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MATCHING KEY TERMS AND DEFINITIONS -Evaluating employees based on the way an evaluator perceives himself or herself.


A) Absolute standards
B) Relative standards
C) Individual ranking
D) 360-degree appraisals
E) Peer evaluation
F) Performance measurement
G) Halo error
H) Graphic rating scale
I) Leniency error
J) Documentation
K) Paired comparison
L) Similarity error
M) Attribution theory
N) Management by objectives (MBO)
O) Forced-choice appraisal

Correct Answer

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Hung Son, a construction manager, is evaluating his employees. He fills out a multi-page form. Each page looks like a big thermometer or rain gauge reading, and shows examples for ranking employees from high to low on the page. He is to fill in the lines up to the action described for each employee. For instance, a performance dimension scale for carpenters ranges from 1-often picks up wrong end of hammer to 9-correctly selects nail size and wood surface for various jobs. What technique is he using?


A) MBO
B) BARS
C) Critical incident
D) Checklist appraisal
E) Forced-choice comparison

Correct Answer

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Raj is the owner of a small real estate agency in New York City. He has four employees and wants to be able to evaluate each employee against the other employees. Which appraisal technique should Raj use?


A) BARS
B) Graphic rating scale appraisal
C) Paired comparison
D) Checklist appraisal
E) Forced-choice appraisal

Correct Answer

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Sharon, a student worker in a college food service location, has just received her first performance appraisal. Her manager told her that her cleaning and sweeping skills were excellent, but that she needed to show up to work on time and follow the regulations for lunch hours, breaks, personal phone calls, and calling out sick. Her performance will be evaluated again in 30 days. What was the outcome of this appraisal process?


A) Sharon was fired - very nicely.
B) Sharon received career development from her manager.
C) Sharon received no helpful feedback from her manager during this process.
D) Sharon's manager initiated immediate corrective action.
E) Sharon's manager initiated basic corrective action.

Correct Answer

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Bill, an accountant, is amazed at his 2% salary increase. Bill had the lowest error rating and the quickest completion times in the division. When Bill learned that Ed, another accountant who was slow and careless in his work also received 2%, he went to HR. Bill was told that their manager had turned in average ratings for both of them, in fact for the whole department, and that 2% was the average raise that year for all employees. What performance appraisal rating error is evident?


A) Leniency error
B) Inappropriate substitutes for performance
C) Similarity error
D) Central tendency
E) Inflationary pressures

Correct Answer

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MATCHING KEY TERMS AND DEFINITIONS -Measuring an employee's performance against some established standards.


A) Absolute standards
B) Relative standards
C) Individual ranking
D) 360-degree appraisals
E) Peer evaluation
F) Performance measurement
G) Halo error
H) Graphic rating scale
I) Leniency error
J) Documentation
K) Paired comparison
L) Similarity error
M) Attribution theory
N) Management by objectives (MBO)
O) Forced-choice appraisal

Correct Answer

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All of the following are key components of the performance appraisal meeting EXCEPT:


A) focus discussions on the employee, not work behaviors.
B) give both positive and negative feedback.
C) prepare for and schedule the meeting in advance.
D) support your evaluation with specific examples.
E) involve the employee in the appraisal discussion, including a self-evaluation.

Correct Answer

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Tom, who is not in Jane's department, has been asked to conduct her performance appraisal, as her supervisor is on sick leave from the organization. Tom has little knowledge of what Jane does, but he's agreed to evaluate Jane. Tom's evaluation may be suspect because he _________.


A) did not explain to Jane the purpose of the meeting.
B) did not properly prepare for the appraisal in advance.
C) is not familiar with Jane's job responsibilities or how well she performed them.
D) never took a course on how to appraise an employee.
E) does not know how to give constructive criticism.

Correct Answer

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The major advantage of the forced-choice appraisal method is the appraiser does not know the "right" answers; hence bias and distortion are increased.

Correct Answer

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MATCHING KEY TERMS AND DEFINITIONS -A type of checklist where the rater must choose between two specific statements about an employee's work behavior.


A) Absolute standards
B) Relative standards
C) Individual ranking
D) 360-degree appraisals
E) Peer evaluation
F) Performance measurement
G) Halo error
H) Graphic rating scale
I) Leniency error
J) Documentation
K) Paired comparison
L) Similarity error
M) Attribution theory
N) Management by objectives (MBO)
O) Forced-choice appraisal

Correct Answer

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Which of the following is the best performance appraisal system?


A) Critical incident appraisal
B) Checklist appraisal
C) Forced-choice appraisal
D) Behaviorally anchored rating scale
E) None of the above

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Performance management systems are used to provide


A) motivation, maintenance, and quality.
B) feedback, development, and documentation.
C) production and innovation.
D) technology and training.
E) guidelines, guarantees, and goals.

Correct Answer

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With _________ appraisals, managers learn how employees feel about them and organizations learn what their suppliers think about working with them.

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Katsiaryna is a middle manager in a large company. She was just passed over for promotion and could not understand why. On a scale from 0 to 100, her overall performance score over the last three years has been 89. In her company, the performance appraisal system defines outstanding performance at 90 or above, very good at 80 or above, good at 70 or above, average at 60 or above, and unacceptable as anything below 60. Katsiaryna found out that the average score for middle managers in her company is 91. What is the major appraisal problem in this case?


A) Inappropriate substitutes for performance
B) Inflationary pressures
C) Central tendency error
D) Halo error
E) Similarity error

Correct Answer

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MATCHING KEY TERMS AND DEFINITIONS -Ranking employees' performance from highest to lowest.


A) Absolute standards
B) Relative standards
C) Individual ranking
D) 360-degree appraisals
E) Peer evaluation
F) Performance measurement
G) Halo error
H) Graphic rating scale
I) Leniency error
J) Documentation
K) Paired comparison
L) Similarity error
M) Attribution theory
N) Management by objectives (MBO)
O) Forced-choice appraisal

Correct Answer

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A ________ is a performance appraisal technique that generates critical incidents and develops behavioral dimensions of performance.

Correct Answer

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behavioral...

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Sometimes, managers evaluate employees based on the way they (the managers) perceive themselves. This is a(n) ________.


A) leniency error
B) halo error
C) central tendency error
D) similarity error
E) attribution error

Correct Answer

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Which of the following is NOT a key ingredient in designing an effective team appraisal system?


A) Measure individual performance, not team performance.
B) Measure both team and individual performance.
C) Tie team results to organizational goals.
D) Begin with the team's customers and its work process to satisfy customers' needs.
E) Train the team to create its own measures.

Correct Answer

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MATCHING KEY TERMS AND DEFINITIONS -Performance evaluation in which supervisors, peers, employees, and customers evaluate the individual.


A) Absolute standards
B) Relative standards
C) Individual ranking
D) 360-degree appraisals
E) Peer evaluation
F) Performance measurement
G) Halo error
H) Graphic rating scale
I) Leniency error
J) Documentation
K) Paired comparison
L) Similarity error
M) Attribution theory
N) Management by objectives (MBO)
O) Forced-choice appraisal

Correct Answer

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