Chapter 9 Appraisals, Promotions, and Dismissals
Objective Quiz Questions Name
Section/Score
TRUE/FALSE
______ 1. The performance appraisal looks at potential for development as well as past
performance.
______ 2. There is really only one source of performance appraisals: those conducted by the
boss.
______ 3. The “informative” purpose of performance appraisal is to determine if a wage
increase or promotion should be given.
______ 4. A developmental plan should be an integral part of any performance appraisal.
______ 5. Approximately 90% of Fortune 1,000 firms use some form of 360-degree
feedback assessment.
______ 6. A job description describes how well the employee has performed in his or her
position.
______ 7. Essay appraisals are likely to be more subjective than other appraisal methods.
______ 8. A replacement chart can make it easier to identify and analyze employee
potential.
______ 9. It is usually best not to have an appraisal interview immediately after a reprimand.
______ 10. Ranking employees is a good employee motivator.
______ 11. Another term for the “halo effect” is “constant error.”
______ 12. The “halo effect” occurs in performance appraisal when the manager uses similar
ratings for all employees so that they all come out about average.
______ 13. Ability promotion is based on the potential that an employee has to hold an
advanced position.
______ 14. The critical incident technique involves group appraisals for middle management.
______ 15. To prepare for an appraisal interview, the supervisor should write down as many
details as possible pertaining to the employee’s performance.
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Chapter 9 Appraisals, Promotions, and Dismissals
MULTIPLE CHOICE
______ 1. According to one expert, performance appraisal must be:
a. constant instead of an “event”
b. very time consuming
c. a small part of overall employee recognition
d. all of the above
______ 2. Administrative appraisals are used to:
a. let employees know their strengths and weaknesses
b. let the employee know what the company expects
c. determine how resources should be allocated across the organization
d. all of the above
______ 3. The best way to handle a demotion is:
a. use the positive sandwich technique
b. tell the employee the job and the person’s ability did not match
c. tell the employee that in the company’s best interest, the person must be
demoted
d. tell the employee that demotions are based on ability, not performance
______ 4. MBO includes the superior and subordinate doing all of the following EXCEPT:
a. focusing on processes instead of results
b. setting specific goals
c. deciding on performance standards
d. establishing time frames
______ 5. All of the following are purposes of an appraisal EXCEPT:
a. to see if employees should be promoted, transferred, or terminated
b. to let the employee know how he/she compares to other employees
c. to inform the employee how he/she is doing
d. to identify developmental strengths and weaknesses
______ 6. All of the following are questions to ask before firing an employee EXCEPT:
a. will the employee be able to find alternative employment?
b. did I give ample warning?
c. do I have a qualified replacement ready?
d. is the employee primarily responsible for his or her own failure?
______ 7. The transferal of outstanding performance ratings in one area to all areas of
performance is an example of:
a. management by objectives
b. the halo effect
c. central tendency bias
d. ability promotion
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Chapter 9 Appraisals, Promotions, and Dismissals
______ 8. The appraisal that is the most difficult to perform and most time consuming is the:
a. essay
b. graphic rating
c. critical incident
d. ranking
______ 9. One way to increase acceptance of feedback in the appraisal interview is:
a. to be forceful with employees
b. to have employees self-analyze their performance
c. to treat employees like close friends
d. none of the above
______ 10. Difficulties with performance appraisals include all of the following EXCEPT:
a. they force the manager to deal with poor performance
b. they require a great deal of time to complete
c. biases may influence ratings
d. they are often not based on clear performance standards
______ 11. The best strategy to decrease the likelihood of litigation by employees is:
a. to treat all employees fairly and with respect
b. to only take disciplinary action when it is absolutely necessary
c. to only hire employees that are unlikely to assert their own rights
d. all of the above
______ 12. Which rating error is most likely to be used by the supervisor who says, “I am fair
in my evaluation because I treat all my employees pretty much alike”?
a. halo effect
b. personal bias
c. central tendency bias
d. recency bias
______ 13. During a performance appraisal interview, if an employee has been doing a good
job:
a. save that part to the last of the interview
b. tell the employee immediately
c. emphasize that aspect during the middle of the interview
d. there really is no best time to tell an employee
______ 14. A workforce can be reduced in all of the following ways EXCEPT:
a. worker slowdowns
b. selective dismissals
c. attrition
d. layoffs
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Chapter 9
______ 15. Disciplinary action:
a. usually involves several steps
b. always involves termination
c. can usually be avoided
d. does not need to be consistent
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Appraisals, Promotions, and Dismissals
Chapter 9 Appraisals, Promotions, and Dismissals
Objective Quiz Answers
TRUE/FALSE MULTIPLE CHOICE