Lussier, Human Resources Management 3e
SAGE Publishing, 2019
Sample Answers
Chapter 8: Performance Management and Appraisal
Answers to Applying the Concept Exercises
Applying the Concept 8-1: Measurement Accuracy
Before each of the situation descriptions below, write the letter corresponding to the accuracy
criterion for a measure that is NOT met in the situation.
a. valid
b. reliable
c. accepted
d. feasible
e. specific
f. based on the mission and objectives
1. My boss is on my case because I’m not producing as much as I used to. But it’s not my
fault that the machine jams more often and then I have to stop working to fix it.
2. My boss said I have to evaluate all 25 of my employees 4 times a year instead of only
once. I told her I don’t have the time to do it that many times. It’s just not possible to do a
good review that often without cutting back on other things that are more important.
3. My boss said I have a bad attitude and gave me a lower overall performance rating. I
questioned what my attitude had to do with my performance because I get all my work done
well, and by the deadline.
4. My boss asked me to complete a self-evaluation form rating my performance. But I didn’t
do it because it is her job—I let her do it.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
5. My boss told me that I was not doing a very good job. But when I asked him why, he
never gave me any details to support his assessment. Good answer.
E. Specific. The statement “not doing a good job” is very vague, or not specific enough to
understand how to improve performance.
Applying the Concept 8-2: Assessment Options
Write the letter corresponding to each of the following assessment options for measuring
performance before the situation describing it.
a. traits
b. behavior
c. results
6. On the assessment form Question Number 7, “willingness to take responsibility,” I’m
giving you an average rating.
7. You have to stay calm and stop yelling at your coworkers.
B. Behavior. Yelling is a measurable action of behavior.
8. You only sold 25 units 3 weeks in a row. You know the standard is 35, so I’m giving you a
formal warning that if you don’t get up to standard in 2 weeks, you will be fired.
9. When you promote one of the women, make sure she is attractive.
10. I’m pleased with your performance. It is only your second week on the job, and you are
already producing the standard 10 units per day. I don’t think it will be long before you
exceed the standard and get bonus pay.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
Applying the Concept 8-3: Appraisal Methods and Forms
State which of the following assessments is being described in each of the given situations,
writing each assessment’s corresponding letter before the situation(s) in which it is described.
a. critical incidents method
b. MBO method
c. narrative method and forms
d. BARS forms
e. graphic rating scale forms
f. ranking method
11. Hank is not doing a good job, so you decide to talk to him about it and keep track of his
performance regularly.
12. Your employees perform different tasks. You want to create a system for developing each
of them.
B. MBO. MBO is the most individualized development method.
13. Sara is moving, has applied for a job at another company, and asked you for a letter of
recommendation.
14. You started a new business a year ago, and you are extremely busy focusing on sales, but
you want to develop a performance appraisal form you can use with all 14 of your
employees, who do a variety of jobs.
15. You have been promoted, and you have been asked to select your replacement.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
Applying the Concept 8-4: Avoiding Appraisal Problems
Review the list of common problems or errors and then write the letter corresponding to each
one before the statement describing or involving it.
a. bias
b. stereotyping
c. halo error
d. distributional error
e. similarity error
f. proximity error
g. recency error
h. contrast error
i. attribution error
16. I got a lower rating than I deserve because I’m not afraid to speak my mind to the boss,
and she doesn’t like it.
17. I’m sick and tired of hearing how many units Sally produces and that I should be more
like her.
H. Contrast. The supervisor is comparing the employee to Sally and downgrading him for not
being as good.
18. I told my boss that I thought I deserve an excellent rating, but she said that she gives
everyone a good rating.
19. I tend to take it easy during the year, but I make sure to really push and do a good job for
the month of December, and that’s why I got a good performance review.
20. I attended all the classes and participated in the class discussions, so the professor gave
me an A even though my final average on my test scores was a B.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
Answers to Skill Builder Exercises
Skill Builder 8–1 Ideas
Peer and Self-Assessments
Total Time (0–20 min)
The real skill development comes from the self and peer assessments. So, you can opt to
simply have students complete the exercise without any class time. However, you can lead a
class discuss or have students share their answers during class; just select a time and lead the
discussion or let them share.
Alternative
The peer assessment can also be postponed and done at the end of the course. It can also be
done with Chapter 8 as a kind of mid-term review, and again at the end of the course. When
doing the assessment twice, the first peer review should include a developmental discussion
and plan for the group member to improve for the final evaluation, when needed.
Experience
Students conduct a self-assessment and peer review. Plus, they also develop some measures
of performance.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
Skill Builder 8–2 Ideas and Answers
Debriefing the Appraisal
Note: This exercise is designed for groups that have been working together as part of the
course requirements for some time. It is a continuation of Skill Builder 8-1. Based on peer
evaluations, students will conduct performance appraisals for their group members.
Total Time (15–45 min)
Times will vary based on the number of students in the groups and how experienced and
mature they are about conducting the interviews. Less experienced and mature students take