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Chapter 9 Performance Management and Appraisal

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Quiz on Chapter 9 Performance Management and Appraisal, created by Melanie Mchd on 23/12/2014.
Melanie Mchd
Quiz by Melanie Mchd, updated more than 1 year ago
Melanie Mchd
Created by Melanie Mchd almost 11 years ago
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Resource summary

Question 1

Question
The aim of performance management is to:
Answer
  • 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

Question 2

Question
The increasing use of performance management reflects:
Answer
  • 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

Question 3

Question
Reasons for appraising subordinate's performance include:
Answer
  • 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

Question 4

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

Question 5

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

Question 6

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

Question 7

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

Question 8

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

Question 9

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

Question 10

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

Question 11

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

Question 12

Question
Supervisors can ensure that employees are satisfied with their performance appraisals by ensuring that employees:
Answer
  • 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

Question 13

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

Question 14

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

Question 15

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

Question 16

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

Question 17

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

Question 18

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

Question 19

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

Question 20

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

Question 21

Question
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.
Answer
  • True
  • False

Question 22

Question
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.
Answer
  • True
  • False

Question 23

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

Question 24

Question
Performance appraisal problems like bias and halo effects can be cancelled out by using multiple raters.
Answer
  • True
  • False
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