Test
Chapter 9 Performance Management and Appraisal
Preguntas del test (24)
1The aim of performance management is to:
- AConsolidate goal setting
- BEvaulate employee's performance against standarts
- CEnsure employee has the tools needed to perform the job
- DEnsure employee's performance is supporting the company's strategic aims
2The increasing use of performance management reflects:
- AThe popularity of TQM concepts
- BTraditional performance appraisals are often counter-productive
- CEvery employee's efforts must focus on helping the company achieve its strategic goals
- DAll of the above
3Reasons for appraising subordinate's performance include:
- AAppraisals play an integral role in performance management
- BThe supervisor and the employee together develop a plan for correcting the employee's deficiencies
- CAppraisals play a part in the employer's salary raise decisions
- DAll of the above
4Steps that supervisors should follow in the performance appraisal process include all the following except:
- ADefine the job
- BPrepare detailed forms and procedures to be used
- CAppraise performance
- DProvide feedback
5The simplest and most popular technique for appraising performance is the _________________ method.
- AAlternation ranking method
- BForced distribution
- CGraphic rating scale
- DCritical incident
6The ___________________ performance appraisal method ranks the highest employees and lowest employees in the alternate order.
- APaired comparison
- BAlternation ranking
- CForced distribution
- DBehaviorally anchored rating scale
7Supervisors using the force distribution appraisal method can protect against bias claims by:
- AAppointing a review committee
- BTraining raters to be objective
- CUsing multiple raters
- DAll of the above
8A ________________ appraisal method combines the benefits of narratives, critical incidents and quantified rating scales with specific behavioral examples of good or poor performance.
- AGrapic rating scale
- BBARS
- CMBO
- DNarrative
9A problem(s) with management by objectives is (are) that it can:
- ABe time consuming
- BResult in immeasurable objectives
- C1 and 2
- DNone of the above
10Rating an employee high on serveral traits because he or she does one thing well is called the:
- ACentral tendency
- BHalo effect
- CBias problem
- DUnclear standarts
11The problem with self-rating is that:
- ASupervisors rate employees too highly
- BSupervisors accentuate differences and rigidify positions
- CEmployees rate themselves higher than do supervisors
- DAll of the above
12Supervisors can ensure that employees are satisfied with their performance appraisals by ensuring that employees:
- ADo not feel threatened during the interview
- BHave the opportunity to present their ideas and feelings
- CHave a helpful and constructive supervisor conduct the interview
- DAll of the above
13Performance management consolidates goal setting, performance appraisal and development into a single, common system.
- AVerdadero
- BFalso
14The aim of performance management is to evaluate and reward the employee's efforts.
- AVerdadero
- BFalso
15The concept that the employee's effort should be goal directed is at the heart of performance management.
- AVerdadero
- BFalso
16Setting easily achievable goals for employees defeats the purpose of performance management.
- AVerdadero
- BFalso
17Employees perform on a higher level when they participate with supervisors in setting goals.
- AVerdadero
- BFalso
18Human Resources is responsible for monitoring the appraisal system and preparing detailed forms and procedures.
- AVerdadero
- BFalso
19The simplest and most popular performance appraisal technique is the forced distribution method.
- AVerdadero
- BFalso
20The critical incident method is the most useful appraisal method for making employee salary decisons.
- AVerdadero
- BFalso
21A 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.
- AVerdadero
- BFalso
22A supervisor who rates an employee high on all job traits because the employee has good computer skills has fallen prey to the halo effect.
- AVerdadero
- BFalso
23Strictness or leniency of a performance appraisal can be affected by the purpose for which it is given.
- AVerdadero
- BFalso
24Performance appraisal problems like bias and halo effects can be cancelled out by using multiple raters.
- AVerdadero
- BFalso
Información
- Descripción
- Test sobre Chapter 9 Performance Management and Appraisal, creado por Melanie Mchd el 23/12/2014.
- Autor
- Melanie Mchd
- Idioma
- Deutsch
- Visitas
- 14
- Historial
- Creado el 23 dic 2014 · actualizado el 19 feb 2016
- Valoración
- Aún sin valoraciones Valora este test