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Exam 9: Performance Management and Appraisal

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Question 31

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What is the first step of any performance appraisal?

A) giving feedback
B) setting work standards
C) making plans to provide training
D) assessing the employee's performance

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Question 32

Multiple Choice

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When a supervisor must criticize a subordinate in an appraisal interview, it is most important for the supervisor to ________.

A) limit negative feedback to once every year
B) provide specific examples of critical incidents
C) acknowledge the supervisor's personal biases in the situation
D) hold the meeting with other people who can document the situation

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Question 33

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Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?

Which of the following best describes a behaviorally anchored rating scale?

What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?

Which of the following best describes the purpose of an appraisal interview?

Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?

Three hundred and sixty-degree feedback is generally used for development purposes rather than for pay increases.

The forced distribution method is the simplest and most popular technique for appraising performance.

What is the primary goal of using mixed standard scales?

When an employee's performance is so poor that a written warning is required, the warning should ________.

Stephanie manages the accounting department at an advertising agency. She needs to conduct performance appraisals for the eight employees in her department. Stephanie wants a performance appraisal tool that is highly accurate, ranks employees, and uses critical incidents to help explain ratings to appraisees. Which performance appraisal tool is best suited for Stephanie?

In a brief essay, discuss how a supervisor can develop and conduct a performance appraisal that is legally defensible.

In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans.

Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use a graphic rating scale to evaluate the performance of her subordinates. Which of the following, if true, best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use?

The basic problem with using a ranking method for performance appraisals is not identifying the extreme good and bad performers but differentiating meaningfully between the others.

Which performance appraisal technique lists traits and a range of performance values for each trait?

Which term refers to ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked?

Which appraisal method combines the benefits of narrative critical incidents and quantified scales by assigning scale points with specific examples of good or poor performance?

Which performance appraisal tool is being used when a supervisor places predetermined percentages of appraisees into various performance categories?