Multiple Choice
Identify the choice that best completes the statement or
answers the question.
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1.
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Which one of the following is NOT one of the reasons to conduct a performance
appraisal:
a. | to provide an opportunity to discipline an employee | b. | to provide a basis
for salary adjustments | c. | to determine organizational training
needs | d. | to determine transfers and assignments | e. | to assist supervisors in discussing strengths
and weaknesses of employees performance |
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2.
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Which one of the following is NOT one of the reasons for the failure of
performance appraisals in organizations:
a. | rater bias | b. | too many forms | c. | forms that are too
simplistic | d. | unclear performance standards | e. | use of the program for conflicting
purposes |
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3.
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In establishing performance standards, “criterion contamination”
refers to:
a. | the extent to which standards do not embrace the whole of an employee’s
responsibilities | b. | the lack of consistency of a standard | c. | the extensive use of a single
criterion | d. | that there are factors outside the employee’s control that influence
performance | e. | all of the above |
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4.
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Guidelines mentioned in the chapter for using performance appraisals
include:
a. | ratings must be job related | b. | employees must be given a written
copy | c. | employees should be trained on the performance appraisal process | d. | only “a”
and “b” | e. | only “a” and
“c” |
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5.
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Which one of the following is NOT an advantage of a 360 degree appraisal
system:
a. | the system can be manipulated if employees provide invalid evaluations to one
another | b. | the system is more comprehensive | c. | it lessens bias or prejudice in the evaluation
process | d. | the system is complex |
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6.
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All of the following are safeguards that Intel uses for a 360 degree appraisal
system EXCEPT:
a. | ensure anonymity | b. | prevention of too-high or too-low
evaluations | c. | the use of subjective input as well as objective input | d. | the use of
statistical measures | e. | all of the above are safeguards of the
system |
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7.
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Which one of the following is NOT considered to be a performance appraisal
error:
a. | similar to me error | b. | distribution error | c. | central tendency
error | d. | contrast error | e. | polarization
error |
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8.
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In conducting the appraisal interview, the manager should NOT:
a. | ask the employee for a self-appraisal | b. | invite participation | c. | attempt to change
the person to encourage a better “fit” | d. | focus on solving problems | e. | be too
supportive |
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9.
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Managers often avoid conducting performance reviews for all of the following
reasons EXCEPT:
a. | they dislike the employee | b. | they do not like to be “the
judge” | c. | they are often not trained | d. | they do not have good feedback
skills | e. | they lack preparation |
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10.
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All of the following are methods of performance appraisal EXCEPT:
a. | BARS | b. | Essay | c. | Graphic Rating
Scales | d. | BERS | e. | Mixed Standard
Scales |
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True/False
Indicate whether the statement is true or
false.
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1.
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Specific, measurable job standards help remove vagueness and subjectivity from
performance appraisals.
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2.
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Peer appraisals provide more accurate information than the information provided
through appraisals by superiors.
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3.
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Performance appraisal programs serve two main purposes. They are: to identify
weaknesses of employees, and to improve employees' attitudes towards work.
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4.
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Self-raters tend to be more lenient on themselves than their managers.
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5.
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One of the biggest problems with performance appraisals is that of “rater
error.”
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6.
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An advantage of the “essay format” of performance appraisals is that
it gathers mostly objective information from the evaluator.
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7.
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One of the problems with “results appraisals” is that they can be
affected by external factors not under the employee's control.
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8.
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The “tell and sell” interview focuses on the appraiser telling the
employee the “strong parts” of their performance.
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9.
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Managers who “lay it on the line” are most likely to enhance an
individual’s performance through criticism and expectations.
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10.
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In a performance appraisal interview, the manager should focus on changing the
person so that a change in behaviour will follow.
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