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Exam 9: Performance Management and Appraisal

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Question 41

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

A) behaviorally anchored rating scale
B) graphic rating scale
C) forced distribution
D) critical incident

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Question 42

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Performance appraisals are a link between corporate strategy,departmental goals,employee goals and employee performance in the overall performance management process.

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Question 43

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What is the primary goal of using mixed standard scales?

The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.

Unclear standards on a performance appraisal tool will most likely lead to unfair appraisals because performance traits are too open for interpretation.

When actual job duties are appraised,the idea is to focus on the extent to which the employee exhibits the competencies that the employer values and that are essential for the job.

While formal written warnings are provided too late to salvage an employee's performance and position at the company,they are useful in court proceedings.

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?

Which term refers to the alignment of employee goals with departmental and company goals?

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?

In order to ensure that performance goals are challenging and relevant,Matthew,a marketing manager,should independently set goals for his subordinates because participatively set goals usually produce lower job performance.

Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal?

The continuous process of identifying,measuring,and developing the performance of individuals and teams and aligning their performance with the organization's goals is known as ________.

In a brief essay,describe the forced distribution method.What are the advantages and disadvantages of the forced distribution method?

The most popular method for ranking employees is the ________ method.

During an exit interview,a supervisor and a subordinate review the appraisal and make plans to correct deficiencies and reinforce strengths.

Management by objectives cannot be used as a primary performance appraisal tool,but it is useful as a supplement to the graphic rating method.

Which of the following is NOT one of the recommended guidelines for setting effective employee goals?

A supervisor working for a firm that uses performance management should most likely expect to ________.

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