76) A supervisor who frequently rates all employees as average on performance appraisals most
likely has a problem known as ________.
A) stereotyping
B) central tendency
C) halo effect
D) leniency
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
77) The best way of reducing the problem of central tendency in performance appraisals is to
________.
A) rank employees
B) establish SMART goals
C) use graphic rating scales
D) limit the number of appraisals
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
78) Which performance appraisal problem is associated with supervisors giving all of their
subordinates consistently high ratings?
A) leniency
B) strictness
C) central tendency
D) halo effect
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
31
79) The ________ problem occurs when supervisors tend to rate all their subordinates
consistently low.
A) central tendency
B) leniency
C) strictness
D) bias
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
80) The best method for reducing the problems of leniency or strictness in performance
appraisals is to ________.
A) reconsider the timing of the appraisal
B) require multiple appraisals
C) keep critical incident logs
D) rank employees
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
81) Which personality trait is associated with performance appraisal ratings that are too strict?
A) agreeableness
B) extroversion
C) conscientiousness
D) openness
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
32
82) Which of the following has most likely occurred when a supervisor conducting a
performance appraisal is influenced by a subordinate’s age, sex, or race?
A) bias
B) strictness
C) central tendency
D) halo affect
AACSB: Analytical Thinking
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
83) Stephanie manages the accounting department at an advertising agency. She needs to conduct
performance appraisals for the eight employees in her department. Stephanie wants a
performance appraisal tool that is highly accurate, ranks employees, and uses critical incidents to
help explain ratings to appraisees. Which performance appraisal tool is best suited for Stephanie?
A) forced distribution method
B) alternation ranking method
C) behaviorally anchored rating scale
D) graphic rating scale
AACSB: Application of knowledge
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Application
33
84) Which of the following is the primary advantage of using graphic rating scales as
performance appraisal tools?
A) offers extremely high rate of accuracy
B) provides quantitative rating for each employee
C) links with mutually agreed upon performance objectives
D) explains how employees can improve their overall performance
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
85) Which of the following would most likely result in a legally questionable appraisal process?
A) assigning specific trait names when using graphic rating scales
B) using job performance dimensions that are too clearly defined
C) conducting a job analysis to establish performance standards
D) basing appraisals on subjective supervisory observations
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
86) Dwayne, an IT specialist, is viewed by his supervisor and co-workers as unfriendly;
however, his work quality is excellent. On his performance appraisal, Dwayne received
unsatisfactory ratings for all traits. Which of the following appraisal problems most likely
occurred?
A) leniency
B) halo effect
C) central tendency
D) unclear standards
AACSB: Application of knowledge
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Application
34
87) Which of the following should a manager do to prepare for an appraisal interview?
A) give the employee a day’s notice to compile questions and comments
B) compare the employee’s performance to industry standards
C) locate a private area for conducting the interview
D) set aside at least two hours for the interview
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
88) What is the primary purpose of an appraisal interview?
A) reinforce satisfactory performance
B) discuss compensation requirements
C) explain corporate policies and procedures
D) determine an effective discipline procedure
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
89) A legally defensible performance appraisal is most likely based on ________.
A) employee rankings
B) supervisory opinion
C) feedback
D) job analysis
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
35
90) Active listening is characterized by all of the following EXCEPT ________.
A) listening for total meaning
B) agreeing with the speaker
C) watching for nonverbal cues
D) reflecting feelings
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
91) Central tendency is a problem that occurs when a supervisor’s rating of a subordinate on one
trait biases the rating of that person on other traits.
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
92) Central tendency is defined as the influence of a rater’s general impression on ratings of
specific ratee qualities.
Chapter: 8
LO: 8.3: Give examples of potential appraisal problems and how to deal with them.
Skill: Concept
36