Question 1

Maintaining reliability in performance evaluation is highly desirable and easy to achieve,particularly if sufficiently different raters and different appraisal instruments are employed.

Accepted Answer

Maintaining reliability in performance evaluation is desirable but not easy to achieve, as different raters and appraisal instruments can introduce variability and bias, making consistent evaluations challenging.

Question 2

The recency effect is NOT a performance evaluation bias that occurs in employee performance appraisals.

Accepted Answer

The recency effect is a performance evaluation bias where recent events are given more weight than earlier ones in employee appraisals.

Question 3

The problem-solving approach to an employee evaluation interview allows the employee to explain reasons,excuses,and defensive feelings about why performance is deficient.

Accepted Answer

The problem-solving approach focuses on identifying and addressing areas for improvement rather than allowing the employee to make excuses or become defensive. It encourages collaboration and finding solutions together.

Question 4

Future-oriented performance appraisal methods include the management-by-objectives and assessment centre approaches.

Accepted Answer

Both management-by-objectives and assessment centre approaches are future-oriented performance appraisal methods. Management-by-objectives focuses on setting specific and achievable goals for employees to achieve, while the assessment centre approach involves simulating job-related situations to evaluate an employee's potential for future success in higher positions.

Question 5

A more recent model of performance appraisal divides the appraisal process into three cognitive steps on the part of the rater.

Accepted Answer

The answer of A more recent model of performance appraisal...

Question 6

Human resource departments can unintentionally encourage the error of central tendency by requiring supervisors to justify extremely high or low employee performance ratings.

Accepted Answer

When HR departments require supervisors to justify extremely high or low employee performance ratings, it can lead to central tendency error as supervisors may be tempted to give average ratings to avoid having to justify their extreme ratings.

Question 7

A recent method of employee appraisal involving evaluations made by the employee as well as by his or her peers,supervisors,and subordinates is called the 360-degree performance appraisal.

Accepted Answer

The statement is true. The 360-degree performance appraisal involves feedback from multiple sources including the employee, peers, supervisors, and subordinates.

Question 8

Performance appraisals that carry or enforce consequences tend to lose their effectiveness quite quickly.

Accepted Answer

The answer of Performance appraisals that carry or enforce consequences...

Question 9

Leniency and strictness biases in performance evaluation more commonly occur when performance standards are too detailed or explicit.

Accepted Answer

Leniency and strictness biases are more likely to occur when performance standards are too vague or ambiguous. When standards are too explicit and detailed, it becomes easier for managers to evaluate performance objectively and fairly. However, this can also lead to other types of biases, such as the central tendency bias, where managers rate everyone as average because they do not want to differentiate between employees.

Question 10

Validity in performance appraisals means that the criteria for appraising are directly job-related.

Accepted Answer

Validity in performance appraisals is determined by how well the criteria used for appraisal are directly job-related. This means that if the criteria used are relevant to the job being performed, then the appraisal is considered valid.

Question 11

A good method for overcoming the biases of leniency,strictness,and central tendency in performance appraisal is the forced distributions method.

Accepted Answer

The forced distributions method requires managers to place a certain percentage of employees into predetermined performance categories, thus avoiding the biases of leniency, strictness, and central tendency.

Question 12

The ability of performance evaluators to make valid judgments on complex information is referred to as the cognitive aspect of the rating process.

Accepted Answer

The ability to make valid judgments on complex information is a cognitive process that involves the evaluators' ability to process and interpret information, reason, and make decisions.

Question 13

The appraisal method for employee performance that requires a supervisor to record statements that describe extremely effective of ineffective behaviour related to job performance is called the behaviourally anchored rating scales method.

Accepted Answer

The method described is the critical incident method, not the behaviourally anchored rating scales (BARS) method. BARS involves rating scales with specific behavioral examples for different performance levels.

Question 14

The halo effect is a rater bias that occurs when an evaluator tends to think everyone is good and evaluates all employees as "satisfactory" or "average" regardless of their actual performance

Accepted Answer

The halo effect is actually the opposite of this statement. It occurs when an evaluator's overall positive impression of an employee influences their evaluation of specific traits or performance areas, leading to higher ratings than may be deserved.

Question 15

The tell-and-listen approach to an employee appraisal interview allows the employee to explain reasons,excuses,and defensive feelings about performance.

Accepted Answer

The tell-and-listen approach encourages open communication and allows employees to share their perspectives and feelings about their performance, including any reasons or excuses for their actions. This approach focuses on dialogue and mutual understanding rather than simply providing feedback or criticism.

Question 16

Comparative performance evaluation methods include the ranking method and forced distributions.

Accepted Answer

The statement is true. Comparative performance evaluation methods include the ranking method and forced distributions.

Question 17

The leniency and strictness biases occur when raters are either consistently too easy or too harsh in evaluating performance.

Accepted Answer

The statement is true. Leniency bias occurs when raters consistently rate performance as higher than it actually is, while strictness bias occurs when raters consistently rate performance as lower than it actually is. Both biases can negatively impact the accuracy and validity of performance evaluations.

Question 18

Studies show that when supervisors set general goals for employees,performance can improve as much as twice over what it is when more specific goals are set.

Accepted Answer

Research generally supports that specific goals tend to lead to better performance compared to general goals, as they provide clear direction and measurable targets.

Question 19

Behaviourally anchored rating scales and critical incident methods are both future-oriented performance evaluation approaches.

Accepted Answer

Behaviourally anchored rating scales (BARS) and critical incident methods are not future-oriented; they focus on evaluating past performance by assessing specific behaviors and incidents.

Question 20

One feature of behaviourally anchored rating scales is that they attempt to reduce the subjectivity and biases of subjective performance measures.

Accepted Answer

Behaviourally anchored rating scales use specific and observable performance criteria to evaluate an employee's performance, which reduces the subjectivity and biases that can be present in traditional subjective performance measures.

Quiz 8: Performance Management