48) Which of the following is a benefit of using electronic performance monitoring (EPM)?
A) providing training for new employees
B) helping managers to determine sales activities
C) allowing employers to monitor employees rate, accuracy, and time online
D) enabling managers to monitor employees’ computers
49) Which of the following enables supervisors to improve productivity by monitoring online
activity?
A) online management assessment center
B) digitized high-performance work center
C) electronic performance monitoring system
D) computerized performance appraisal system
50) Nick supervises a team of data entry specialists. Lately, productivity has been down, and
Nick believes his subordinates are not working as efficiently as possible. Which of the following
tools would provide Nick with daily information about each employee’s rate, accuracy, and time
spent entering data?
A) computerized performance appraisal system
B) electronic performance monitoring system
C) Web-based management oversight device
D) digital dashboard device
51) According to the text, Tesco digitally tracks workers’ performance through ________.
A) succession planning
B) survey feedback
C) wearables
D) orientation
52) Which of the following is similar to a professor grading on a curve?
A) forced distribution method
B) paired comparison method
C) BARS method
D) critical incident method
53) A firm involved in using talent management tools would most likely ________.
A) focus attention on mission-critical employees
B) conduct annual performance appraisals
C) allocate rewards to all employees
D) provide training as-needed
54) Shell China managers meet regularly with the firm’s emerging leaders to help them set goals
and obtain appropriate development opportunities. Shell China is most likely engaged in
________.
A) organizational development
B) talent management
C) goal alignment
D) diversification
55) According to the text, Accenture employees who are identified as high-performing and
mission-critical will most likely ________.
A) transfer overseas
B) attend orientation sessions
C) earn stock options and awards
D) receive development opportunities
56) The forced distribution method is known as the “rank and yank” method.
57) Paired comparison is a rating approach that involves keeping a record of uncommonly good
or undesirable examples of an employee’s work-related behavior and reviewing it with the
employee at predetermined times.
58) Supervisors at Sun Microsystems use the forced distribution method to evaluate
performance, so they must ensure that the proportions in each category are symmetrical.
59) The critical incident method requires supervisors to keep a running list of incidents as
examples of a subordinate’s work-related behavior.
60) Although management by objectives cannot be used as a primary performance appraisal tool,
it is useful as a supplement to the graphic rating method.
61) Most appraisal forms used in the workplace are a combination of several different appraisal
methods.
62) Research indicates that electronic performance monitoring improves productivity and lowers
employee stress levels.
63) Sam supervises a team of data entry clerks at Geico. The firm’s electronic performance
monitoring system enables Sam to electronically monitor the amount of computerized data an
employee processes each day.
64) Employee Appraiser, a computerized appraisal tool, provides numerous evaluation
dimensions that can be used when conducting a performance appraisal.
65) The primary advantage of the alternation ranking method is its simplicity, but central
tendency is a common problem with the method.
66) Both graphic rating scales and MBO appraisals judge the performance of employees relative
to each other based on objective criteria.
67) Explain how an MBO program works and describe the six steps involved in this type of
program.
68) What is the forced distribution method? What potential problems are associated with the
forced distribution method?
69) Which of the following best describes the purpose of an appraisal interview?
A) making plans to correct employee weaknesses
B) discussing and scheduling training programs
C) providing upward feedback to supervisors
D) training supervisors in the rating process
70) When conducting an appraisal interview, supervisors should do all of the following EXCEPT
________.
A) create an action plan
B) discuss objective work data
C) give specific examples of poor performance
D) compare the person’s performance to that of other employees
71) When a supervisor must criticize a subordinate in an appraisal interview, it is best to
________.
A) hold the meeting with co-workers who can document the situation
B) provide specific examples of critical incidents
C) acknowledge the supervisor’s personal biases
D) limit negative feedback to once every year
72) What is the most likely problem with an appraisal that is too open to interpretation?
A) bias
B) leniency
C) halo effect
D) unclear standards
73) As a supervisor, which of the following is the best way for you to correct a performance
appraisal problem that is primarily linked to unclear standards?
A) allowing employees to rate themselves first
B) using descriptive phrases to illustrate traits
C) avoiding the use of extremely low ratings
D) using graphic rating scales to rank employees
74) Jason is generally considered unfriendly at work, although he performs the tasks of his job
very well. His supervisor rates him low on the trait “gets along well with others” and also rates
him low on standards not related to socialization at work. Jason’s performance appraisal may be
unfair due to ________.
A) impression management
B) stereotyping
C) halo effect
D) strictness
75) Which of the following is a performance appraisal problem that occurs when a supervisor’s
rating of a subordinate on one trait biases the rating of that person on other traits?
A) halo effect
B) stereotyping
C) recency effect
D) central tendency
76) A supervisor who frequently rates all employees as average on performance appraisals most
likely has a problem known as ________.
A) stereotyping
B) central tendency
C) halo effect
D) leniency
77) The best way of reducing the problem of central tendency in performance appraisals is to
________.
A) rank employees
B) establish SMART goals
C) use graphic rating scales
D) limit the number of appraisals