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

Accepted Answer

The paired comparison method is the only technique that uses a "+" to denote "better than" and a "-" to denote "worse than". In this method, each employee is compared to every other employee in pairs and a score is given based on who performed better in each pair. The scores are then totaled to determine the final ranking.

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

Accepted Answer

The forced distribution method involves placing a predetermined percentage of employees into different performance categories, such as top performers, average performers, and poor performers. This technique is considered controversial due to the potential for it to create a forced curve, but it is still used by some organizations.

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.

Accepted Answer

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

Accepted Answer

The critical incident method is often used to supplement other appraisal techniques by providing specific examples of employee behavior that illustrate performance levels.

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

Accepted Answer

PIP refers to Performance Improvement Plan, which is a tool used in performance management process to address performance issues and provide employees with the necessary support and resources to improve their performance.

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

Accepted Answer

These values are called Confucian values, as they are based on the teachings of Confucius, a Chinese philosopher whose ideas have had a significant impact on the cultural values of parts of Asia.

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

Accepted Answer

The graphic rating scale is the simplest and most popular technique for appraising employees. It involves using a list of traits or behaviors to evaluate an employee's performance and rating them on a scale (e.g. 1-5) based on how well they exhibit each trait or behavior. This method is easy to use and understand, making it a popular choice among managers.

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

Accepted Answer

Behaviourally anchored rating scale requires the development of specific, detailed behavior descriptions to be used as criteria for evaluation, making it the most time-consuming technique to develop.

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

Accepted Answer

The Graphic Rating Scale method involves listing traits and providing a range of performance levels for each trait, allowing evaluators to rate employees on a continuum.

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

Accepted Answer

The critical incident method involves maintaining a record of uncommonly good or undesirable examples of an employee's work-related behaviour reviewed with the employee at predetermined times. This method focuses on specific events or incidents that illustrate job performance rather than general impressions or traits.

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

Accepted Answer

Defining performance standards is the foundation of effective performance management because it sets clear expectations and provides a basis for measuring employee performance. Clarifying career planning, identifying promotion decisions, describing appraisal methods, and calculating pay are all important components of performance management, but they should come after setting performance standards.

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

Accepted Answer

The quality of the performance appraisal dialogue between a manager and an employee is the key success factor for effective performance appraisal that will lead to optimum employee performance. This means that the conversation should be productive and include constructive feedback, goal setting, and development plans. Merely scheduling appraisals, offering rewards, or involving senior management in the evaluation process is not enough if the conversation is not of high quality. A participative approach may also enhance the dialogue's quality but is not a necessary condition.

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

Accepted Answer

Debbie's role involves ensuring designers maintain their skills and meet performance standards, which aligns with 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

Accepted Answer

The answer of What does a summary performance appraisal discussion...

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.

Accepted Answer

The forced distribution method usually results in a majority of the workforce being classified as less than average. This can lead to demotivation among employees and can create a negative work environment.

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

Accepted Answer

Stephanie is using the Alternation ranking method, which involves ranking employees from best to worst based on overall performance. This technique does not use a set of specific criteria, but rather an overall judgment of performance. In this case, Stephanie is ranking her employees based on their ability to complete projects on time and their ability to generate new clients.

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

Accepted Answer

Peter is using the paired comparison method, which involves evaluating two employees at a time based on specific traits or characteristics.

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

Accepted Answer

Measurable standards are the best choice for clarifying performance expectations as they provide specific criteria and benchmarks for evaluating performance. Strategic objectives, an HR strategy, and a business plan are important for overall organizational direction, but may not provide specific guidance for individual performance. A list of traits may be helpful for identifying desired characteristics in employees, but does not provide clear expectations for performance.

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

Accepted Answer

Task performance refers to an individual's direct contribution to their job-related processes. Productivity evaluation, efficiency measures, effectiveness of activity, and logistical appraisal can all be used to assess an individual's task performance, but they are not the direct contribution themselves.

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

Accepted Answer

The employee is receiving an earlier pay increase for their contextual performance, specifically for improving the attitudes and productivity of other workers. This falls under the category of influential or social performance, as the employee's impact on their colleagues goes beyond their individual job responsibilities.

Quiz 10: Performance Management

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

Which performance appraisal technique places a predetermined percentage of employees being rated in various performance categories?

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

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

What does PIP refer to in the performance management process?

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?

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

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

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

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?

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

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

What does a summary performance appraisal discussion focus on?

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?

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?

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

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

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?