Question 1

The purpose of frame of reference training is to:

Accepted Answer

The purpose of frame of reference training is to provide raters with a common understanding of the rating task. This allows for more accurate and consistent ratings among different raters, resulting in better decision making for the organization.

Question 2

The BARS and MSS were originally developed in part to eliminate rating errors.Do they?

Accepted Answer

The answer of The BARS and MSS were originally developed...

Question 3

Which of the following is NOT correct?

Accepted Answer

While supervisors' ratings may be influenced by their mood, it is not necessarily true that they are more accurate when in a good mood. In fact, research suggests that supervisor mood can have both positive and negative effects on ratings, and that accurate ratings depend more on the supervisor’s ability to make objective evaluations based on performance rather than personal biases or mood.

Question 4

If Bill rates all his employees as average on their performance evaluations he has committed a

Accepted Answer

By rating all employees as average, Bill has committed a central tendency error. This occurs when a rater tends to rate all employees as average, regardless of their actual performance. It is important for raters to provide accurate ratings based on employees' actual performance, rather than defaulting to the perceived "middle ground".

Question 5

Dr.Smith gives semester grades of "A" to all 15 students in her class.This is an example of

Accepted Answer

Dr. Smith giving all 15 students an "A" could indicate a leniency error, where she is too generous in her grading. However, without more information about the students' performance, it's also possible that all students genuinely earned "A" grades, making it an accurate rating. Thus, both scenarios are plausible.

Question 6

Technology has most affected which type of objective performance measure?

Accepted Answer

Technology has had the greatest impact on productivity measures, with tools and software making it easier to track and analyze employee output. While technology can also impact other measures such as accidents or incidents, these tend to be more heavily influenced by factors such as safety protocols and training programs.

Question 7

Your roommate tells you that he is concerned that his manager's depressed mood might affect his performance appraisal.Based on the research on the effect of rater mood on appraisal ratings,is your roommate justified in his concern?

Accepted Answer

Research has shown that the mood of the rater can indeed affect performance appraisal ratings. While some studies have suggested that depressed raters may be more accurate in their evaluations, other studies have found that they exhibit fewer halo errors (positive or negative bias towards the employee). Therefore, it is possible that the depressed mood of the manager could indeed impact the roommate's performance appraisal.

Question 8

Which of the following is NOT a component of a legally defensible performance appraisal system?

Accepted Answer

Raters should not always be in a depressed mood, as this has no relevance to their ability to accurately assess performance. The other options are all important components of a legally defensible performance appraisal system.

Question 9

Which of the following is correct?

Accepted Answer

All of the statements are correct based on research in organizational behavior and psychology. A) Supervisors are more likely to rate subordinates they like more favorably. B) Performance can influence a supervisor's liking for a subordinate. C) Mood can affect rating behaviors, with supervisors in a good mood potentially giving higher ratings.

Question 10

In the U.S.it is illegal to discriminate in performance appraisal on the basis of factors except:

Accepted Answer

Performance appraisal should be based solely on an employee's performance and should not be influenced by factors such as age, mental disability, or race. Discrimination on these bases is prohibited by law. However, it is legal to discriminate based on an employee's actual job performance.

Question 11

Which of the following statements about rater error training (RET)is correct?

Accepted Answer

Rater error training (RET) is designed to reduce common rating errors, but it can sometimes lead to decreased rating accuracy because it focuses more on avoiding errors than on improving the accuracy of the ratings themselves.

Question 12

Technology has not affected which type of performance measure?

Accepted Answer

The answer of Technology has not affected which type of...

Quiz 4: Performance Appraisal