Ch8

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Ch8

  1. 1. Performance appraisal methods can use a variety of techniques and these techniques canbe groupedby how they focus, and can includeA. past-oriented appraisal methodsB. subjective-based appraisal methodsC. discriminatory-approach appraisal methodsD. reverse-future-oriented appraisal methodsE. presented-oriented appraisal methodsDifficulty: MediumObjective: #7Schwind - Chapter 08 #4041.(p. 314-316)Past-oriented performance appraisal approaches can include all the following exceptA. rating scaleB. performance test and observationC. critical incident methodD. behaviourally anchored rating scalesE. management by objectivesDifficulty: MediumObjective: #7Schwind - Chapter 08 #4142.(p. 315)Non-comparative performance evaluation methods can includeA. ranking methodB. rating methodC. self-appraisalD. forced distributionsE. forced checklistDifficulty: MediumObjective: #7Schwind - Chapter 08 #4243.(p. 315)Likely, the most used form of performance appraisal (though not necessarily the mosteffective)continues to be theA. checklistB. behaviourally anchored rating scaleC. rating scaleD. assessment centreE. self-appraisalDifficulty: MediumObjective: #7Schwind - Chapter 08 #4344.(p. 310)A rater bias that occurs when the evaluator allows some piece of information about theemployee to disproportionately influence the outcome is calledA. the halo effect
  2. 2. B. the error of central tendencyC. the leniency biasD. fundamental attribution errorE. the disproportionate influence biasDifficulty: MediumObjective: #7Schwind - Chapter 08 #4445.(p. 315)The performance appraisal method that requires a rater to provide a subjective evaluationof anindividuals performance is calledA. checklistB. rating scaleC. self-assessment scaleD. forced-choice methodE. paired-comparisons methodDifficulty: MediumObjective: #7Schwind - Chapter 08 #4546.(p. 315)The critical incident method of performance appraisalA. is another name for the rating scale methodB. is easily standardized and reduces rater biasC. is disliked by both raters and employees because it provides little useful feedbackD. is easy for supervisors to maintain an interest in and carry outE. has a drawback in that supervisors tend to lose interest in recording incidentsDifficulty: MediumObjective: #7Schwind - Chapter 08 #4647.(p. 318)The performance evaluation method that requires a rater to place each employee in orderfrom best toworst is theA. critical incident methodB. behaviourally anchored rating scaleC. ranking methodD. performance tests and observationsE. forced distribution methodDifficulty: MediumObjective: #7Schwind - Chapter 08 #4748.(p. 317)Human resource specialists design behaviourally anchored rating scales for any given jobbycollecting descriptions of what would constitute effective and ineffective performance forthat job.Information is collected from all the following exceptA. incumbents
  3. 3. B. peersC. superiorsD. job analystsE. customersDifficulty: MediumObjective: #7Schwind - Chapter 08 #4849.(p. 318)Comparative evaluation methods for performance appraisals can includeA. rating scalesB. forced distributionsC. assessment centresD. management by objectivesE. behaviourally anchored rating scalesDifficulty: MediumObjective: #7Schwind - Chapter 08 #4950.(p. 318)Comparative evaluation methods differ from non-comparative methods in thatA. they compare one persons performance with that of co-workersB. they compare an employees performance with his or her job descriptionC. they directly compare employee performance to job performance standardsD. comparative methods are illegal when evaluating people in a protected classE. supervisors compare notes about employeesDifficulty: MediumObjective: #7Schwind - Chapter 08 #5051.(p. 318)The ranking method and forced distributions are examples of __________ performanceevaluationmethodsA. non-comparativeB. comparativeC. behaviourally anchoredD. critical incidentE. future-orientedDifficulty: MediumObjective: #7Schwind - Chapter 08 #5152.(p. 319)Future-oriented appraisal methods can includeA. behaviourally anchored rating scalesB. self-appraisalsC. critical incident methodD. ranking methodE. forced distributionsDifficulty: MediumObjective: #7Schwind - Chapter 08 #52
  4. 4. 53.(p. 319)The management-by-objectives performance evaluation approach is based upon thepremise thatA. employees will achieve the objectives set for them by managementB. achieving objectives will produce satisfied employeesC. each employee and superior jointly establish goals for a future periodD. there is little connection between performance and objectivesE. employees will always manage to have difficulty with performance appraisalsDifficulty: MediumObjective: #7Schwind - Chapter 08 #5354.(p. 319)One employee evaluation method that attempts to appraise future potential by usingmultiple types ofevaluation and multiple raters isA. critical incident methodB. assessment centre techniqueC. management-by-objectivesD. self-evaluationE. behaviourally anchored rating scalesDifficulty: MediumObjective: #7Schwind - Chapter 08 #5455.(p. 320)A recent popular method for evaluating an employees performance involves using allpossible sourcesfor information on the employees performance. This method is referred to asA. management-by-objectivesB. the 360-degree performance appraisalC. the assessment centre techniqueD. the 180-degree performance appraisalE. the all-agreement appraisal methodDifficulty: MediumObjective: #7Schwind - Chapter 08 #5556.(p. 320)While the 360-degree appraisal method is gaining popularity, it requires at the least__________ inorder to have a chance to workA. a suitable corporate cultureB. professional evaluatorsC. cost-effective managementD. a minimum 500 person employee baseE. a decent employee benefit planDifficulty: MediumObjective: #7Schwind - Chapter 08 #5657.
  5. 5. (p. 321)Performance evaluation for contingency employees tends to have particular challengesattached, includingA. that they are specialistsB. that their jobs are too complexC. that they are sometimes paid differently and are not included in the employee benefitpackageD. that they may have little knowledge of the organizations culture and goalsE. that since contingency workers are only hired under employment equity, they have tobe judgeddifferentlyDifficulty: MediumObjective: #7Schwind - Chapter 08 #57.anchored rating scales and critical incident methods are both future-orientedperformance evaluation approaches.FALSE)The rating scale is likely the oldest and still most widely use performance appraisalmethod.TRUEThe appraisal method for employee performance that requires a supervisor to recordstatementsthat describe extremely effective of ineffective behaviour related to jobperformance is called thebehaviourally anchored rating scales method.FALSE)The critical incident appraisal method for employee performance requires a supervisor torecordstatements that describe extremely effective or ineffective behaviour related to jobperformance.TRUEOne feature of behaviourally anchored rating scales is that they attempt to reduce thesubjectivity andbiases of subjective performance measures.TRUEComparative performance evaluation methods include the ranking method and forceddistributions.TRUEComparative performance evaluation methods include all of the following: rankingmethod, forceddistributions, and management by objectives.FALSE
  6. 6. A good method for overcoming the biases of leniency, strictness, and central tendency inperformanceappraisal is the forced distributions method.TRUEFuture-oriented performance appraisal methods include the management-by-objectivesapproach.TRUE)A recent method of employee appraisal involving evaluations made by the employee aswell as by hisor her peers, supervisors, and subordinates is called the 360-degreeperformance appraisal.TRUE)Rating scales, behaviourally anchored rating scales, and critical incident method are allexamples of__________ ___________ appraisal methods.past-orientedOne past-oriented evaluation method that is particularly useful in giving employees job-relatedfeedback on both positive and negative behaviours is the __________ ___________method.critical incidentOne evaluation method that attempts to reduce subjective biases by rating employeesalong a scale ofspecific behaviour examples for each activity is/are __________ ________________________.behaviourally anchored rating scales (bars)Performance evaluation methods where employees are compared to one another in someway arereferred to as __________ evaluation methods.comparative___________ _______________ require raters to categorize employees into differentclassifications.forced distributionsThe basic premise of the management-by-objectives approach as a performanceevaluation techniqueis that future performance goals are jointly discussed and agreed upon by each__________ and__________.employee/supervisor
  7. 7. A type of future-oriented evaluation of employee performance and potential, involvingmultiple typesof raters and evaluation tools, is called the __________ ___________ technique.assessment centreDifficulty: Easy)One newer model that divides the performance appraisal process into the four stepsincludingattention, recall, and categorization is shifting emphasis to the __________ aspect of theratingprocess.cognitiveDifficulty: EasyObjective: #7Schwind - Chapter 08 #162What types of rater biases may occur in a performance appraisal? What can be done toavoid or reducethem?Answers will vary)How do past-oriented and future-oriented appraisal methods compare?Answers will vary

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