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Exam 9: Performance Management and Appraisal

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Question 51

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Supervisors should provide employees with feedback,development,and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.

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Question 52

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You are conducting an appraisal interview with an employee whose performance is satisfactory but for whom promotion is not possible.Which incentive listed below would most likely be the LEAST effective option for maintaining satisfactory performance in this situation?

A) time off
B) small bonus
C) recognition
D) professional development

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Question 53

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SMART goals are best described as ________.

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

Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made?

The alternation ranking method of performance appraisals can be problematic and unfair if all employees have excellent job performance.

The advantages of using BARS as a performance appraisal tool is the method's accuracy,clear standards,and consistency.

A performance appraisal is based on the assumption that an employee understood what his or her performance standards were prior to the appraisal.

Which of the following measurement methods is similar to grading on a curve?

Wilson Consulting is a management consulting firm with 70 employees.As associate vice president of marketing,Suzanne Boyle is responsible for conducting performance appraisals of the 12 employees under her direct supervision.Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following,if true,most likely undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?

Which performance appraisal problem is associated with supervisors giving all of their subordinates consistently high ratings?

Which of the following is NOT useful since it does not produce relative ratings for pay raise purpose critical incident method for performance appraisal?

All of the following are reasons for appraising an employee's performance EXCEPT ________.

Which of the following best depicts how information technology supports performance management?

The HR department monitors the performance appraisal system,but it is typically not involved in rating employees.

Which of the following terms refers to an appraisal that is too open to interpretation?

John,the supervisor of the manufacturing department at a computer firm,is in the process of evaluating his staff's performance.He has determined that 15% of the group will be identified as high performers,20% as above average performers,30% as average performers,20% as below average performers,and 15% as poor performers.Which performance appraisal tool has John chosen to use?

Peer appraisals have been shown to have a negative effect on task motivation,cohesion,and job satisfaction,so most organizations no longer use them.

Kendra needs to rate five of her subordinates.She makes a chart of all possible pairs of employees for each trait being evaluated.Then,she indicates the better employee of each pair with a positive symbol on the chart.Finally,she totals the number of positive symbols for each employee.Which method of performance appraisal has Kendra most likely used?

What are the four job-relevant dimensions that can be measured by the graphic-rating scale method of performance appraisal? What problems are associated with graphic-rating scales?