104) The BARS method combines elements of the traditional rating scales and critical incident
methods.
105) The manager and the subordinate jointly agree on objectives for the next appraisal period in
a management by objectives system.
106) What are the pros and cons of management by objectives (MBO) performance appraisal
method?
107) What are the advantages and disadvantages of having peers and team members appraise an
employee’s performance?
108) When a manager generalizes one positive performance feature or incident to all aspects of
employee performance, the manager is most likely guilty of ________.
A) leniency
B) central tendency error
C) positive halo error
D) recent behavior bias
109) The marketing manager at P&M Consulting is known for giving subordinates undeserved
high ratings. Which of the following best describes this problem?
A) leniency
B) central tendency error
C) halo error
D) recent behavior bias
110) The production supervisor at Elmwood Foods is known for being unduly critical of his
subordinates’ work performance. Which of the following best describes this problem?
A) central tendency
B) stereotyping
C) halo error
D) strictness
111) When employees are incorrectly rated near the middle of the scale, this error is referred to
as ________.
A) leniency
B) central tendency error
C) halo error
D) recent behavior bias
112) At Wilson Manufacturing, evaluators are required to justify in writing extremely high or
extremely low performance ratings that are given to employees. Which of the following is the
most likely outcome of this requirement?
A) leniency or strictness
B) central tendency error
C) halo error
D) recent behavior bias
113) Positive and negative halo effects represent ________ errors.
A) stereotype
B) central tendency
C) bias
D) leniency
114) What performance appraisal problem occurs when supervisors allow individual differences
such as gender, race, or age to affect the ratings they give?
A) central tendency error
B) halo error
C) recent behavior bias
D) illegal discriminatory bias
115) Being unduly critical of an employee’s work during a performance appraisal is known as
________.
A) recent behavior bias
B) the horn error
C) encouragement
D) strictness
116) Which of the following is NOT a condition normally required to be a legally defensible
performance appraisal system?
A) a system that prevents one manager from controlling a subordinate’s career
B) the use of predetermined criteria that limit the manager’s discretion
C) the absence of adverse impact on members of protected classes
D) a review of the appraisal by an EEOC representative
117) An employee continually receives unsatisfactory ratings for safety practices and later causes
injury to a third party. What is the most likely result?
A) negligent hiring
B) negligent retention
C) negligent training
D) negligent supervision
118) The basic purpose of a performance appraisal system is to ________.
A) improve performance
B) support strategic planning
C) provide the basis for long-range goals
D) quantify employees’ strengths and weaknesses
119) In order to be effective, a performance appraisal system should be based on ________
criteria.
A) international
B) trait oriented
C) subjective
D) job–related
120) How should evaluation criteria for a performance appraisal system be determined?
A) job analysis
B) observation
C) strategic planning
D) job specification
121) In which of the following areas would it be MOST difficult to establish highly objective
work standards for the purpose of performance appraisals?
A) manufacturing
B) assembly
C) teaching
D) sales
122) Formally documenting performance appraisal data is primarily necessary to ________.
A) file federal employment reports
B) protect employers from lawsuits
C) help employees schedule necessary training
D) allow employers time for the appeals process
123) What should a supervisor do if an employee refuses to sign a performance appraisal form?
A) Take disciplinary action against the employee.
B) Sign the form on the employee’s behalf.
C) Document the employee’s behavior.
D) Require the employee’s signature.
124) Which of the following is NOT characteristic of effective performance appraisal systems?
A) standardized evaluation tools
B) annual employee feedback
C) formal grievance process
D) trained evaluators
125) Withholding appraisal data from employees hinders their ________.
A) long-term strategic planning
B) developmental efforts
C) evaluator training
D) profit sharing
126) Courts are willing to tolerate imperfect performance appraisal systems as long as these
systems ________.
A) do not lead to lower than usual employee turnover
B) do not lead to adverse impact
C) do not use norms that limit a manager’s discretion
D) do not cause deflated egos
127) Employee lawsuits typically result from what type of evaluations?
A) practical
B) negative
C) confidential
D) unscheduled
128) In which case did the federal district court judge state, “There is sufficient circumstantial
evidence to indicate that age bias and age-based policies appear throughout the performance
rating process to the detriment of the protected age group”?
A) Massachusetts v. Hunt
B) Leonel v. American Airlines
C) Mistretta v. Sandia Corporation
D) Griggs v. Duke Power Company
129) Which Supreme Court case supported validation requirements for performance appraisals?
A) Massachusetts v. Hunt
B) Albemarle Paper v. Moody
C) California Regents v. Bakke
D) Griggs v. Duke Power Company
130) Performance appraisal practices should be ________.
A) based on factors other than what is stated in job descriptions
B) based on the most recent instances of poor performance
C) based on the most recent instances of good performance
D) legally defensible
131) Negligent retention may create ________ for employers that engage in this practice.
A) a strong reputation
B) employee empowerment
C) liability
D) all of the above
132) A halo error occurs when a manager generalizes one negative performance feature to all
aspects of employee performance.
133) Strictness is a common error that occurs when employees are incorrectly rated near the
average or middle of the scale.
134) According to the Uniform Guidelines and the court system, job-relatedness is the essential
element in evaluation criteria for performance appraisals.
135) In Albemarle Paper v. Moody and Mistretta v. Sandia Corporation, the courts ruled that
performance appraisal systems should not be discriminatory.
136) What are the characteristics of an effective appraisal system?
137) What is a consequence of ending a performance appraisal interview on a negative note?
A) Both the supervisor and employee may develop deflated egos.
B) The supervisor who conducted the interview may develop a deflated ego.
C) The employee whose performance was appraised may develop a deflated ego.
D) none of the above
138) According to the text, what is the Achilles’ heel of the entire evaluation process?
A) observing employees
B) scheduling employee training
C) conducting the appraisal interview
D) maintaining objectivity during the process
139) What is the LEAST likely way for a manager to improve the effectiveness of the
performance appraisal interview?
A) integrating the employee’s self–appraisal
B) providing a single source of appraisal input
C) focusing on performance improvement
D) emphasizing management’s responsibility
140) In an appraisal interview, the rating manager should never ________.
A) refuse to discuss negative employee performance as a defense against a possible lawsuit
B) assist the employee in setting goals
C) refuse to take some responsibility for an employee’s performance if the supervisor neglected
to provide regular performance feedback
D) take any responsibility for an employee’s performance
141) According to experts, managers should conduct separate interviews for discussing
employee performance and employee ________.
A) development
B) strengths
C) goals
D) pay
142) All of the following are accomplished by effective managers during appraisal interviews
EXCEPT ________.
A) asking employees how they could improve a situation
B) emphasizing the positive performance aspects
C) turning the interview into a win-win situation
D) criticizing actions rather than the person
143) From the list below, pick the outcome that characterizes the conclusion of a successful
appraisal interview.
A) deflating the employee’s ego, so he or she will be more compliant
B) ending with specific, mutually agreed-upon plans for the employee’s development
C) introducing a fault-finding structure into the close of the interview
D) making sure that the employee accepts his or her responsibility for additional training
144) It is important that discussions of negative employee performance focus on the deficiency,
not the person.
145) Explain why the appraisal interview is the Achilles’ heel of the entire evaluation process.
146) Discuss how to structure a successful performance appraisal interview.
147) According to the survey by Deloitte University, ________ percent of HR professionals state
that their performance management process drove business results.
A) 78
B) 26
C) 5
D) 8
148) Large firms are not utilizing performance appraisal without ratings.
149) Frequent feedback and elements of a rating systems are valued in the performance appraisal
practice.
150) Explain why some companies are maintaining the status quo with traditional performance
appraisals instead of changing to the new alternative methods.