35) What is the fourth 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
36) What is the fifth step in the Management by Objectives Method?
A) conduct performance reviews and measure the results
B) set departmental goals
C) discuss departmental goals
D) define expected results
Objective: Chapter objective 3
37) In how many ways is performance management different from performance
appraisal?
A) 4
B) 3
C) 2
D) None
Objective: Chapter objective 6
38) Which of the following is a reason for the use of performance management in
organizations?
A) it contributes to total quality
B) it is better than performance appraisal
C) it is important because it helps in strategic planning
D) All of the above.
Objective: Chapter objective 6
39) What is the last step in the Management by Objectives Method?
A) provide feedback
B) set departmental goals
C) discuss departmental goals
D) define expected results
Objective: Chapter objective 3
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40) When different supervisors define levels of performance (good, fair, poor)
differently, unfair appraisals could result due to a problem with ________.
A) unclear standards
B) halo effects
C) complexity
D) leniency
Objective: Chapter objective 5
41) ________ is defined as the influence of a rater’s general impression on ratings
of specific ratee qualities.
A) Impression management
B) Halo effect
C) Central tendency
D) Bias
Objective: Chapter objective 4
42) Jason is generally considered unfriendly at work. His supervisor rates him low
on the trait “gets along well with others” but also rates him lower on other traits
unrelated to socialization at work. Jason’s performance appraisal may be unfair
due to ________.
A) impression management
B) stereotyping
C) halo effects
D) strictness
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4
43) Some supervisors, when filling in rating scales, tend to avoid the highs and
lows on the scale and rate most people in the middle. This ________ means that
all employees may be rated average.
A) stereotyping
B) central tendency
C) strictness
D) leniency
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4
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44) The best way of reducing the problem of central tendency in performance
appraisals is to ________.
A) rank employees
B) be aware of the problem
C) train supervisors to avoid it
D) consider the purpose of the appraisal
Objective: Chapter objective 5
45) The ________ problem occurs when supervisors tend to rate all their
subordinates consistently high.
A) leniency
B) strictness
C) bias
D) halo effect
Objective: Chapter objective 4
46) The ________ problem occurs when supervisors tend to rate all their
subordinates consistently low.
A) central tendency
B) leniency
C) strictness
D) bias
Objective: Chapter objective 4
47) One personality study focused on how individual traits influenced the
evaluations that students gave their peers. Raters who scored higher on ________
tended to give their peers lower ratings.
A) agreeableness
B) extroversion
C) conscientiousness
D) openness
Objective: Chapter objective 4
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48) Which personality trait is associated with performance appraisal ratings that
are too lenient?
A) agreeableness
B) extroversion
C) conscientiousness
D) openness
Objective: Chapter objective 4
49) One way of reducing the problems of leniency or strictness in performance
appraisals is to ________.
A) rank employees
B) be aware of the problem
C) train supervisors to avoid it
D) consider the purpose of the appraisal
Objective: Chapter objective 4
50) When an employee’s personal characteristics such as gender influence a
supervisor’s evaluation of his or her performance, the problem of ________ has
occurred.
A) bias
B) stereotyping
C) central tendency
D) halo affect
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4
51) Which of the following could result in a legally questionable appraisal
process?
A) conduct a job analysis to establish criteria and standards for successful
performance
B) base appraisals on subjective supervisory observations
C) administer and score appraisals in a standardized fashion
D) use clearly defined job performance dimensions
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4
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52) Who is in the best position to observe and evaluate an employee’s
performance for the purposes of a performance appraisal?
A) peers
B) rating committees
C) top management
D) immediate supervisor
Skill: AACSB: Analytical Skills
Objective: Chapter objective 2
53) Performance appraisals may be conducted by ________.
A) the immediate supervisor
B) peers
C) rating committees
D) All of the above.
Objective: Chapter objective 2
54) Rating committees, made up of an employee’s immediate supervisor along
with other supervisors, usually have ________ other members.
A) 1-2
B) 3-4
C) 6-7
D) 8-9
Objective: Chapter objective 2
55) Peer appraisals have been shown to result in a(n) ________.
A) reduction of social loafing in the team
B) reduction of group cohesion
C) decrease in satisfaction with the group
D) tendency to inaccurately predict who would be promoted
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 2
56) What usually occurs when employees rate themselves in a performance
appraisal?
A) interrater reliability is higher
B) appraisals are subject to halo effects
C) ratings are higher than when rated by supervisors or peers
D) ratings are about the same as when determined by peers
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Objective: Chapter objective 2
57) Firms that use ________ let subordinates anonymously rate their supervisor’s
performance.
A) downward feedback
B) upward feedback
C) narratives
D) critical incidents
Objective: Chapter objective 2
58) What process allows top management to diagnose the management styles of
supervisors, identify potential “people” problems, and take corrective action with
individual supervisors as necessary?
A) strategic performance appraisal
B) organizational development
C) upward feedback
D) critical incidents
Skill: AACSB: Analytical Skills
Objective: Chapter objective 2
59) When subordinates provide feedback for supervisors, the comments should be
anonymous because identifiable responses tend to result in more ________.
A) critical ratings
B) negative attitudes from managers receiving the feedback
C) inflated ratings
D) All of the above.
Skill: AACSB: Communication
Objective: Chapter objective 2
60) ________ is a process for enabling employees to better understand and
develop their career skills and interests and to use these skills and interests most
effectively within the company and afterwards.
A) Organizational development
B) Career management
C) Career development
D) Career planning
Objective: Chapter objective 5
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61) Career management refers to the ________.
A) the lifelong series of activities that contributes to a person’s career exploration,
establishment, success, and fulfillment
B) process for enabling employees to better understand and develop their career
skills and interests and to use these skills and interests most effectively within the
company and afterwards
C) process of using activities like training and appraisal to provide a career focus
D) occupational positions a person has over his or her lifetime
Objective: Chapter objective 5
62) The lifelong series of activities that contributes to a person’s career
exploration, establishment, success, and fulfillment is called ________.
A) organizational development
B) career management
C) career development
D) career planning
Objective: Chapter objective 5
63) Career development refers to the ________.
A) process through which someone becomes aware of personal skills, interests,
knowledge, motivations; acquires information about opportunities; identifies
career goals; and establishes action plans to attain those goals
B) the lifelong series of activities that contributes to a person’s career exploration,
establishment, success, and fulfillment
C) process for enabling employees to better understand and develop their career
skills and interests and to use these skills and interests most effectively within the
company and afterwards
D) process of using activities like training and appraisal to provide a career focus
Objective: Chapter objective 5
64) Career planning refers to the ________.
A) process through which someone becomes aware of personal skills, interests,
knowledge, motivations; acquires information about opportunities; identifies
career goals; and establishes action plans to attain those goals
B) the lifelong series of activities that contributes to a person’s career exploration,
establishment, success, and fulfillment
C) process of using activities like training and appraisal to provide a career focus
D) occupational positions a person has over his or her lifetime
Objective: Chapter objective 5
17
65) The process through which someone becomes aware of personal skills,
interests, knowledge, motivations; acquires information about opportunities;
identifies career goals; and establishes action plans to attain those goals is called
________.
A) organizational development
B) career management
C) career development
D) career planning
Objective: Chapter objective 5
66) Jackie is working with a coach to identify her personal skills and interests.
Then she plans to get information about opportunities that fit her skills and
interests and set career goals for what she seeks to accomplish. Jackie is in the
midst of ________.
A) organizational development
B) career development
C) career planning
D) training
Skill: AACSB: Analytical Skills
Objective: Chapter objective 5
67) Who is responsible for the planning, guiding, and developing an employee’s
career?
A) the immediate supervisor
B) the employee
C) the organization
D) the development officer
Objective: Chapter objective 5
68) Responsibility for career development should always be left to the ________.
A) employee
B) supervisor
C) manager
D) career success team
Objective: Chapter objective 5
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69) Assessing interests, seeking out career information, and utilizing development
opportunities are all part of the ________ role in career development.
A) individual’s
B) manager’s
C) supervisor’s
D) company’s
Objective: Chapter objective 5
70) When Amanda interviewed for a job with the employment commission, the
interviewer warned her that the job could be very stressful with long hours and a
lot of bureaucracy. The interviewer was trying to provide ________.
A) reality shock
B) a realistic job interview
C) disincentive
D) a challenge
Objective: Chapter objective 5
71) Miranda wants to make partner at her law firm. She is worried, though,
because everyone understands that 70-hour work weeks are the norm for someone
striving to make partner. Miranda wants to be fair to her family as well as excel at
work. To address this problem, the law firm could help by ________.
A) providing Miranda with a career coach
B) encouraging Miranda to join a career success team
C) eliminating institutional barriers that disproportionately affect women
D) encouraging Miranda to temporarily work in a different job
Skill: AACSB: Analytical Skills
Objective: Chapter objective 5
72) Which of the following best captures the meaning of the term, glass ceiling?
A) structural, yet subtle barriers in corporate environments which inhibit the rise
of talented women to positions of leadership
B) inadequate networking opportunities which result in a lack of an “old girl’s
network” to mirror that of men
C) unspoken decision by corporate leadership that women should not be
encouraged to advance beyond middle management levels
D) the lack of desire among women to pursue jobs with extreme levels of
responsibility and authority
Skill: AACSB: Multicultural and Diversity
Objective: Chapter objective 5
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