Question 1

What can an organization do to protect itself against discrimination and unjust dismissal lawsuits?

Accepted Answer

A)   The organization should provide for a review of all top performance ratings by upper-level managers.
B)   Performance measures should evaluate personal traits.
C)   Requirements for job success should be clearly communicated to all the employees.
D)   The organization should use a single rater to rate all the employees.
E)   The organization should dismiss poor performers.F) None of the above
G) A) and B)

Question 2

Self-appraisals are not appropriate as the basis for administrative decisions.

Accepted Answer

A) True 
 B)False

Question 3

To rate employee behaviors,the organization begins by defining which behaviors are associated with success on the job.

Accepted Answer

A) True 
 B)False

Question 4

Most managers rely on the _____ approach to performance feedback.

Accepted Answer

A)   problem-solving
B)   tell-and-sell
C)   tell-and-listen
D)   tell-and-train
E)   listen-and-sellF) D) and E)
G) A) and B)

Question 5

An advantage of behaviorally anchored rating scales (BARS)is improved interrater reliability.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is true about the forced-distribution method of measuring employee performance?

Accepted Answer

A)   It is also known as the alternation ranking method.
B)   It requires managers to rank employees in their group from the highest performer to the poorest performer.
C)   It works best if the members of a group do not vary much in terms of their performance.
D)   It involves comparing each employee with each other employee to establish rankings.
E)   It assigns a certain percentage of employees to each category in a set of categories.F) B) and C)
G) B) and D)

Question 7

The process through which managers ensure that employees' activities and outputs contribute to the organization's goals is known as:

Accepted Answer

A)   quality analysis.
B)   administrative planning.
C)   project management.
D)   strategic planning.
E)   performance management.F) All of the above
G) A) and B)

Question 8

The performance measurement system that combines information from most or all of the possible sources,is known as:

Accepted Answer

A)   the critical incidents technique.
B)   the behavioral observation scale.
C)   management by objectives.
D)   a 360-degree performance appraisal.
E)   upward feedback.F) A) and C)
G) B) and C)

Question 9

Legally defensible performance management systems are based on valid job analyses.

Accepted Answer

A) True 
 B)False

Question 10

In the "tell-and-sell" approach,managers tell employees their ratings and then let the employees explain their side of the story.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is a comparative performance appraisal technique?

Accepted Answer

A)   Mixed-standards scale
B)   Simple ranking
C)   Paired distribution
D)   Forced comparison
E)   Complex distributionF) A) and B)
G) All of the above

Question 12

If an employee is dismissed on the grounds of poor performance immediately after he/she complained to higher authorities about the bad work ethics of his/her manager,the employee could file a(n) :

Accepted Answer

A)   affirmative action lawsuit.
B)   unjust dismissal lawsuit.
C)   reasonable accommodation lawsuit.
D)   discrimination lawsuit.
E)   tort-based lawsuit.F) A) and D)
G) B) and E)

Question 13

Management by objectives (MBO)does not link employee performance with the organization's strategic goals.

Accepted Answer

A) True 
 B)False

Question 14

Which rater error leads employees to believe that no aspects of their performance need improvement?

Accepted Answer

A)   Contrast error
B)   Halo error
C)   Horn error
D)   Strictness error
E)   Central tendency errorF) A) and B)
G) A) and E)

Question 15

For which of the following categories of employees are performance improvement measures like withholding pay increases,demotion,and outplacement helpful?

Accepted Answer

A)   Misdirected effort
B)   Solid performers
C)   Underutilizers
D)   Deadwood
E)   NonessentialF) C) and E)
G) A) and C)

Question 16

If a manager considers one employee at a time and circles a number/word to signify the degree to which that employee demonstrates a particular trait,he/she is using a:

Accepted Answer

A)   mixed-standard scale.
B)   critical-incident approach.
C)   graphic rating scale.
D)   behavioral observation scale.
E)   behaviorally anchored rating scale.F) A) and E)
G) C) and D)

Question 17

Which of the following is true of behavioral approaches to performance measurement?

Accepted Answer

A)   They link the company's goals to the specific behavior required to achieve those goals.
B)   They work well for complex jobs.
C)   They provide little feedback on areas of improvement.
D)   They have a low degree of validity and reliability.
E)   They have a low degree of acceptability.F) C) and E)
G) A) and E)

Question 18

In the case of performance appraisal,validity refers to whether the appraisal measures all aspects of performance,both relevant and irrelevant.

Accepted Answer

A) True 
 B)False

Question 19

Behavioral approaches to performance measurement,such as organizational behavior modification and rating scales,tend to be valid,reliable,and acceptable.

Accepted Answer

A) True 
 B)False

Question 20

An organization helps link employees' behavior with the organization's goals.This helps the organization serve its _____ purpose.

Accepted Answer

A)   strategic
B)   logistical
C)   administrative
D)   developmental
E)   evaluativeF) C) and E)
G) A) and B)

Exam 8: Managing Employees Performance

Which of the following is a comparative performance appraisal technique?

Correct AnswerverifiedShow Answer

The performance measurement system that combines information from most or all of the possible sources,is known as:

Correct AnswerverifiedShow Answer

Which of the following is true of behavioral approaches to performance measurement?

Correct AnswerverifiedShow Answer

For which of the following categories of employees are performance improvement measures like withholding pay increases,demotion,and outplacement helpful?

Correct AnswerverifiedShow Answer

Legally defensible performance management systems are based on valid job analyses.

Correct AnswerverifiedShow Answer

If a manager considers one employee at a time and circles a number/word to signify the degree to which that employee demonstrates a particular trait,he/she is using a:

Correct AnswerverifiedShow Answer

In the "tell-and-sell" approach,managers tell employees their ratings and then let the employees explain their side of the story.

Correct AnswerverifiedShow Answer

The process through which managers ensure that employees' activities and outputs contribute to the organization's goals is known as:

Correct AnswerverifiedShow Answer

An organization helps link employees' behavior with the organization's goals.This helps the organization serve its _____ purpose.

Correct AnswerverifiedShow Answer

If an employee is dismissed on the grounds of poor performance immediately after he/she complained to higher authorities about the bad work ethics of his/her manager,the employee could file a(n) :

Correct AnswerverifiedShow Answer

In the case of performance appraisal,validity refers to whether the appraisal measures all aspects of performance,both relevant and irrelevant.

Correct AnswerverifiedShow Answer

Which of the following is true about the forced-distribution method of measuring employee performance?

Correct AnswerverifiedShow Answer

To rate employee behaviors,the organization begins by defining which behaviors are associated with success on the job.

Correct AnswerverifiedShow Answer

An advantage of behaviorally anchored rating scales (BARS)is improved interrater reliability.

Correct AnswerverifiedShow Answer

Most managers rely on the _____ approach to performance feedback.

Correct AnswerverifiedShow Answer

Which rater error leads employees to believe that no aspects of their performance need improvement?

Correct AnswerverifiedShow Answer

Management by objectives (MBO)does not link employee performance with the organization's strategic goals.

Correct AnswerverifiedShow Answer

What can an organization do to protect itself against discrimination and unjust dismissal lawsuits?

Correct AnswerverifiedShow Answer

Behavioral approaches to performance measurement,such as organizational behavior modification and rating scales,tend to be valid,reliable,and acceptable.

Correct AnswerverifiedShow Answer

Self-appraisals are not appropriate as the basis for administrative decisions.

Correct AnswerverifiedShow Answer

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