| Question 1 of 20 |
1.0 Points |
A discrete scale is one that shows a number of different points.
Reset Selection
|
| Question 2 of 20 |
1.0 Points |
Which of the following methods is beneficial because it offers open communication between the manager and the employee?
| A.The ranking method |
| B.The work standards approach |
| C.The management by objectives approach |
| D.The critical incident appraisal |
| E.The checklist scale |
Reset Selection
|
| Question 3 of 20 |
1.0 Points |
An improvement plan is designed for a short period of time and consists of no long-term goals.
Reset Selection
|
| Question 4 of 20 |
1.0 Points |
In a _ type of interview, the manager communicates feedback and then addresses the employee’s thoughts about the interview.
| A.traditional |
| B.problem-solving |
| C.tell and listen |
| D.directive |
| E.tell and sell |
Reset Selection
|
| Question 5 of 20 |
1.0 Points |
Which of the following is a disadvantage of the essay appraisal?
| A.The manager’s writing ability can contribute to the effectiveness of the evaluation. |
| B.The method does not allow for detailed answers or explanations. |
| C.This method does not provide much information on the strengths and weaknesses of an employee. |
| D.This method does not allow for any reasonable deviations from the criteria. |
| E.It compulsorily requires that some employees be put in the nonperforming category. |
Reset Selection
|
| Question 6 of 20 |
1.0 Points |
A(n) _ is a systematic way to examine how well an employee is performing in his or her job.
| A.background check |
| B.performance evaluation system |
| C.employee eligibility verification |
| D.progressive discipline program |
| E.employee assistance program |
Reset Selection
|
| Question 7 of 20 |
1.0 Points |
_ refers to the extent to which the tool measures the relevant aspects of performance.
| A.Flexibility |
| B.Validity |
| C.Reliability |
| D.Specificity |
| E.Acceptability |
Reset Selection
|
| Question 8 of 20 |
1.0 Points |
With a(n) _, a series of questions is asked and the manager simply responds with a “yes” or “no” to the questions.
| A.essay appraisal |
| B.checklist scale |
| C.critical incident appraisal |
| D.work stands approach |
| E.management by objectives approach |
Reset Selection
|
| Question 9 of 20 |
1.0 Points |
The essay appraisal method is neither a trait nor a behavioral method of performance appraisals.
Reset Selection
|
| Question 10 of 20 |
1.0 Points |
The disadvantage of the _ is that it does not consider that all employees could be in the top two categories, high or average performers, and requires that some employees be put in the non-nonperforming category.
| A.forced distribution system |
| B.checklist scale |
| C.paired comparison system |
| D.management by objectives |
| E.behaviorally anchored rating scale |
Reset Selection
|
| Question 11 of 20 |
1.0 Points |
An employee improvement plan works best if it is written with the employee, to obtain maximum employee commitment to the objectives determined together.
Reset Selection
|
| Question 12 of 20 |
1.0 Points |
When using the _, the manager records examples of the employee’s effective and ineffective behavior during the time period between evaluations.
| A.ranking method |
| B.works standards approach |
| C.critical incident appraisal |
| D.mixed standard scale |
| E.checklist scale |
Reset Selection
|
| Question 13 of 20 |
1.0 Points |
Reliability refers to how well the members of the organization-manager and employees-accept the performance evaluation tool as a valid measure of performance.
Reset Selection
|
| Question 14 of 20 |
1.0 Points |
Halo effects occur when:
| A.several sources of information are used to generate a rational employee performance evaluation. |
| B.one employee’s performance is evaluated by comparing it to that of other employees. |
| C.all areas of performance are rated high because the rater feels one aspect of the performance is high. |
| D.intuitive judgment and gut feeling are used to evaluate the performance of the employee. |
| E.when the performance evaluation of the employee is primarily based on the last two months preceding the evaluation. |
Reset Selection
|
| Question 15 of 20 |
1.0 Points |
Validity refers to the extent to which the tool measures the relevant aspects of performance.
Reset Selection
|
| Question 16 of 20 |
1.0 Points |
In a(n) _ type of interview, the manager does most of the talking in order to convey his or her view to the employee.
| A.tell and listen |
| B.nondirective |
| C.problem-solving |
| D.informational |
| E.tell and sell |
Reset Selection
|
| Question 17 of 20 |
1.0 Points |
Kevin Philips is a manager at Nascent Technologies, a software development company. He leads a team of seven programmers and he himself reports to his immediate boss as well as the head of the R&D division and one marketing manager. Which of the following figures depicts Kevin’s span of control?
| A.Two |
| B.Three |
| C.Seven |
| D.Five |
| E.Ten |
Reset Selection
|
| Question 18 of 20 |
1.0 Points |
The challenge with the checklist scale is that:
| A.it cannot be used in conjunction with any other method of performance appraisal. |
| B.it is the most subjective of all performance appraisal methods. |
| C.it is difficult to administer and easily misunderstood by managers. |
| D.it is an extremely time-consuming mode of conducting performance appraisals. |
| E.it does not allow more detailed answers and analysis of the performance criteria. |
Reset Selection
|
| Question 19 of 20 |
1.0 Points |
Which of the following methods of determining performance looks at individual actions within a specific job?
| A.Problem-solving method |
| B.Behavioral method |
| C.Comparative method |
| D.Trait method |
| E.Time-limited method |
Reset Selection
|
| Question 20 of 20 |
1.0 Points |
The second step of a performance review system includes constant monitoring, feedback, and coaching.
Reset Selection |
