a graphic rating scale is usually more time-consuming than developing a behaviourally anchored rating scale.

Question 70

Identify and briefly describe five different performance appraisal methods.

Question 71

Identify and briefly describe five rating scale appraisal problems.

Question 72

Using a graphic rating scale can help to avoid the central tendency rating scale problem.

Question 73

When using management by objectives,goals that push an employee too far beyond his or her abilities should be used.