How Much Do You Know About Performance Management And Appraisal? Trivia Quiz

70 Questions | Total Attempts: 365

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How Much Do You Know About Performance Management And Appraisal? Trivia Quiz - Quiz

How Much Do You Know About Performance Management And Appraisal? In an organization setting, every employee has a set of activities they are expected to carry out so as to ensure that the business meets its goals. In this quiz, as a manager, you will test your abilities to measure employee’s performance and see if they are working as should. Give it a shot!


Questions and Answers
  • 1. 
    Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?
    • A. 

      Employee selection

    • B. 

      Performance appraisal

    • C. 

      Employee orientation

    • D. 

      Organizational development

  • 2. 
    The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.
    • A. 

      Apply for managerial positions

    • B. 

      Remove any performance deficiencies

    • C. 

      Revise their performance standards

    • D. 

      Enroll in work-related training programs

  • 3. 
    Which of the following is NOT one of the recommended guidelines for setting effective employee goals?
    • A. 

      Creating specific goals

    • B. 

      Assigning measurable goals

    • C. 

      Administering consequences for failure to meet goals

    • D. 

      Encouraging employees to participate in setting goals

  • 4. 
    SMART goals are best described as ________.
    • A. 

      Specific, measurable, attainable, relevant, and timely

    • B. 

      Straightforward, meaningful, accessible, real, and tested

    • C. 

      Strategic, moderate, achievable, relevant, and timely

    • D. 

      Supportive, meaningful, attainable, real, and timely

  • 5. 
    All of the following are reasons for appraising an employee's performance EXCEPT ________.
    • A. 

      Correcting any work-related deficiencies

    • B. 

      Creating an organizational strategy map

    • C. 

      Determining appropriate salary and bonuses

    • D. 

      Making decisions about promotions

  • 6. 
    In most organizations, who is primarily responsible for appraising an employee's performance?
    • A. 

      Employee's direct supervisor

    • B. 

      Company appraiser

    • C. 

      Human resources manager

    • D. 

      Employee's subordinates

  • 7. 
    Which of the following is most likely NOT a role played by the HR department in the performance appraisal process?
    • A. 

      Conducting appraisals of employees

    • B. 

      Monitoring the appraisal system's effectiveness

    • C. 

      Providing performance appraisal training to supervisors

    • D. 

      Ensuring the appraisal system's compliance with EEO laws

  • 8. 
    What is the first step of any performance appraisal?
    • A. 

      Giving feedback

    • B. 

      Setting work standards

    • C. 

      Making plans to provide training

    • D. 

      Assessing the employee's performance

  • 9. 
    ________ means making sure that the manager and the subordinate agree on the subordinate's job standards and the appraisal method to be used.
    • A. 

      SMART goals

    • B. 

      Organizational development

    • C. 

      Defining the job

    • D. 

      Forced distribution

  • 10. 
    Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal?
    • A. 

      Customers

    • B. 

      Rating committees

    • C. 

      Top management

    • D. 

      Immediate supervisor

  • 11. 
    Employee performance appraisals are conducted by all of the following EXCEPT ________.
    • A. 

      Peers

    • B. 

      Competitors

    • C. 

      Subordinates

    • D. 

      Rating committees

  • 12. 
    Peer appraisals have been shown to result in a ________.
    • A. 

      Reduction of social loafing

    • B. 

      Reduction of group cohesion

    • C. 

      Decrease in task motivation

    • D. 

      Decrease in group satisfaction

  • 13. 
    In most firms, a rating committee used for performance appraisals consists of ________ members
    • A. 

      2-3

    • B. 

      4-5

    • C. 

      6-8

    • D. 

      9-10

  • 14. 
    What usually occurs when employees rate themselves for performance appraisals?
    • A. 

      Ratings are reliable but invalid.

    • B. 

      Ratings are subject to halo effects

    • C. 

      Ratings are higher than when provided by supervisors

    • D. 

      Ratings are about the same as when determined by peers.

  • 15. 
    Which of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously?
    • A. 

      Supplemental evaluation

    • B. 

      Upward feedback

    • C. 

      Paired evaluation

    • D. 

      Peer evaluation

  • 16. 
    According to research, what is the typical result of upward feedback?
    • A. 

      Firms are protected against biased appraisals.

    • B. 

      Managers get defensive.

    • C. 

      Managers improve their performance.

    • D. 

      Managers seek to find out who gave them bad ratings.

  • 17. 
    Which of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers?
    • A. 

      360-degree feedback

    • B. 

      Team appraisals

    • C. 

      Upward feedback

    • D. 

      Rating committee

  • 18. 
    Oshman manufactures small kitchen appliances, such as blenders, toasters, and mixers. The firm has nearly 80,000 employees in 22 countries. Employees receive annual performance appraisals from their supervisors that combine critical incidents with a graphic rating scale. However, the firm's CEO advocates shifting from performance appraisals to performance management in an attempt to make Oshman more competitive and performance-driven. Which of the following, if true, best supports the argument to replace Oshman's traditional appraisal methods with the performance management approach?
    • A. 

      Oshman's competitors in the small appliance industry monitor the performance of their employees through electronic performance monitoring systems

    • B. 

      Oshman executives want to align the firm's strategic plan with individual employee goals and development needs.

    • C. 

      Oshman has experienced problems associated with central tendency and bias, and the firm wants to ensure that appraisals are legally sound.

    • D. 

      Oshman uses management by objectives as a primary appraisal method and requires supervisors to develop SMART goals.

  • 19. 
    Which of the following is the easiest and most popular technique for appraising employee performance?
    • A. 

      Alternation ranking

    • B. 

      Graphic rating scale

    • C. 

      Forced distribution

    • D. 

      Constant sum rating scale

  • 20. 
    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

  • 21. 
    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?
    • A. 

      The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents

    • B. 

      Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position.

    • C. 

      Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills.

    • D. 

      Employees in Suzanne's department participated in developing their own performance standards when they were first hired by the firm.

  • 22. 
    All of the following are usually measured by a graphic rating scale EXCEPT ________.
    • A. 

      Generic dimensions of performance

    • B. 

      Performance of co-workers

    • C. 

      Achievement of objectives

    • D. 

      Job-related competencies

  • 23. 
    Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?
    • A. 

      Graphic rating scale

    • B. 

      Critical incident method

    • C. 

      Alternation ranking method

    • D. 

      Electronic performance monitoring

  • 24. 
    The most popular method for ranking employees is the ________ method.
    • A. 

      Graphic ranking scale

    • B. 

      Alternation ranking

    • C. 

      Paired comparison

    • D. 

      Forced distribution

  • 25. 
    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?
    • A. 

      Graphic ranking scale

    • B. 

      Alternation ranking

    • C. 

      Paired comparison

    • D. 

      Forced distribution

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