A Framework for Human Resource Management, 7e (Dessler)
Chapter 6 Performance Management and Appraisal
1) The process of evaluating an employee’s current and/or past performance
relative to his or her performance standards is called ________.
A) recruitment
B) employee selection
C) performance appraisal
D) organizational development
Objective: Chapter objective 1
2) When goal setting, performance appraisal, and development are consolidated
into a single, common system designed to ensure that employee performance
supports a company’s strategy, it is called ________.
A) strategic organizational development
B) performance management
C) performance appraisal
D) human resource management
Objective: Chapter objective 1
3) Managers following a traditional performance appraisal system will typically
meet with employees on a ________ basis.
A) weekly
B) monthly
C) bi-monthly
D) yearly
Objective: Chapter objective 1
4) Which of the following is not one of the guidelines for effective goal setting?
A) assign specific goals
B) assign measurable goals
C) assign challenging but doable goals
D) assign consequences for performance
Objective: Chapter objective 1
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5) The “S” in the acronym for SMART goals stands for ________.
A) specific
B) straightforward
C) strategic
D) support
Objective: Chapter objective 1
6) The “M” in the acronym for SMART goals stands for ________.
A) moderate
B) measurable
C) meaningful
D) merit
Objective: Chapter objective 1
7) The “A” in the acronym for SMART goals stands for ________.
A) actionable
B) appropriate
C) attainable
D) asset
Objective: Chapter objective 1
8) Participatively set goals result in higher performance than assigned goals when
the ________.
A) participatively set goals are more difficult
B) assigned goals are more difficult
C) rewards are also higher
D) goals are doable
Objective: Chapter objective 1
9) When using goal setting in performance management, the goals should be
________.
A) difficult
B) doable
C) specific
D) All of the above.
Objective: Chapter objective 1
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10) Who is the primary person responsible for doing the actual appraising of an
employee’s performance?
A) the employee’s direct supervisor
B) the company appraiser
C) the EEO contact person
D) None of the above.
Objective: Chapter objective 2
11) Because in most organizations there is a hierarchy of goals, employee
performance standards should ________.
A) be standard
B) make sense in terms of the broader organizational goals
C) be decided by the top executive
D) All of the above.
Objective: Chapter objective 1
12) Which of the following is a reason to appraise subordinates’ performance?
A) appraisals provide important data for promotion and salary decisions
B) appraisal let supervisors and subordinates develop plans to correct
performance deficiencies
C) appraisals serve as useful career planning purposes
D) All of the above.
Objective: Chapter objective 1
13) Besides the supervisor, which of the following is available to managers as an
alternative source of performance appraisal information?
A) peers
B) rating committees
C) the employee
D) All of the above.
Objective: Chapter objective 2
14) Which of the following is a valid appraisal source?
A) self-ratings
B) 360-degree feedback
C) subordinates
D) All of the above.
Objective: Chapter objective 2
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15) Which of the following is a way to increase 360-degree appraisals?
A) anchor the 360-degree items with behavioral competencies
B) assess the costs of the program and carefully train the people giving and
receiving feedback
C) make sure the feedback given is productive, unbiased ad development oriented
D) All of the above.
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
16) Which performance appraisal technique lists traits and a range of
performance?
A) alternation ranking
B) graphic rating scale
C) Likert
D) MBO
E) constant sum rating scale
Objective: Chapter objective 1
17) The ________ method of performance appraisal involves listing all the
subordinates to be rated, indicating the employee who is the highest on each
characteristic being measured and who is the lowest, and then alternating between
the next highest and lowest until all employees have been ranked.
A) alternation ranking
B) graphic rating scale
C) MBO
D) constant sum rating scale
Objective: Chapter objective 3
18) Alternation ranking refers to an appraisal method, which ________.
A) is based on progress made toward the accomplishment of measurable goals
B) requires that the supervisor keep a log of positive and negative examples of a
subordinate’s work-related behavior
C) requires a supervisor to evaluate performance by assigning predetermined
percentages of those being rated into performance categories
D) involves listing all the subordinates to be rated, indicating the employee who is
the highest on each characteristic being measured and who is the lowest, and then
alternating between the next highest and lowest until all employees have been
ranked
Objective: Chapter objective 3
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19) Suppose you have five employees to rate. You make a chart of all possible
pairs of employees for each trait being evaluated. Then, you indicate the better
employee of the pair for each pair. Finally, you add up the number of positives for
each employee. In this case, you have used the ________ method of performance
appraisal.
A) graphic ranking scale
B) alternation ranking
C) paired comparison
D) forced distribution
Objective: Chapter objective 3
20) Forced distribution refers to an appraisal method, which ________.
A) is based on progress made toward the accomplishment of measurable goals
B) combines the benefits of narratives, critical incidents, and quantified scales by
assigning scale points with specific examples of good or poor performance
C) requires a supervisor to evaluate performance by assigning predetermined
percentages of those being rated into performance categories
D) involves listing all the subordinates to be rated, indicating the employee who
is the highest on each characteristic being measured and who is the lowest, and
then alternating between the next highest and lowest until all employees have
been ranked
Objective: Chapter objective 3
21) When a supervisor evaluates performance by assigning predetermined
percentages of ratees into performance categories, he or she has used the
________ method of performance appraisal.
A) constant sum ranking scale
B) alternation ranking
C) paired comparison
D) forced distribution
Objective: Chapter objective 3
22) John, the supervisor of the manufacturing department, is in the process of
evaluating his staff’s performance. He has determined that 15% of the group will
be identified as high performers, 20% as above average performers, 30% as
average performers, 20% as below average performers, and 15% as poor
performers. John is using a ________ method.
A) graphic rating scale
B) constant sum ranking scale
C) forced distribution
D) alternation ranking
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 3
23) Which of the following measurement methods rates employee performance
relative to other employees?
A) graphic rating scale
B) forced distribution
C) Likert scale
D) critical incident method
Objective: Chapter objective 3
24) Which of the following is a criticism of the forced distribution method?
A) it damages morale
B) it promotes unfairly
C) it promotes those who play the game well
D) None of the above.
Objective: Chapter objective 3
25) To protect against bias claims when using the forced distribution method
employers should ________.
A) appoint a review committee to review any employee’s low ranking
B) train raters to be objective
C) consider using multiple raters in conjunction with the method
D) All of the above.
Objective: Chapter objective 3
26) With the ________ method, the supervisor keeps a log of positive and
negative examples of a subordinate’s work-related behavior.
A) alternation ranking
B) constant sums rating
C) narrative forms
D) critical incident
Objective: Chapter objective 3
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27) The critical incident technique refers to an appraisal method, which
________.
A) is based on progress made toward the accomplishment of measurable goals
B) combines the benefits of narratives, critical incidents, and quantified scales by
assigning scale points with specific examples of good or poor performance
C) requires that the supervisor keep a log of positive and negative examples of a
subordinate’s work-related behavior
D) involves listing all the subordinates to be rated, crossing out the names of any
not known well enough to rank, indicating the employee who is the highest on
each characteristic being measured and who is the lowest, and then alternating
between the next highest and lowest until all employees have been ranked
Objective: Chapter objective 3
28) All of the following are advantages of using the critical incident method for
appraising performance except that:
A) it provides examples of good performance.
B) it does not include a numerical rating.
C) it provides examples of poor performance.
D) incidents can be tied to performance goals.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 3
29) Which appraisal method combines the benefits of narratives, critical incidents,
and quantified scales by assigning scale points with specific examples of good or
poor performance?
A) behaviorally anchored rating scale
B) graphic rating scale
C) alternation ranking
D) None of the above.
Objective: Chapter objective 3
30) Behaviorally anchored rating scale (BARS) refers to an appraisal method,
which ________.
A) is based on progress made toward the accomplishment of measurable goals
B) combines the benefits of narratives, critical incidents, and quantified scales by
assigning scale points with specific examples of good or poor performance
C) requires that the supervisor keep a log of positive and negative examples of a
subordinate’s work-related behavior
D) requires a supervisor to evaluate performance by assigning predetermined
percentages of those being rated into performance categories
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Objective: Chapter objective 3
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31) Management by objectives (MBO) refers to an appraisal method, which
________.
A) is based on progress made toward the accomplishment of measurable goals
B) combines the benefits of narratives, critical incidents, and quantified scales by
assigning scale points with specific examples of good or poor performance
C) requires that the supervisor keep a log of positive and negative examples of a
subordinate’s work-related behavior
D) involves listing all the subordinates to be rated, crossing out the names of any
not known well enough to rank, indicating the employee who is the highest on
each characteristic being measured and who is the lowest, and then alternating
between the next highest and lowest until all employees have been ranked
Objective: Chapter objective 3
32) What is the first step in the Management by Objectives Method?
A) set the organization’s goals
B) set departmental goals
C) discuss departmental goals
D) define expected results
Objective: Chapter objective 3
33) What is the second step in the Management by Objectives Method?
A) set the organization’s goals
B) set departmental goals
C) discuss departmental goals
D) define expected results
Objective: Chapter objective 3
34) What is the third step in the Management by Objectives Method?
A) set the organization’s goals
B) set departmental goals
C) discuss departmental goals
D) define expected results
Objective: Chapter objective 3
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