Deck 5: Measuring Results and Behaviors

Question 1

10 In an alternation rank order procedure,employees are simply ranked from the best performer to the worst performer.

Answer 1

False
In a simple rank order system,employees are simply ranked from the best performer to the worst performer.

Question 2

5 Good performance standards are related to the position,concrete,specific,measurable,practical to measure,meaningful,realistic,achievable,and reviewed regularly.

Answer 2

True

Question 3

11 Behaviorally Anchored Rating Scales BARS)include graphic rating scales that use critical incidents as anchors.

Answer 3

True

Question 4

12 Forced distribution encourages teamwork and contextual performance behaviors and reduces competition within an organization.

Question 5

9 Comparative performance measurement systems are better than absolute systems at controlling for several rater biases and errors.

Question 6

13 The relative percentile method is a type of absolute performance measurement system.

Question 7

19 To understand the extent to which a competency is present,we measure _________.

A)indicators
B)performance standards
C)objectives
D)none of the above

Question 8

7 An indicator is a behavior that suggests whether a particular competency is present.

Question 9

15 Characteristics of good objectives include all of the following EXCEPT:

A)Specific and clear
B)Spontaneous
C)Challenging
D)Bound by time

Question 10

6 Differentiating competencies are competencies that allow us to distinguish between average and superior performers.

Question 11

20 ________________ systems base the measurement on comparing employees with a prespecified performance standard.

A)Comparative
B)Subjective
C)Absolute
D)Results

Question 12

2 Performance standards are statements of important and measurable outcomes.

Question 13

17 ________________ are measurable clusters of KSAs that are critical in determining how results will be achieved.

A)Objectives
B)Competencies
C)Performance standards
D)None of the above

Question 14

8 Absolute systems base the measurement on comparing employees with one another.

Question 15

1 Key accountabilities are the broad areas of a job for which the employee is responsible for producing results.

Question 16

3 After determining the accountabilities of a particular job,the next step in measuring results is to determine specific objectives.

Question 17

16 Which of the following characteristics can be used to judge the extent to which an objective has been achieved?

A)Quality
B)Quantity
C)Time
D)All of the above

Question 18

14 An)_____________ is a yardstick used to evaluate how well employees have achieved each objective.

A)accountability
B)results statement
C)performance standard
D)none of the above

Question 19

4 Good objectives are set in stone and will not change throughout the performance review period.

Question 20

18 ___________ are competencies that each employee needs to display to do the job to a minimally adequate standard.

A)Differentiating competencies
B)Threshold competencies
C)Distinguishing competencies
D)None of the above

Question 21

23 The use of _________________ ensure that the response categories are clearly defined,that interpretation of the rating by an outside party is clear,and that the supervisor and employee also understand the rating.

A)essays
B)graphic rating scales
C)critical incidents
D)all of the above

Question 22

30 Differentiating competencies are:

A)Those which allow us to distinguish between poor and average performers
B)Those which allow us to distinguish between acceptable candidates and unacceptable candidates
C)Those which allow us to distinguish between average and superior performers
D)None of these is correct

Question 23

32 What are the two types of systems used to evaluate competencies?

A)Evaluative and Projective
B)Comparative and Absolute
C)Absolute and Evaluative
D)Projective and Comparative

Question 24

37 Use of essays,critical incidents,and graphic rating scales would be most appropriate in an)______________ system of evaluating competencies.

A)declarative
B)absolute
C)projective
D)comparative

Question 25

33 All of the following are disadvantages of comparative systems EXCEPT:

A)Competitive behaviors may become a problem
B)Relative distance between employees' performance is unclear
C)Higher risk of leniency,severity,and central tendency biases
D)Risk of legal issues

Question 26

27 Good objectives should have which of the following characteristics?

A)Creativity
B)Prioritized
C)Open ended
D)Set in stone

Question 27

38 Gathering reports of situations in which employees performed behaviors that were especially effective or ineffective in accomplishing their jobs is an example of __________________________________.

A)a critical incident approach
B)an essay approach
C)a comparative approach
D)a direct report approach

Question 28

35 When raters are asked to consider all ratees at the same time and to estimate the relative performance of each by using a 100-point scale,which method are they using?

A)Forced distribution
B)Behaviorally anchored rating scales BARS)
C)Simple rank order
D)Relative percentile

Question 29

31 Threshold competencies are:

A)Those which allow us to see the threshold between good and poor performers
B)Those which allow us to see the threshold between average and superior performers
C)Those which must be attained in order to get an annual bonus
D)Those which everyone must display in order to do the job at a minimally adequate level

Question 30

26 A yardstick used to evaluate how well employees have achieved each objective is called ____________________________.

A)a performance standard
B)a key accountability
C)results
D)responsibilities

Question 31

24 Broad areas of a job for which the employee is responsible for producing results are called ___________________.

A)responsibilities
B)performance standards
C)results
D)key accountabilities

Question 32

36 When supervisors select in order)the best performer,then the worst performer,then the second best performer,then the second worst performer,and so forth,alternating between top and bottom until the list is completed and they meet in the middle),they are using which measurement method?

A)Paired comparisons
B)Alternation rank order
C)Random assignment
D)Relative distance

Question 33

39 Define and distinguish between accountabilities,objectives,and standards.Describe the critical steps in adopting a results approach to measuring performance.

Question 34

22 All of the following are examples of absolute systems EXCEPT:

A)Essay comparing the employee to other team members
B)Essay identifying employee strengths and weaknesses
C)Graphic rating scales
D)Critical incidents

Question 35

21 In this type of comparative system,employees are apportioned according to an approximately normal distribution.

A)Simple rank order
B)Paired comparisons
C)Alternative rank order
D)Forced distribution

Question 36

29 Competencies are composed of which of the following?

A)Knowledge
B)Abilities
C)Skills
D)All of the above

Question 37

34 Use of simple rank order,alteration rank order,and relative percentile would be most appropriate in _____________ systems of evaluating competencies.

A)declarative
B)absolute
C)projective
D)comparative

Question 38

40 Explain the difference between absolute and comparative systems.What are the
advantages and disadvantages to each type of system?

Question 39

25 Statements of important and measurable outcomes are called _______________.

A)key accountabilities
B)performance standards
C)objectives
D)yardsticks

Question 40

28 Which of the following is characteristic of good performance standards?

A)Concrete
B)Realistic
C)Reviewed regularly
D)All of the above

Question 41

42 Explain why accountabilities are determined.

Question 42

47 List the characteristics of good performance standards.

Question 43

46 Discuss the three aspects of specific objectives that can be used to judge the extent to which an objective has been achieved.

Question 44

Discuss the questions that one must be able to answer when adopting a results
approach.

Question 45

43 List the characteristics of good objectives.

Question 46

49 List the components that must be present when describing a competency.

Question 47

45 Explain the difference between a threshold competency and a differentiating competency.

Question 48

48 To understand the extent to which an employee possesses a competency,we
measure indicators.Explain the term indicator.