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51. One of the basic methods of adjusting ______ evaluations is by comparing the
individuals being evaluated and identifying the ratios of negative and positive
comments.
A. customer
B. peer
C. supervisor
D. self
52. ______ analyzes individuals’ performance from all sides—from their supervisor’s
viewpoint, from their subordinates’ viewpoint, from their customers (if applicable), from
their peers, and from their own self-evaluation.
A. The critical incidents method
B. A 360-degree evaluation
C. The management by objectives (MBO) method
D. The narrative method or form
53. The 360-degree evaluation format tends to be most valuable if it is used for
purposes of ______, rather than to make ______ decisions.
A. individual development; group development
B. administrative evaluative decisions; management
C. individual development; administrative evaluative
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D. company development; individual development
54. ______ is simply a personality-based tendency, either toward or against something.
A. Bias
B. Stereotyping
C. Ranking
D. Rating
55. ______ is mentally classifying a person into an affinity group and then identifying the
person as having the same assumed characteristics as the group.
A. Evaluation
B. Bias
C. Ranking
D. Stereotyping
56. ______ error occurs when the evaluator forms a generally positive impression of an
individual and then artificially extends that general impression to many of that
individual’s categories of performance.
A. Recency
B. Severity or strictness
C. Halo
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D. Central tendency
57. What type of performance appraisal error is involved in the statement “You came
early to class and therefore you must be a good overall student”?
A. bias
B. halo
C. similarity
D. stereotyping
E. distributional
58. In ______ error, the rater evaluates everyone or nearly everyone as below average.
A. severity or strictness
B. halo
C. leniency
D. central tendency
59. ______ error occurs when the rater evaluates everyone under their control as
average.
A. Leniency
B. Proximity
C. Halo
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D. Central tendency
60. ______ error occurs when the rater evaluates everyone as above average.
A. Proximity
B. Leniency
C. Recency
D. Halo
61. ______ error occurs when the rater gives better evaluations to subordinates whom
they consider to be like themselves.
A. Leniency
B. Severity or strictness
C. Similarity
D. Proximity
62. ______ errors occur when similar marks are be given to items that are near each
other on the performance appraisal form.
A. Proximity
B. Recency
C. Similarity
D. Severity or strictness
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63. ______ error occurs when the rater uses only the last few weeks of a rating period
as evidence when putting together performance ratings.
A. Severity or strictness
B. Similarity
C. Proximity
D. Recency
64. With ______ error the rater compares and contrasts performance between two
employees, rather than using absolute measures of performance to assess each
employee.
A. attribution
B. contrast
C. recency
D. similarity
65. ______ error occurs when the evaluator makes assumptions about the reasons or
motivations for an observed behavior.
A. Recency
B. Contrast
C. Attribution
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D. Similarity
66. ______ training defines job performance dimensions in more concrete terms,
provides samples of behaviors at each performance level, emphasizes the fact that job
performance has many dimensions, and allows practice and feedback sessions.
A. Rater accuracy
B. Frame-of-reference
C. Criteria
D. Contrast
67. Trevor is well-liked by his manager and all his coworkers. He is fun to be around
and makes people laugh. His work performance is average, but his manager gave him
an excellent rating on his performance appraisal. It is likely his manager made an error
due to ______.
A. bias
B. stereotyping
C. contrast
D. distribution
68. Brisa recently had a baby. When she returned from maternity leave, her manager
assumed that she would want to work fewer hours and would be distracted by things at
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home. Although Brisa’s performance remained as high as it had been before the baby,
her boss gave her lower marks on her performance appraisal. It is likely her manager
made an error due to ______.
A. similarity
B. stereotyping
C. proximity
D. contrast
69. On the first week of his new sales job, Bryan closed a huge sale. Although his work
since has been average, he still receives excellent performance appraisal reviews. It is
likely his manager is making a ______ error.
A. similarity
B. proximity
C. halo
D. distributional
70. Han believes that all his employees do a good job. When he gives performance
appraisals, he rates everyone as “average” because he thinks that doing a good job is
an average rating. In reality, several of Han’s employees are excellent and several are
below average. It appears Han is making a ______ error in his performance appraisals.
A. recency
B. contrast
C. attributional
D. distributional
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71. Duran went to the same college as his manager. The two often speak of the
college’s sports and traditions together. Although Duran is a below average performer,
his manager gives him an average rating on his performance appraisals. It is likely his
manager is making a(n) ______ error.
A. contrast
B. attribution
C. similarity
D. recency
72. When Myra was completing a performance appraisal on one of her employees, she
rated the employee high on reliability and conscientiousness. The next item on the form
was accuracy. Even though the employee was only average on accuracy, Myra gave
her a high rating. It is likely Myra made an error due to ______.
A. bias
B. stereotyping
C. distribution
D. proximity
73. Binyamin knew his performance appraisal was coming up in one month. He spent
that month coming to work early and staying late. As a result, he got an excellent rating
on his performance appraisal when his performance for the entire year had only been
average. It is likely his manager made a ______ error.
A. bias
B. contrast
C. proximity
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D. recency
74. Brenda dislikes having to fill out performance appraisals on her employees. She
vows to sit down and finish them all in one afternoon. She decides to start with her
lowest performing employee to get the worst out of the way. Next, she appraises an
average performer, but gives excellent ratings. After appraising that first employee, the
average performer looks excellent to her. It is likely Brenda made a(n) ______ error.
A. contrast
B. attribution
C. recency
D. proximity
75. Marc’s manager saw him come back late from lunch one day. Marc was late
because he had been working out a problem with a client. However, Marc’s manager
assumed Marc just took a long lunch and is a slacker. It is likely his manager made a(n)
______ error.
A. stereotyping
B. bias
C. attribution
D. proximity
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76. The ______ process occurs when the manager communicates to an employee the
analysis of the employee’s performance.
A. debriefing
B. conducting
C. development
D. preparation
77. The formal performance appraisal debriefing should be split into two sections, the
______ and ______ appraisal interviews.
A. evaluative; developmental
B. developmental; conductive
C. planning; goal-based
D. retrospective; evaluative
78. Remy is preparing to conduct a performance appraisal. She has scheduled the
interview and asked the employee to conduct a self-assessment. She has assessed the
employee’s performance and identified both strengths and area for improvement.
During the interview, she will ask the employee to talk and also listen to the critique of
the employee’s performance. Remy is preparing for a(n) ______ performance appraisal
interview.
A. debriefing
B. evaluative
C. behavioral
D. developmental
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79. Janay is preparing to conduct a performance appraisal. She has already provided
evaluative feedback to the employee. Now she is preparing to discuss areas for
improvement based on that evaluative feedback. Janay is preparing for a ______
performance appraisal interview.
A. debriefing
B. management by objectives
C. behavioral
D. developmental
80. ______ is the process of observing ongoing employee actions using computers or
other nonhuman methods.
A. 360-Degree evaluation
B. Critical incidents method
C. Electronic performance monitoring
D. Narrative method or form
True/False
1. Performance appraisal is the process of identifying, measuring, managing, and
developing the performance of the human resources in an organization.
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2. In performance management, motivation is the willingness to achieve organizational
objectives.
3. Behaviors identify the physical or psychological characteristics of a person.
4. Behaviorally anchored rating scale form is a performance appraisal method in which
a manager keeps a written record of the positive and negative performance of
employees throughout the performance period.
5. Critical incidents method is a process in which managers and employees jointly set
objectives for the employees, periodically evaluate performance, and reward employees
according to the results.
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6. The 360-degree evaluation format tends to be most valuable if it is used for purposes
of individual development, rather than to make administrative evaluative decisions.
7. Stereotyping is simply a personality-based tendency, either toward or against
something.
8. Evaluation is mentally classifying a person into an affinity group and then identifying
the person as having the same assumed characteristics as the group.
9. The debriefing process in a performance appraisal occurs when the manager
communicates to an employee the analysis of the employee’s performance.
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10. Critical incidents method is the process of observing ongoing employee actions
using computers or other nonhuman methods.
Essay
1. Describe the difference between performance management and performance
appraisals.
2. Describe the purposes of performance appraisals.
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3. Describe the three options—traits, behaviors, and results—for what to evaluate in a
performance appraisal.
4. Describe the commonly used performance measurement methods and forms: critical
incidents, MBO, narrative method, graphic rating scales, BARS, and ranking.
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5. Describe the benefits and pitfalls of using supervisors, peers, subordinates, and
customers as evaluators in performance appraisals.
6. Describe the benefits and downsides of using the 360–degree evaluation in
performance appraisals.
7. Describe the common problems with performance appraisals and how to avoid them.
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8. Describe evaluative performance reviews and developmental performance reviews.
9. Describe methods to improve employee engagement through performance
management.
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10. Describe electronic performance management and the ethical issues associated
with it.