Deck 10: Performance Management

Question 1

Which performance appraisal technique uses a "+" to denote "better than" and a "-" to denote "worse than"?

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

Answer 1

C

Question 2

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

Answer 2

E

Question 3

Some employers evaluate the progress and development of their supervisory employees via the use of a narrative form of appraisal. One example of that form is called the

A) assessment method.
B) performance discussion plan.
C) critical incident method.
D) performance improvement plan.
E) behavioural anchor form.

Answer 3

D

Question 4

Which appraisal technique is often used to supplement another appraisal technique?

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

Question 5

What does PIP refer to in the performance management process?

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

Question 6

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) China values
B) Eastern values
C) Confucian values
D) Mao values
E) Conventional values

Question 7

What is the simplest and most popular technique for appraising employees?

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

Question 8

Which appraisal technique is the most time-consuming to develop?

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

Question 9

Which appraisal method lists a number of traits and a range of performance for each?

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

Question 10

Which performance appraisal technique maintains a record of uncommonly good or undesirable examples of an employee's work-related behaviour 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 11

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

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

Question 12

What is the key success factor for effective performance appraisal that will lead to optimum employee performance?

A) Scheduled performance appraisals between a manager and an employee
B) Performance appraisals between a manager and an employee followed by a reward or bonus
C) Evaluations of the performance appraisal dialogue between a manager and an employee by senior management
D) The quality of the performance appraisal dialogue between a manager and an employee
E) A participative approach to performance appraisal between a manager and an employee

Question 13

Debbie has been hired by a web design company to specifically ensure designers maintain their knowledge of new technologies. Designers that produce sites that do not meet standards or take too long to create will face repercussions set by Debbie. Which of the following best describes what Debbie was hired for?

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

Question 14

What does a summary performance appraisal discussion focus on?

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

Question 15

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) Traits being appraised are often incorrect.
B) Employees are placed in categories unrelated to their real skills.
C) Employees comparisons are often unfair as veterans may be compared with newcomers.
D) Comparisons are very technical and removes the manager's personal judgement.
E) A majority of the workforce is often classified as less than average.

Question 16

Stephanie is a manager at an accounting firm. She has four accountants that report to her. She ranks Eric as the best since he not only completes projects on time but he also generates new clients. She ranks Todd as the worst since he is constantly late on projects. The other two accountants, Joanne and Laurie, are positioned in the middle as they complete their projects on time but do not generate many new clients. Which appraisal technique is Stephanie using?

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

Question 17

Peter is appraising his employees. He evaluates two employees at a time based on the traits 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

Question 18

To clarify performance expectations, which of the following should be developed?

A) Strategic objectives
B) A list of traits
C) An HR strategy
D) A business plan
E) Measurable standards

Question 19

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

A) Productivity evaluation
B) Task performance
C) Efficiency measure
D) Effectiveness of activity
E) Logistical appraisal

Question 20

A manager wishes to give a new employee a pay increase sooner than scheduled. The 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 21

Gary is the supervisor of Mindy. 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 financial quarter, Gary rated her as "above average" for the trait of "personal effectiveness." Gary's actions indicate which of the following performance appraisal problem?

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

Question 22

When using MBO, in order to avoid causing demotivation in employees, how should the objectives be set?

A) Slightly higher after each review
B) Fair and attainable
C) Aligned with educational level
D) Consistent with pay scale
E) The same for all employees in the same job

Question 23

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

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

Question 24

Kai ranks his employees on a scale of 1 to 5. In general most of his employees receive a rating around 3. Kai's actions indicate which of the following performance appraisal problems?

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

Question 25

Which of the following is a specific advantage of the critical incident method?

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) Both managers and their employees agree to the criteria in advance.
E) It provides hard facts for explaining the appraisal.

Question 26

When an appraisal scale is too open to interpretation, what is it characterized as having?

A) Non-quantitative standards
B) Translation openness
C) Unclear performance standards
D) Lack of appraisal specificity
E) Critical incidents

Question 27

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 28

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are which of the following?

A) Open to interpretation
B) Contradict each other
C) Repetitive
D) Unrelated to the actual job
E) Outdated

Question 29

Janice sees a lot of herself in her employee, Danielle. Danielle often receives a higher rank from Janice compared to her fellow workers. What error Janice making?

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

Question 30

When an employee's most recent performance can affect the evaluation of his or her overall performance, which error has occurred?

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

Question 31

When supervisors allow individual differences such as age, race, and sex to affect the appraisal ratings that employees receive, this problem is referred to as which of the following?

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

Question 32

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

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

Question 33

What is the basic problem with employee self-ratings?

A) Lack of anonymity
B) Employee reluctance to self-rate
C) Peers rate the employee higher than they rate themselves
D) Supervisors generally do not take a self-rating seriously
E) Employees rate themselves higher than they are rated by supervisors or peers

Question 34

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly. What is this called?

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

Question 35

More firms today let employees anonymously evaluate their supervisors' performance. What is this process known as?

A) 360-degree appraisal
B) Team appraisal
C) Supervisor appraisal
D) Upward feedback
E) Anonymous evaluation

Question 36

Which appraisal technique aims at combining 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 37

Improving 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 outside factors, such as union pressure and time constraints
D) Tying performance to bonuses more consistently
E) An effective employee orientation program

Question 38

Which problem has the greatest potential for occurring when using management by objectives?

A) Setting objectives for below capabilities
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 39

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 performance.

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

Question 40

Rating committees 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 41

The easiest 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 42

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

Question 43

What is required when an employee's performance is very poor?

A) A record is made of the performance
B) A formal written warning
C) The union is informed
D) Automatic termination
E) Suspension without pay

Question 44

360-degree feedback was originally used only for training and development purposes, but 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) Customer service
E) Rating errors

Question 45

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

Question 46

Best practices when dealing with defensive employees include which of the following?

A) Use position power to convince the employee 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) Explaining to the person that defensive behaviour is not acceptable
E) Tell the person that the appraisal will be repeated by another manager

Question 47

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

Question 48

When a person is accused of poor performance, what does research indicate that the first reaction that he/she may have?

A) Ignoring the accusation
B) Aggression
C) Changing the subject
D) Anger
E) Denial

Question 49

Studies of upward feedback show an improvement in supervisor performance. What reason do the studies attribute this improvement to?

A) The feedback from employees
B) Receiving performance appraisal from upper management
C) Discovering what factors were really necessary to be promoted
D) Learning what the critical supervisory behaviours are
E) Understanding who ultimately would do the appraising

Question 50

Bianimin is a sales person. Calling on his clients to follow up on recently received orders is more related to his contextual performance than it is his task performance.

Question 51

There are more tools available for managers to assess their employees. As a result, appraisals are more accurate and effective and there is current dialogue to return to less frequent annual reviews.

Question 52

What should be the bedrock of performance management?

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

Question 53

An interview with the supervisor and employee to review the appraisal and make plans to remedy deficiencies and reinforce strengths is called 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 54

When preparing for the appraisal discussion, there are three things to do. First, assemble the data, second, prepare the employee, and what is the third?

A) Choose the time and place
B) Prepare the appraisal examination
C) Do the performance appraisal
D) Lay out an action plan
E) Schedule the next appraisal

Question 55

Managers who are authoritarian and like to have full control over objectives that are set and how they should be achieved would support the use of MBO.

Question 56

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

Question 57

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) MBO
D) Continuous learning
E) Pay equity

Question 58

With the critical incident method, the rating reflects only the employee's most recent desirable and un-desirable work-related behaviour.

Question 59

Nigel likes the way his employee, Marissa, gets along with co-workers with her great sense of humour. He assumes she builds strong relationships with customers and rates her high on this ability. This is an example of central tendency error.

Question 60

Performance appraisals can be used in courts when assessing wrongful termination cases and as such are legal documents.

Question 61

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

Question 62

Identify and briefly describe five rating scale appraisal problems.

Question 63

Identify and briefly describe five different performance appraisal methods.