Copiar y Editar

Chapter 9 Performance Management and Appraisal

Descripción

Test sobre Chapter 9 Performance Management and Appraisal, creado por Melanie Mchd el 23/12/2014.
Melanie Mchd
Test por Melanie Mchd, actualizado hace más de 1 año
Melanie Mchd
Creado por Melanie Mchd hace casi 12 años
14
1
0

Resumen del Recurso

Pregunta 1

Pregunta
The aim of performance management is to:
Respuesta
  • Consolidate goal setting
  • Evaulate employee's performance against standarts
  • Ensure employee has the tools needed to perform the job
  • Ensure employee's performance is supporting the company's strategic aims

Pregunta 2

Pregunta
The increasing use of performance management reflects:
Respuesta
  • The popularity of TQM concepts
  • Traditional performance appraisals are often counter-productive
  • Every employee's efforts must focus on helping the company achieve its strategic goals
  • All of the above

Pregunta 3

Pregunta
Reasons for appraising subordinate's performance include:
Respuesta
  • Appraisals play an integral role in performance management
  • The supervisor and the employee together develop a plan for correcting the employee's deficiencies
  • Appraisals play a part in the employer's salary raise decisions
  • All of the above

Pregunta 4

Pregunta
Steps that supervisors should follow in the performance appraisal process include all the following except:
Respuesta
  • Define the job
  • Prepare detailed forms and procedures to be used
  • Appraise performance
  • Provide feedback

Pregunta 5

Pregunta
The simplest and most popular technique for appraising performance is the _________________ method.
Respuesta
  • Alternation ranking method
  • Forced distribution
  • Graphic rating scale
  • Critical incident

Pregunta 6

Pregunta
The ___________________ performance appraisal method ranks the highest employees and lowest employees in the alternate order.
Respuesta
  • Paired comparison
  • Alternation ranking
  • Forced distribution
  • Behaviorally anchored rating scale

Pregunta 7

Pregunta
Supervisors using the force distribution appraisal method can protect against bias claims by:
Respuesta
  • Appointing a review committee
  • Training raters to be objective
  • Using multiple raters
  • All of the above

Pregunta 8

Pregunta
A ________________ appraisal method combines the benefits of narratives, critical incidents and quantified rating scales with specific behavioral examples of good or poor performance.
Respuesta
  • Grapic rating scale
  • BARS
  • MBO
  • Narrative

Pregunta 9

Pregunta
A problem(s) with management by objectives is (are) that it can:
Respuesta
  • Be time consuming
  • Result in immeasurable objectives
  • 1 and 2
  • None of the above

Pregunta 10

Pregunta
Rating an employee high on serveral traits because he or she does one thing well is called the:
Respuesta
  • Central tendency
  • Halo effect
  • Bias problem
  • Unclear standarts

Pregunta 11

Pregunta
The problem with self-rating is that:
Respuesta
  • Supervisors rate employees too highly
  • Supervisors accentuate differences and rigidify positions
  • Employees rate themselves higher than do supervisors
  • All of the above

Pregunta 12

Pregunta
Supervisors can ensure that employees are satisfied with their performance appraisals by ensuring that employees:
Respuesta
  • Do not feel threatened during the interview
  • Have the opportunity to present their ideas and feelings
  • Have a helpful and constructive supervisor conduct the interview
  • All of the above

Pregunta 13

Pregunta
Performance management consolidates goal setting, performance appraisal and development into a single, common system.
Respuesta
  • True
  • False

Pregunta 14

Pregunta
The aim of performance management is to evaluate and reward the employee's efforts.
Respuesta
  • True
  • False

Pregunta 15

Pregunta
The concept that the employee's effort should be goal directed is at the heart of performance management.
Respuesta
  • True
  • False

Pregunta 16

Pregunta
Setting easily achievable goals for employees defeats the purpose of performance management.
Respuesta
  • True
  • False

Pregunta 17

Pregunta
Employees perform on a higher level when they participate with supervisors in setting goals.
Respuesta
  • True
  • False

Pregunta 18

Pregunta
Human Resources is responsible for monitoring the appraisal system and preparing detailed forms and procedures.
Respuesta
  • True
  • False

Pregunta 19

Pregunta
The simplest and most popular performance appraisal technique is the forced distribution method.
Respuesta
  • True
  • False

Pregunta 20

Pregunta
The critical incident method is the most useful appraisal method for making employee salary decisons.
Respuesta
  • True
  • False

Pregunta 21

Pregunta
A manager setting specific measurable goals with each employee and the periodically discussing the employee's progress towards the goals is a feature of management by objectives.
Respuesta
  • True
  • False

Pregunta 22

Pregunta
A supervisor who rates an employee high on all job traits because the employee has good computer skills has fallen prey to the halo effect.
Respuesta
  • True
  • False

Pregunta 23

Pregunta
Strictness or leniency of a performance appraisal can be affected by the purpose for which it is given.
Respuesta
  • True
  • False

Pregunta 24

Pregunta
Performance appraisal problems like bias and halo effects can be cancelled out by using multiple raters.
Respuesta
  • True
  • False
Mostrar resumen completo Ocultar resumen completo

¿Quieres crear tus propios Tests gratis con GoConqr? Más información.

Similar

Explorar la Librería