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Terms in this set (60)E Which of the following is true of management by objectives (MBO)? A. Goals are generally nonspecific. D Identify the evaluation approach to performance measurement that meets the following criteria: very high fit with strategy, usually high validity, high reliability, high acceptability, and high specificity regarding results but low specificity regarding behaviors necessary to achieve them. A. Comparative D Which of the following criteria for determining the effectiveness of a performance management system is concerned with maximizing the overlap between actual job performance and job performance measure? A. Reliability E A(n) _____ is a gathering at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors. A. assessment center D For which of the following categories of employees are performance improvement measures like withholding pay increases, demotion, and outplacement helpful? A. Misdirected effort A The performance measurement method that assigns a certain percentage of employees to each category in a set of categories is called the: A. forced-distribution method. A Which approach to performance feedback is generally most effective? A. Problem-solving C What can an organization do to protect itself against discrimination and unjust dismissal lawsuits? A. The organization should provide for a review of all top performance ratings by upper-level managers. D If a student evaluating his/her professor at the end of term rates the professor low on all performance criteria due to dissatisfaction with the professor's grading scale, the student has likely committed which rater error? A. Error based on similarity B 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): A. affirmative action lawsuit. C Coaching, frequent performance feedback, goal setting, and restructured job assignments are effective ways to improve performance for which category of employees? A. Solid performers E Which of the following is true about the forced-distribution method of measuring employee performance? A. It is also known as the alternation ranking method. B Most managers rely on the _____ approach to performance feedback. A. problem-solving B What is the advantage of results-oriented performance measurement? A. They are very effective in providing guidance on how to improve. D Managers can improve employee satisfaction with the feedback process by: A. keeping the feedback session short and concentrating on only the positive aspects of performance. A Which of the following is true of behavioral approaches to performance measurement? A. They link the company's goals to the specific behavior required to achieve those goals. A How does total quality management (TQM) obtain objective feedback? A. From the methods that use charts to detail causes of problems, measures of performance, or relationships between work-related variables. A How does an organization specify the aspects of performance that are relevant to the organization? A. Based on the job analysis B Which of the following is true of peers as a source of performance information? A. Peers are poor sources of information about performance in
a job. E The distributional error that occurs when the reviewer rates everyone near the top of a rating scale is known as _____. A. contrast error C Total quality management differs from traditional performance measurement in that it: A. has an external, rather than an internal, focus. C A distributional error in which a rater favors lower rankings is known as _____. A. contrast error A The _____ method of performance measurement compares each employee with each other employee to establish rankings. E Which of the following performance measurement methods requires managers to rank employees in their group from the highest performer to the poorest performer? A.
Graphic rating scale B The performance management method that requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period is the: A. behaviorally anchored rating scale. A An organization helps link employees' behavior with the organization's goals. This helps the organization serve its _____ purpose. A. strategic D Appraisal politics are likely to occur when: A.
top executives forbid distorted ratings. C What is the difference between a behaviorally anchored rating scale (BARS) and a behavioral observation scale (BOS)? A. A BARS asks the manager to rate the frequency with which the employee has exhibited the behavior during the rating period. B Which of the following is a disadvantage of ranking using paired-comparison method for performance measurement? A. It does not provide a scope for interpretation. A Which of the following is true about the paired-comparison method of measuring employee performance? A. It is time consuming if a group has more than a handful of employees. D With regard to a performance measure, _____ refers to consistency of results over time. A. validity B What is the disadvantage of peers as a source of performance information? A. Peers do not have expert knowledge of job requirements. C 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: A. mixed-standard scale. A Which of the following steps should be taken to protect employees when they provide evaluations of managers' performance? A. The process should be anonymous. D Which of the following is the most widely used method for rating attributes? A. Behaviorally anchored rating scales A The paired-comparison method of measuring employee performance: A. involves comparing each employee with each other employee to
establish rankings. B Which rater error leads employees to believe that no aspects of their performance need improvement? A. Contrast error B Which of the following is true about the simple ranking technique? A. It assigns a certain percentage of employees to each category in a set of categories. D Identify a criticism against electronic monitoring systems. A. They can store records of employee performance, work-rule violations, and disciplinary actions. E Performance management has a(n) _____ purpose, meaning that it serves as a basis for improving employees' knowledge and skills. A. systematic B How does an organization promote fairness and reduce political behavior in the appraisal system? A. Use different performance standards to evaluate different employees. A Which of the following errors occur when a rater compares an individual, not against an objective standard, but against other employees? A. Contrast errors B _____ use several statements describing each trait to produce a final score for that trait. A. Behaviorally anchored rating scales E The administrative purpose of a performance management system refers to: A. linking employees' behaviors with the organization's goals. C _____ refers to telling employees exactly what is expected of them and how they can meet those expectations. A. Generalized instruction B Which of the following is a comparative performance appraisal technique? A. Mixed-standards scale B The method of performance measurement that uses several statements describing each trait to produce a final score for that trait is known as the _____. A. behaviorally anchored rating scale C What is the disadvantage of results-oriented performance management? A. It is generally more subjective than other kinds of performance measurements. B Which rater error makes it difficult to distinguish among employees rated by the same rater because the rater tends to use only one part of the rating scale? A. Contrast error E _____ means effective performance management helps the organization achieve its business objectives. A. Systematic purpose D The performance measurement system that combines information from most or all of the possible sources, is known as: A. the critical incidents technique. D Subordinate evaluations of performance are most appropriate when the performance results are to be used for: A. administrative purposes. C Identify the approach to performance measurement that meets the following criteria: high strategic congruence, usually high validity, usually high reliability, moderate acceptability, and very high specificity. A. Comparative B The method of performance measurement that uses several statements describing each trait to produce a final score for that trait is known as the _____. A. behaviorally anchored rating scale C Information that is gathered for measuring the effectiveness of a performance management system but is irrelevant represents "_____" of the performance measure. A. validity E The process through which managers ensure that employees' activities and outputs contribute to the organization's goals is known as: A. quality analysis. B If different raters make different kinds of _____ errors, scores by these raters cannot be compared. A. similarity B Consistency of results when more than one person measures performance is known as: A. test-retest specificity. B Identify the approach to performance measurement that meets the following criteria: usually low fit with strategy, usually low validity, usually low reliability, high acceptability, and very low specificity. A. Comparative D To meet which of the following broad purposes do organizations establish performance management systems? A. Systematic Sets with similar termsMANA 3320 SET 861 terms DALTONDELEON HRM chap 10 - Managing Employees' Performance49 terms quizlette148198 MGT 3102 Chapter 835 terms toppersamantha Human Resources: Ch 8 Performance Management27 terms kelly_helton Sets found in the same folderHR Management Ch. 6 Quiz54 terms Shan_Rider HR Management Ch. 9 Quiz61 terms Shan_Rider Management 365 Connect Chapter 8 Test Questions90 terms petiteawkwardness MGMT 365 Chapter 6 Connect Learnsmart43 terms petiteawkwardness Other sets by this creatorGlobal Health Exam 215 terms Shan_Rider Community Health Organization Midterm62 terms Shan_Rider Psychological Disorders Test 173 terms Shan_Rider Global Health Test 122 terms Shan_Rider Recommended textbook solutions
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Which of the following is a comparative method for performance evaluation?Ranking Methods. In a ranking method system (also called stack ranking), employees in a particular department are ranked based on their value to the manager or supervisor. This system is a comparative method for performance evaluations.
Which of the following is a disadvantage of using comparative method for performance appraisal?Disadvantage for using this method is time consuming with large number of employees; another disadvantage is that employees are often compared to each other only on an overall performance. This method is a comparative method of performance appraisal.
What do we call the method of performance measurement that assigns a certain percentage of employees to each category in a set of categories?Forced Distribution method
This is a ranking technique where raters are required to allocate a certain percentage of rates to certain categories (eg: superior, above average, average) or percentiles (eg: top 10 percent, bottom 20 percent etc).
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