Performance Appraisals Exam Questions Ch.11 Newman

1.

Deming's major argument regarding performance appraisals is that: 
 

2.

Telling raters that sometimes the work environment and system affect job performance more than the individual employee's behavior: 
 

3.

In _____ ranking, raters look at a list of employees, decide who the best employee is, and cross that person's name off the list. From the remaining names, the manager decides who the worst employee is and crosses that name off the list—and so forth. 
 

4.

Which of the following types of rankings would be least preferred by managers of more than 10-15 employees? 
 

5.

A major criticism of standard rating scales is that: 
 

6.

The most common form of outcomes-based appraisal is: 
 

7.

Which of the following is a negative outcome of the management by objectives method? 
 

8.

Which of the following is the best appraisal format in terms of legal defensibility? 
 

9.

The best appraisal format for employee development is: 
 

10.

_____ is the best appraisal format across the five criteria for evaluating rating formats. 
 

11.

Which of the following rating formats has the lowest rating errors? 
 

12.

When a job involves very routine, mechanistic tasks, the most appropriate appraisal format is: 
 

13.

In which of the following jobs is it most appropriate to use behaviorally anchored rating scales? 
 

14.

In situations where the nature of the task is so uncertain that it may be difficult to specify expected goals, the most appropriate rating format is _____. 
 

15.

Which of the following is NOT a strength of supervisors as raters? 
 

16.

Among peer raters, the most objective evaluations are given by: 
 

17.

Which of the following is NOT true regarding self-ratings? 
 

18.

Subordinate ratings _____. 
 

19.

A study of ratings of managers found that approximately only _____ percent of the managers were rated below average. 
 

20.

A horn error occurs when an employee is: 
 

21.

Last year your performance was not very good and your performance rating was below average, but this year you have done very well by exceeding your performance goals. To your surprise, your boss gives you just an average performance rating. What error has your boss most likely committed? 
 

22.

During the performance review of her employees, Sarah gives higher ratings to employees from her hometown, Oklahoma, as she believes that people from Oklahoma are hard working and trustworthy. Which of the following rating errors is Sarah exhibiting? 
 

23.

Jake's new car was dented by his employee, Steve. Ever since then, Jake has been consistently giving lower ratings to Steve during performance reviews to get back at him. Which of the following errors has been exhibited by Jake? 
 

24.

Which of the following is NOT true regarding performance appraisals? 
 

25.

Which of the following statements is NOT true? 
 

26.

All of the following are categories of rater training EXCEPT _____ training. 
 

27.

Teaching raters what constitutes good, average, and poor performance is _____ training. 
 

28.

Which of the following statements is true regarding rater training? 
 

29.

Which of the following is statements is true of leniency errors? 
 

30.

Louie received the highest performance rating and is in the second quartile of his pay range. He received a pay increase of 8 percent. Bart also received the highest performance rating and is in the fourth quartile. Given the way most merit increase grids work, what size of pay increase would you expect Bart to receive? 
 

31.

The performance of hourly workers is more accurately tied to quantifiable measures than the performance of managerial workers. 
 
True    False

32.

Employees who are dissatisfied with performance appraisals are less satisfied with their pay. 
 
True    False

33.

Some experts argue that applying total-quality-management principles to performance appraisals can improve them. 
 
True    False

34.

The total-quality-management advocates contend that informing raters that the work environment has more influence on performance than individual employee behavior will make the raters' rate lower. 
 
True    False

35.

Halo error is the error that occurs when an employee is downgraded across all performance dimensions exclusively because of poor performance in one dimension. 
 
True    False

36.

During performance appraisals, managers tend to focus on either good performance, counterproductive performance, or both. 
 
True    False

37.

Rankings are more popular among managers than ratings as they are less complex. 
 
True    False

38.

In contrast to ranking formats, rating formats require raters to evaluate employees on some absolute standard rather than relative to other employees. 
 
True    False

39.

MBO requires more paperwork than other rating methods and increases both performance pressure and stress. 
 
True    False

40.

In most Asian cultures, employees do not welcome performance feedback. 
 
True    False

41.

The behaviorally anchored rating scales are inexpensive to develop but time-consuming to use. 
 
True    False

42.

MBO is particularly well suited as a basis for administrative decisions such as pay raises. 
 
True    False

43.

Subordinate ratings are more accurate when they are not anonymous. 
 
True    False

44.

Supervisors tend to weigh negative attributes more heavily than positive attributes. 
 
True    False

45.

Keeping a performance diary can help employers defend against discrimination charges stemming from performance ratings. 
 
True    False

46.

When raters must justify their scoring of subordinates in writing, the rating is less accurate. 
 
True    False

47.

Performance-standard training provides raters with a standard of comparison or frame of reference for making appraisals. 
 
True    False

48.

Central tendency errors are the most difficult form of error to eliminate. 
 
True    False

49.

The central issue involving merit pay is how to get employees to view raises as a reward for performance. 
 
True    False

50.

For the same level of performance, employees low in a pay range receive higher percentage increases than employees higher in the range. 
 
True    False

51.

What was Deming's major criticism against performance appraisals? 
 

52.

Describe the paired-comparison ranking method. 
 

53.

Which is the most popular appraisal method that uses outcomes as a standard? 
 

54.

Why is it appropriate to define behavioral expectations only for highly routine tasks? 
 

55.

What are the types of pay systems that have low-motivation potential but provide equal increases to all employees regardless of performance?