29. Total-quality management concerns have led to the increased use of:
a.
peer and self performance appraisals.
b.
team and customer performance appraisals.
c.
team and peer performance appraisals.
d.
customer and self performance appraisals.
30. TQM and team appraisal are complementary because:
a.
each focuses on individual achievement
b.
of the customer focus of TQM
c.
both focus on performance as a whole, rather than on the individual
d.
both focus on identifying strengths and weaknesses
31. Appraisal training for raters should focus on:
a.
establishing performance standards
b.
eliminating subjective errors
c.
the purpose of the appraisal
d.
observing employee behaviors
32. A performance-rating error in which the appraiser is reluctant to give employees either unusually high
or unusually low ratings is referred to as a:
a.
recency error
b.
error of central tendency
c.
leniency or strictness error
d.
halo error
33. A performance-rating error in which the appraiser tends to give employees either unusually high or
unusually low ratings is referred to as a:
a.
recency error
b.
error of central tendency
c.
leniency or strictness error
d.
halo error
34. Which method of performance appraisal requires managers to place a certain percentage of employees
into various performance categories?
a.
forced-distribution method
b.
checklist method
c.
percent method
d.
forced-choice method
35. If you rate an employee’s performance based largely on the employee’s recent behavior, you are
committing a:
a.
leniency error.
b.
contrast error.
c.
recency error.
d.
central tendency error.
36. If you rate an average employee’s performance high because you compared the employee to poor
performers, you are committing a:
a.
leniency error.
b.
contrast error.
c.
recency error.
d.
central tendency error.
37. If you inflate the evaluation of people with whom you have something in common, you are committing
a:
a.
leniency error.
b.
similar-to-me error.
c.
recency error.
d.
central tendency error.
38. A feedback training program for performance appraisal raters should cover at least all of the following
areas except:
a.
effective communication techniques.
b.
diagnosing root causes of performance.
c.
setting goals and objectives.
d.
developing independent learning objectives.
39. Performance appraisal methods can be broadly classified as either ____, ____, or ____ approaches.
a.
trait, behavioral, judgmental
b.
trait, behavioral, results
c.
behavioral, judgmental, results
d.
behavioral, judgmental, attitudinal
40. In the ____ method, each trait or characteristic to be rated is represented by a scale on which a rater
indicates the degree to which an employee possesses that trait or characteristic.
a.
mixed-standard scale
b.
graphic rating scale
c.
behaviorally anchored rating scale
d.
behavior observation scale
41. Which rating format uses three specific behavioral descriptions relevant to each trait and then asks
supervisors to evaluate whether an employee’s behavior is better than, equal to, or worse than the
standard for each behavior?
a.
mixed-standard scale
b.
forced-choice method
c.
behaviorally anchored rating scale
d.
behavior observation scale
42. A method of rating performance in which the rater chooses from statements that appear equally
favorable or equally unfavorable is known as the:
a.
forced-distribution method.
b.
graphic rating scales.
c.
BARS.
d.
forced-choice method.
43. The primary limitation of the forced-choice method of appraisal is:
a.
that it is expensive to initially develop.
b.
that only highly trained raters can use the format.
c.
that it does not lend itself to peer and self-ratings.
d.
the cost of establishing and maintaining its validity.
44. Disadvantages of the essay method include all of the following except:
a.
it is very time-consuming.
b.
it must follow a job-specific format.
c.
the quality of the appraisal could be influenced by the supervisor’s writing skills.
d.
it is highly subjective and could be biased.
45. If your primary objective for a performance appraisal is to give employees developmental feedback,
which of the following appraisal methods should you use?
a.
trait
b.
results
c.
behavioral
d.
attitudinal
46. What is step one of the MBO process?
a.
Develop organization goals and metrics
b.
Develop department goals and metrics
c.
Review performance
d.
Add new inputs
47. The type of scale that uses critical incidents as examples of different points along the scale is known
as:
a.
the mixed-standard scale.
b.
the global rating.
c.
the behaviorally anchored rating scale.
d.
the dimensional rating.
48. One major advantage of a behaviorally anchored rating scale is that:
a.
it requires a great deal of employee participation, which leads to acceptance.
b.
the rating scale can be used across many jobs.
c.
it takes a relatively short time to develop.
d.
the rating scale can be used for multiple jobs.
49. The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:
a.
have construct validity
b.
have content validity
c.
can be used to rate employees across many different jobs
d.
cost the least to develop
50. A performance appraisal approach designed to measure how frequently employees exhibit certain
behaviors is:
a.
management by objectives.
b.
behaviorally anchored rating scales.
c.
a behavior observation scale.
d.
a trait scale.
51. Which of the following is NOT a component of the Balanced Scorecard Approach?
a.
competitors
b.
learning
c.
customer
d.
financial
52. If an appraisal focuses on a narrow set of results criteria to the exclusion of other important process
issues, the system may suffer from:
a.
criterion deficiency
b.
rater bias
c.
lack of reliability
d.
criterion contamination
53. Requirements for successful MBO programs include all of the following except:
a.
the results must be under the control of the employee.
b.
a specific time must be set when goals are to be reviewed and evaluated.
c.
goal statements must be accompanied by descriptions of how they will be accomplished.
d.
both trait and critical incident objectives must be set.
54. The appraisal system based on the concept that learning helps organizations improve their internal
processes and allows individuals to see how their performance ties in with the firm is:
a.
balanced scorecard approach
b.
360-degree
c.
customer-oriented approach
d.
management by objectives
55. The appraisal system that takes into account financial, customer, processes, and learning categories is
called:
a.
balanced scorecard approach
b.
360-degree
c.
customer-oriented approach
d.
management by objectives
56. The choice of an appraisal method should be largely based on:
a.
the preferred technique of the personnel department.
b.
the purpose of the appraisal.
c.
the reaction of employees.
d.
what skills the developer of the system possesses.
57. Which one of the following has not been cited as a reason for failure of performance management
systems?
a.
They are too complex.
b.
They are too simple.
c.
They are too time-consuming.
d.
They are too burdensome.
58. The appraisal interview should be divided into two sessions, one each for:
a.
positive comments and negative comments
b.
performance review and developmental planning
c.
performance review and compensation discussion
d.
establishing performance standards and reviewing performance
59. The appraisal interview:
a.
should take place in one session in order to give the employee a complete view of his or
her performance.
b.
can be divided into two sections, though this is not advisable.
c.
is a time for the supervisor to give feedback on past performance and should not be used
for developmental purposes.
d.
should be held in two segments because the rater must perform the role of both evaluator
and counselor.
60. Three different approaches to performance appraisal interviews analyzed by Norman R. F. Maier are:
a.
tell-and-sell, tell-and-train, and developmental.
b.
tell-and-sell, tell-and listen, and problem-solving.
c.
tell-and-train, problem-solving, and developmental.
d.
tell-and-listen, tell-and-train, and problem-solving.
61. The appraisal interview that requires interviewers to possess the ability to persuade an employee to
change in a prescribed manner is:
a.
tell-and-develop.
b.
tell-and-listen.
c.
tell-and-sell.
d.
problem-solving.
62. The appraisal interview that assumes that the opportunity to release frustrated feelings will help to
reduce or remove the feelings is:
a.
tell-and-develop.
b.
tell-and-listen.
c.
tell-and-sell.
d.
problem-solving.
63. In which type of appraisal interview does the interviewer communicate the strong and weak points of
an employee’s performance during the first part of the interview, and then explore the employee’s
feelings about the appraisal in the second part?
a.
problem-solving
b.
tell-and-develop
c.
tell-and-sell
d.
tell-and-listen
64. Listening, accepting, and responding to feelings are essential elements of this appraisal interview:
a.
tell-and-develop.
b.
tell-and-listen.
c.
tell-and-sell.
d.
problem-solving.
65. The type of appraisal interview that seeks to stimulate growth and development in the employee by
discussing the problems, needs, innovations, satisfactions, and dissatisfactions the employee has
encountered on the job is the ____ method.
a.
problem-solving
b.
tell-and-develop
c.
tell-and-sell
d.
tell-and-listen
66. As a rule of thumb, a supervisor should spend approximately ____ percent of the time talking during
an appraisal interview.
a.
10 to 15
b.
20 to 25
c.
30 to 35
d.
40 to 45
67. An inappropriate interview technique in which praise serves to cushion criticism by alternating
positive statements with negative statements is known as:
a.
the sandwich technique.
b.
the cushioning technique.
c.
the rollercoaster technique.
d.
sympathetic interviewing.
68. Tips for using criticism constructively includes all of the following except:
a.
consider whether it is really necessary
b.
don’t exaggerate
c.
watch your timing
d.
use the “sandwich technique”
69. As an appraiser, you should try to do all of the following except:
a.
minimize criticism.
b.
change the person, not the behavior.
c.
focus on solving problems.
d.
be supportive.
70. It is recommended that a diagnosis of poor employee performance focus on all of the following except:
a.
skill.
b.
personality.
c.
effort.
d.
external conditions.
71. Managers often first assume poor performance of subordinates is due to:
a.
inadequate training
b.
poor motivation
c.
external constraints
d.
lack of ability
72. Research suggests that when it comes to our own performance, most of us first attribute our bad
performance to:
a.
inadequate training
b.
poor motivation
c.
external constraints
d.
lack of ability
73. Some organizations believe that appraisals are useful:
a.
as a warning to inexperienced employees.
b.
only for highly effective or ineffective employees.
c.
only for veteran employees.
d.
for employees nearing retirement.
74. Employees who earn performance-based pay are more _________.
a.
mobile
b.
satisfied
c.
educated
d.
cynical
75. A new process used by some companies to make sure managers are rating employees consistently is
called ___________.
a.
cross-referencing
b.
authentication
c.
mentoring
d.
calibration
76. Given the complexity of today’s jobs, __________ raters should be used.
a.
experienced
b.
educated
c.
multiple
d.
certified
77. Reasons for not using peer appraisals more frequently are all the following except:
a.
retaliation by those receiving low ratings
b.
they are simply a popularity contest
c.
adverse court decisions
d.
peers rely on stereotypes
78. The main disadvantage of a BARS is that it:
a.
requires considerable legal “vetting” by a skilled attorney
b.
has such a negative reputation among HR professionals
c.
is useful only for manual jobs
d.
requires considerable time and effort to develop
ESSAY
1. Explain the two main purposes of performance appraisal and why employee appraisal programs fail.
ANS:
2. What are the four basic considerations for establishing performance standards?
3. Discuss some of the various types of rater error that may exist in the appraisal process.
ANS:
4. Discuss the requirements for a successful MBO program.
5. What are the different types of appraisal interviews?
6. What are some important guidelines for conducting a successful appraisal interview?
