Question 1

The easiest appraisal discussion to conduct is which of the following?

Accepted Answer

Satisfactory - promotable discussions are easiest because they involve positive feedback and recognition of good performance, often leading to employee motivation and satisfaction.

Question 2

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

Accepted Answer

The paired comparison method involves comparing each employee with every other employee in pairs to evaluate their performance relative to one another.

Question 3

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

Accepted Answer

A formal written warning is required when an employee's performance is very poor.

Question 4

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?

Accepted Answer

360-degree feedback is increasingly being used in the management of performance and pay, as it provides a well-rounded view of an employee's skills, strengths and weaknesses from multiple sources. This helps in identifying areas where the employee needs improvement, aligning performance goals with organizational objectives, and determining appropriate compensation and rewards.

Question 5

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

Accepted Answer

A behaviourally anchored rating scale requires the supervisor to evaluate specific behavioural examples of an employee's performance, which takes more time and effort than simply rating them on a scale. A graphic rating scale is a quick and easy method of evaluation, where supervisors assign a rating based on a predetermined set of characteristics.

Question 6

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

Accepted Answer

Recognizing that defensive behavior is normal can help reassure the employee and create a more open dialogue. Using position power or invalidating the employee's emotions can make the situation worse. Ignoring emotions and repeating the appraisal without addressing defensive behavior does not solve the underlying issue. Telling the employee that the appraisal will be repeated by another manager may also create mistrust and defensiveness.

Question 7

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

Accepted Answer

The main purpose of appraising employees is to provide feedback on their performance, identify areas for improvement, and recognize achievements. It is not solely about ensuring that they follow instructions from management, but rather about supporting their professional development and encouraging optimal job performance.

Question 8

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

Accepted Answer

Research indicates that the initial reaction of a person accused of poor performance is usually denial. This is a defence mechanism that helps the person protect their self-esteem and avoid accepting responsibility for the alleged failure.

Question 9

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

Accepted Answer

The studies attribute the improvement in supervisor performance to learning what the critical supervisory behaviours are through receiving upward feedback from employees.

Question 10

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.

Accepted Answer

The answer of Bianimin is a sales person. Calling on...

Question 11

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.

Accepted Answer

The statement suggests that despite the availability of more tools for assessment, there is a dialogue to return to less frequent annual reviews, which contradicts the idea that appraisals are more accurate and effective.

Question 12

What should be the bedrock of performance management?

Accepted Answer

The answer of What should be the bedrock of performance...

Question 13

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?

Accepted Answer

A formal appraisal discussion is a structured meeting between the supervisor and employee to review the appraisal, discuss areas for improvement, and reinforce strengths. It is a chance to set goals and make plans for the future. Option B, C, D and E are not the standard terms or phrases used in performance appraisal discussions.

Question 14

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?

Accepted Answer

The third step in preparing for the appraisal discussion is to choose the time and place.

Question 15

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.

Accepted Answer

Managers who are authoritarian prefer to maintain control and may not support Management by Objectives (MBO), which involves collaborative goal setting and employee participation.

Question 16

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

Accepted Answer

The graphic rating scale is the most common technique used for performance appraisal. It involves assessing an employee's performance based on predetermined criteria and rating them on a scale.

Question 17

The 360-degree appraisal approach fits closely with the goals of organizations committed specifically to which of the following?

Accepted Answer

The 360-degree appraisal approach is widely used by organizations committed to continuous learning, as it provides feedback from multiple perspectives and can identify areas for improvement and development. Employment equity, hierarchical chain of command, MBO, and pay equity are not directly related to the use of 360-degree appraisals.

Question 18

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

Accepted Answer

The critical incident method involves keeping a record of all important incidents that have occurred in the employee's performance. The rating reflects an overall assessment of the employee's performance based on multiple incidents, not just the most recent ones.

Question 19

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.

Accepted Answer

This is an example of the halo effect, where one positive trait (sense of humor) influences the overall perception of other unrelated traits (relationship with customers). Central tendency error involves rating all employees as average, regardless of their actual performance.

Question 20

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

Accepted Answer

Performance appraisals can be used as evidence in wrongful termination cases and are considered legal documents.

Quiz 10: Performance Management