Question 1

If your professor listed each student's test score in order from highest to lowest, That list would be similar to a group order ranking.

Accepted Answer

False

Question 2

Absolute standards measure an employee's performance against other workers holding the same position.

Accepted Answer

Absolute standards measure an employee's performance against predefined benchmarks or criteria, not against other workers.

Question 3

When evaluators rate other people in the same way that the evaluators perceive themselves, they make a halo error.

Accepted Answer

The halo error occurs when an evaluator's overall impression of a person, object, or institution biases their ratings on specific dimensions, not necessarily related to how the evaluators perceive themselves.

Question 4

The performance appraisal process consists of ten steps.

Accepted Answer

The performance appraisal process typically consists of fewer steps, often outlined in models ranging from 4 to 6 steps, including setting performance expectations, monitoring and evaluating performance, providing feedback, and discussing plans for development and improvement.

Question 5

Central tendency is a factor that distorts performance appraisals.

Accepted Answer

Central tendency occurs when evaluators rate most employees as average, which can distort the accuracy of performance appraisals by not reflecting true differences in performance.

Question 6

The performance method that selects one job trait, and then compares each employee in a group with the others is the group order ranking method.

Accepted Answer

The group order ranking method involves ranking employees from best to worst on some overall criterion, not selecting one job trait for comparison. The method described is more akin to paired comparison.

Question 7

MATCHING KEY TERMS AND DEFINITIONS
-Measuring an employee's performance against some established standards.

Accepted Answer

The answer of MATCHING KEY TERMS AND DEFINITIONS
-Measuring an employee's...

Question 8

Performance appraisals focus on how effectively an employee's effort helps accomplish the organizational objectives.

Accepted Answer

Performance appraisals assess an employee's effectiveness in fulfilling job responsibilities and how their efforts contribute to achieving organizational goals.

Question 9

MATCHING KEY TERMS AND DEFINITIONS
-Employees are evaluated on how well they accomplish a specific set of objectives determined as critical in the successful completion of their job.

Accepted Answer

Management by Objectives (MBO) is a performance appraisal method where employees are evaluated based on their achievement of specific objectives that are deemed critical for the successful completion of their job.

Question 10

Performance standards are based on employee abilities in order to comply with the ADA.

Accepted Answer

Performance standards are based on the essential functions of a job, not on an employee's abilities, to ensure they do not discriminate against individuals with disabilities as per the ADA (Americans with Disabilities Act).

Question 11

The appraisal process begins with establishment of performance standards in accordance with the organization's strategic goals.

Accepted Answer

The appraisal process indeed starts with the establishment of performance standards, which are aligned with the organization's strategic goals to ensure that the performance being measured is directly contributing to the achievement of those goals.

Question 12

MATCHING KEY TERMS AND DEFINITIONS
-The third step in the appraisal process.

Accepted Answer

Performance measurement is the third step in the appraisal process, where the actual performance of employees is assessed against the established standards.

Question 13

Graphic Rating scales list job traits with a range of performance levels for each trait.

Accepted Answer

Graphic rating scales are a type of performance appraisal method where job traits or behaviors are listed, and each is rated along a continuum or range of performance levels, typically from poor to excellent.

Question 14

Evaluators appraise specific behaviors rather than traits when behaviorally anchored rating scales are used.

Accepted Answer

Behaviorally Anchored Rating Scales (BARS) focus on evaluating specific behaviors rather than abstract traits, providing a more objective and concrete method of assessment.

Question 15

Performance appraisals may be important documentation for EEO discrimination claims.

Accepted Answer

Performance appraisals can serve as evidence in Equal Employment Opportunity (EEO) discrimination claims, showing patterns of behavior or decision-making that may support or refute claims of discrimination.

Question 16

Performance management is a tool for employee engagement and development.

Accepted Answer

Performance management is a systematic process aimed at improving employee performance, engagement, and development by setting clear goals, providing feedback, and facilitating ongoing communication between managers and employees.

Question 17

MATCHING KEY TERMS AND DEFINITIONS
-Explains how much influence we believe that elements the employee controls (internal)have over performance versus those the employee cannot control (external).

Accepted Answer

Attribution theory is concerned with how individuals interpret events and how this relates to their thinking and behavior. It specifically addresses the perception of whether actions or outcomes are the result of internal factors (under the individual's control) or external factors (outside the individual's control). In the context of performance appraisal or organizational behavior, it explains how much influence employees believe they have over their performance (internal factors) versus the influence of factors they cannot control (external factors).

Question 18

A major advantage to absolute standards is that they tend to be biased by positive leniency; that is, evaluators lean toward packing their subjects into the high part of the rankings.

Accepted Answer

Absolute standards aim to measure individuals against fixed criteria or standards, not against each other, which helps reduce biases such as positive leniency. Positive leniency bias is more associated with relative standards, where evaluators compare individuals against one another.

Question 19

MATCHING KEY TERMS AND DEFINITIONS
-A record of performance appraisal process outcomes.

Accepted Answer

Documentation is the record-keeping of the outcomes and processes involved in performance appraisal, ensuring there is a traceable account of what was assessed and the conclusions reached.

Question 20

Checklists are the most popular type of appraisal form due to their simplicity.

Accepted Answer

While checklists are popular for their simplicity, the most popular type of appraisal form varies by organization and the specific needs of the appraisal process. Other forms like rating scales, 360-degree feedback, and narrative forms are also widely used.

Quiz 9: Performance Management