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

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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

    Correct Answer
    B. Performance appraisal
    Explanation
    Performance appraisal refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards. It involves assessing an employee's job performance, providing feedback, and identifying areas for improvement or development. This process helps organizations to measure and manage employee performance, make decisions regarding promotions, rewards, and training, and also helps employees to understand their strengths and weaknesses in order to enhance their performance.

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  • 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

    Correct Answer
    B. Remove any performance deficiencies
    Explanation
    The primary purpose of providing employees with feedback during a performance appraisal is to identify and address any areas where their performance may be lacking or deficient. By highlighting these deficiencies, employees can then take steps to improve their performance and address any gaps in their skills or abilities. This feedback serves as a tool for motivation, as it allows employees to understand where they need to make improvements and take action to remove any performance deficiencies.

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  • 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

    Correct Answer
    C. Administering consequences for failure to meet goals
    Explanation
    Administering consequences for failure to meet goals is not one of the recommended guidelines for setting effective employee goals. This is because focusing solely on consequences can create a fear-based environment and discourage employees from taking risks or being innovative. Instead, it is more effective to focus on creating specific goals, assigning measurable goals, and encouraging employees to participate in setting goals, as these approaches promote clarity, accountability, and engagement.

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  • 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

    Correct Answer
    A. Specific, measurable, attainable, relevant, and timely
    Explanation
    SMART goals are best described as specific, measurable, attainable, relevant, and timely. This acronym is commonly used in goal-setting to ensure that objectives are well-defined, quantifiable, realistic, aligned with the overall purpose, and have a clear deadline. By following these criteria, individuals or organizations can increase their chances of successfully achieving their goals and tracking progress along the way.

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  • 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

    Correct Answer
    B. Creating an organizational strategy map
    Explanation
    Appraising an employee's performance is a process that involves evaluating their work and providing feedback. It helps in identifying any work-related deficiencies that need to be corrected, determining appropriate salary and bonuses based on their performance, and making decisions about promotions. However, creating an organizational strategy map is not directly related to appraising an employee's performance. It is more focused on developing a strategic plan for the organization, which may involve various stakeholders and departments, rather than assessing an individual employee's performance.

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  • 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

    Correct Answer
    A. Employee's direct supervisor
    Explanation
    The employee's direct supervisor is primarily responsible for appraising an employee's performance in most organizations. This is because the direct supervisor is the person who directly oversees and interacts with the employee on a day-to-day basis, making them the most knowledgeable about the employee's work and abilities. They are in the best position to evaluate the employee's performance, provide feedback, and make recommendations for improvement or recognition. The direct supervisor's appraisal is usually considered the most accurate and relevant in assessing an employee's performance.

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  • 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

    Correct Answer
    A. Conducting appraisals of employees
    Explanation
    The HR department is responsible for overseeing and managing the performance appraisal process, which includes monitoring the appraisal system's effectiveness, providing performance appraisal training to supervisors, and ensuring the appraisal system's compliance with EEO laws. However, conducting appraisals of employees is typically the responsibility of the employee's immediate supervisor or manager, not the HR department.

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  • 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

    Correct Answer
    B. Setting work standards
    Explanation
    The first step of any performance appraisal is setting work standards. This involves establishing clear expectations and goals for the employee's performance. By defining what is expected of the employee, it provides a benchmark for evaluating their performance later on. This step is crucial as it lays the foundation for the entire appraisal process and ensures that both the employee and the appraiser are aligned on what is expected.

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  • 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

    Correct Answer
    C. Defining the job
    Explanation
    Defining the job refers to the process of establishing clear and agreed-upon job standards and appraisal methods between a manager and their subordinate. This involves outlining the specific responsibilities, tasks, and expectations associated with the job role. By defining the job, both parties can ensure a mutual understanding of performance criteria, which is essential for effective performance management and evaluation.

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  • 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

    Correct Answer
    D. Immediate supervisor
    Explanation
    The immediate supervisor is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal. This is because the supervisor directly oversees the employee's work on a day-to-day basis and has firsthand knowledge of their performance, strengths, and areas for improvement. They are able to provide specific and detailed feedback based on their regular interactions with the employee, making them the most qualified to assess their performance accurately.

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  • 11. 

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

    • A.

      Peers

    • B.

      Competitors

    • C.

      Subordinates

    • D.

      Rating committees

    Correct Answer
    B. Competitors
    Explanation
    Employee performance appraisals are conducted by peers, subordinates, and rating committees to evaluate an employee's performance and provide feedback. Competitors, on the other hand, are not involved in the appraisal process as they are external entities and do not have direct knowledge or authority to assess an employee's performance. Therefore, competitors are not included in the list of individuals who conduct employee performance appraisals.

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  • 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

    Correct Answer
    A. Reduction of social loafing
    Explanation
    Peer appraisals have been shown to result in a reduction of social loafing. This means that when individuals are evaluated by their peers, they are less likely to engage in social loafing, which is the tendency to exert less effort when working in a group compared to when working alone. Peer appraisals create a sense of accountability and encourage individuals to contribute their fair share to the group task, leading to a reduction in social loafing.

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  • 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

    Correct Answer
    B. 4-5
    Explanation
    In most firms, a rating committee used for performance appraisals consists of 4-5 members. This number of members allows for a diverse range of perspectives and opinions while still maintaining a manageable group size. With 4-5 members, the committee can effectively evaluate and discuss employee performance, ensuring a fair and comprehensive appraisal process. Having too few members may limit the diversity of opinions, while having too many members may make the decision-making process cumbersome and time-consuming.

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  • 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.

    Correct Answer
    C. Ratings are higher than when provided by supervisors
    Explanation
    When employees rate themselves for performance appraisals, it is common for their ratings to be higher than when provided by supervisors. This can be attributed to self-enhancement bias, where individuals tend to view themselves more positively and inflate their own performance. Employees may also feel more comfortable highlighting their achievements and downplaying their weaknesses when evaluating themselves, leading to higher ratings compared to supervisors' assessments.

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  • 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

    Correct Answer
    B. Upward feedback
    Explanation
    Upward feedback refers to the process of allowing subordinates to rate their supervisor's performance anonymously. It enables employees to provide constructive feedback on their supervisor's strengths and areas for improvement without the fear of reprisal. This feedback can help supervisors gain valuable insights into their leadership style, communication skills, and overall effectiveness in managing their team. By incorporating upward feedback, organizations can foster a culture of open communication, continuous improvement, and employee engagement.

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  • 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.

    Correct Answer
    C. Managers improve their performance.
    Explanation
    According to research, the typical result of upward feedback is that managers improve their performance. Upward feedback provides managers with valuable insights and constructive criticism from their subordinates, enabling them to identify areas for improvement and make necessary changes. This feedback helps managers enhance their skills, leadership abilities, and overall performance, leading to professional growth and better outcomes for the organization.

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  • 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

    Correct Answer
    A. 360-degree feedback
    Explanation
    360-degree feedback refers to a performance appraisal that involves feedback from multiple sources, including peers, supervisors, subordinates, and customers. This comprehensive approach provides a well-rounded assessment of an individual's performance, taking into account different perspectives and allowing for a more holistic evaluation. It helps to identify strengths, weaknesses, and areas for improvement, enabling individuals to gain a better understanding of their performance and make necessary adjustments.

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  • 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.

    Correct Answer
    B. Oshman executives want to align the firm's strategic plan with individual employee goals and development needs.
    Explanation
    The answer suggests that Oshman's executives want to align the firm's strategic plan with individual employee goals and development needs. This supports the argument to replace the traditional appraisal methods with the performance management approach because performance management focuses on aligning individual employee goals with the overall strategic goals of the organization. By doing so, Oshman can ensure that its employees are working towards the same objectives and are motivated to improve their performance in order to contribute to the success of the company.

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  • 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

    Correct Answer
    B. Graphic rating scale
    Explanation
    The graphic rating scale is the easiest and most popular technique for appraising employee performance because it involves using a scale to rate employees on various performance criteria. This method allows for a quick and straightforward evaluation of an employee's performance by assigning a numerical or descriptive rating to each criterion. It is widely used because it is simple to understand and implement, making it accessible to both managers and employees. Additionally, the graphic rating scale provides a standardized format for evaluating performance, allowing for easier comparison and analysis of employee performance.

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  • 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

    Correct Answer
    B. Graphic rating scale
    Explanation
    A graphic rating scale is a performance appraisal technique that lists traits and a range of performance values for each trait. This technique allows evaluators to rate employees based on predefined criteria and assign scores accordingly. It provides a standardized format for assessing performance and allows for easy comparison among employees. By using a graphic rating scale, organizations can effectively measure and evaluate employee performance based on specific traits and performance values.

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  • 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.

    Correct Answer
    C. Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills.
    Explanation
    The answer suggests that Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills. This supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use because a graphic rating scale allows for the assessment of specific competencies and provides a quantitative rating. It would enable Suzanne to evaluate problem-solving skills and other important competencies in a measurable and consistent manner.

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  • 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

    Correct Answer
    B. Performance of co-workers
    Explanation
    A graphic rating scale is a tool used to measure various aspects of performance. It is commonly used to evaluate generic dimensions of performance, achievement of objectives, and job-related competencies. However, it is not typically used to measure the performance of co-workers. This is because the performance of co-workers is subjective and can vary depending on individual perspectives and biases. Therefore, it is not appropriate to use a graphic rating scale to measure this aspect of performance.

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  • 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

    Correct Answer
    C. Alternation ranking method
    Explanation
    The alternation ranking method requires supervisors to categorize employees from best to worst on various traits. This involves comparing employees to each other and placing them in rank order based on their performance. Unlike other performance appraisal tools, such as the graphic rating scale or critical incident method, which focus on individual traits or incidents, the alternation ranking method provides a relative ranking of employees within the organization. Electronic performance monitoring, on the other hand, is a different type of performance appraisal tool that involves tracking and evaluating employees' performance using technology.

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  • 24. 

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

    • A.

      Graphic ranking scale

    • B.

      Alternation ranking

    • C.

      Paired comparison

    • D.

      Forced distribution

    Correct Answer
    B. Alternation ranking
    Explanation
    Alternation ranking is a popular method for ranking employees. This method involves ranking employees by comparing them to each other and placing them in a sequence based on their performance. It is a simple and effective way to differentiate between employees and identify the top performers. This method helps in identifying the strengths and weaknesses of employees and making informed decisions regarding promotions, bonuses, or other rewards.

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  • 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

    Correct Answer
    C. Paired comparison
    Explanation
    Kendra has used the paired comparison method of performance appraisal. This method involves comparing each employee with every other employee and indicating the better employee in each pair. By totaling the number of positive symbols for each employee, Kendra is able to determine their overall ranking. This method allows for a more detailed evaluation of each employee's performance compared to other methods such as graphic ranking scale or alternation ranking. Forced distribution, on the other hand, involves assigning a certain percentage of employees to different performance categories and is not applicable in this scenario.

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  • 26. 

    Which performance appraisal tool is being used when a supervisor places predetermined percentages of appraisees into various performance categories?

    • A.

      Behaviorally anchored rating scale

    • B.

      Graphic ranking scale

    • C.

      Alternation ranking

    • D.

      Forced distribution

    Correct Answer
    D. Forced distribution
    Explanation
    Forced distribution is the correct answer because it is a performance appraisal tool where a supervisor assigns a predetermined percentage of appraisees into different performance categories. This method helps in differentiating employees based on their performance and forces the distribution of appraisees into categories such as top performers, average performers, and low performers. It is a way to eliminate bias and ensure a normal distribution of ratings among employees.

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  • 27. 

    John, the supervisor of the manufacturing department at a computer firm, is in the process of evaluating his staff's performance. He has determined that 15% of the group will be identified as high performers, 20% as above-average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. Which performance appraisal tool has John chosen to use?

    • A.

      Behaviorally anchored rating scale

    • B.

      Forced distribution

    • C.

      Alternation ranking

    • D.

      Paired comparison

    Correct Answer
    B. Forced distribution
    Explanation
    John has chosen to use the forced distribution performance appraisal tool. This tool involves categorizing employees into predetermined performance categories based on a fixed distribution percentage. In this case, John has determined that 15% will be high performers, 20% above-average performers, 30% average performers, 20% below-average performers, and 15% poor performers. This method helps to ensure that performance ratings are distributed across the entire range and can help identify top and bottom performers more effectively.

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  • 28. 

    Which of the following measurement methods is similar to grading on a curve?

    • A.

      Forced distribution

    • B.

      Graphic rating scale

    • C.

      Constant sums rating

    • D.

      Behaviorally anchored rating scale

    Correct Answer
    A. Forced distribution
    Explanation
    Forced distribution is a measurement method that is similar to grading on a curve because it requires managers to rank employees into predefined categories based on their performance. This method typically involves categorizing employees into groups such as top performers, average performers, and low performers, with a certain percentage of employees falling into each category. This approach forces a distribution of ratings, similar to how grading on a curve ensures a certain percentage of students receive each grade.

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  • 29. 

    Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals?

    • A.

      Difficult to implement

    • B.

      Harm to employee morale

    • C.

      High costs of administration

    • D.

      Time consuming to administer

    Correct Answer
    B. Harm to employee morale
    Explanation
    The primary complaint regarding the use of the forced distribution method for performance appraisals is the harm it causes to employee morale. This method involves ranking employees and distributing them into predetermined categories, which can create a competitive and cutthroat environment. This can lead to feelings of unfairness, demotivation, and decreased morale among employees.

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  • 30. 

    Which performance appraisal tools require a supervisor to maintain a log of positive and negative examples of a subordinate's work-related behavior?

    • A.

      Alternation ranking

    • B.

      Paired comparison

    • C.

      Critical incident

    • D.

      Graphic rating

    Correct Answer
    C. Critical incident
    Explanation
    Critical incident is the performance appraisal tool that requires a supervisor to maintain a log of positive and negative examples of a subordinate's work-related behavior. This tool focuses on specific incidents or events that demonstrate exceptional or poor performance, allowing supervisors to provide specific feedback and examples during performance evaluations. By keeping a log of these incidents, supervisors can provide objective and concrete evidence of an employee's performance, which can be useful for identifying areas of improvement and making informed decisions regarding promotions or rewards.

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  • 31. 

    Which of the following is a downside of the critical incident method of compiling incidents?

    • A.

      Doesn't provide examples of excellent work performance

    • B.

      Doesn't produce relative ratings for pay raise purposes

    • C.

      Doesn't make the supervisor think about the subordinate's appraisal all year

    • D.

      Doesn't compile examples of ineffective work performance

    Correct Answer
    B. Doesn't produce relative ratings for pay raise purposes
    Explanation
    The downside of the critical incident method of compiling incidents is that it doesn't produce relative ratings for pay raise purposes. This means that it does not provide a clear comparison or ranking of employees' performance, which can make it difficult to determine who should receive a higher pay raise.

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  • 32. 

    Wilson Consulting is a management consulting firm with 70 employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the 12 employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, most likely undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?

    • A.

      Employee performance standards are closely aligned with Wilson Consulting's long-term strategic plans.

    • B.

      Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance

    • C.

      Wilson Consulting will be allowing employees to rate themselves as part of its organizational development strategy.

    • D.

      Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department.

    Correct Answer
    D. Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department.
    Explanation
    The critical incident method is a performance appraisal tool that focuses on specific incidents or events that demonstrate exceptional or poor performance. The fact that the firm will be laying off the two lowest performing employees suggests that Suzanne may already have identified the underperforming employees and taken action. Therefore, using the critical incident method may not be necessary in this case, as the decision to lay off these employees has already been made based on their poor performance.

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  • 33. 

    Which appraisal method combines the benefits of narrative critical incidents and quantified scales by assigning scale points with specific examples of good or poor performance?

    • A.

      Behaviorally anchored rating scale

    • B.

      Constant sums rating scale

    • C.

      Alternation ranking

    • D.

      Forced distribution

    Correct Answer
    A. Behaviorally anchored rating scale
    Explanation
    The behaviorally anchored rating scale combines the benefits of narrative critical incidents and quantified scales by assigning scale points with specific examples of good or poor performance. This method allows for a more objective evaluation of employee performance by providing clear and specific criteria for each rating level. By using specific examples, it helps to eliminate bias and subjectivity in the appraisal process.

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  • 34. 

    Which of the following best describes a behaviorally anchored rating scale?

    • A.

      Chart of paired subordinates ranked in order of performance

    • B.

      Combination of narrative critical incidents and quantified performance scales

    • C.

      Diary of positive and negative examples of a subordinate's work performance

    • D.

      List of subordinates from highest to lowest based on specific performance traits

    Correct Answer
    B. Combination of narrative critical incidents and quantified performance scales
    Explanation
    A behaviorally anchored rating scale is a combination of narrative critical incidents and quantified performance scales. This means that it includes both specific examples of behaviors or incidents that demonstrate performance and a scale to quantify or rate the performance. This type of rating scale provides a more objective and detailed evaluation of an individual's performance by linking specific behaviors to performance levels. It helps in providing specific feedback and identifying areas for improvement.

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  • 35. 

    The first step in developing a behaviorally anchored rating scale is to ________.

    • A.

      Develop performance dimensions

    • B.

      Write critical incidents

    • C.

      Reallocate incidents

    • D.

      Scale incidents

    Correct Answer
    B. Write critical incidents
    Explanation
    The first step in developing a behaviorally anchored rating scale is to write critical incidents. This involves identifying specific behaviors or actions that are relevant to the performance dimensions being assessed. These critical incidents serve as examples or anchors for each level of performance on the rating scale. By capturing real-life scenarios, the scale becomes more objective and consistent, allowing for more accurate evaluation of employee performance.

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  • 36. 

    Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance. What should Stacey most likely do next?

    • A.

      Create a final appraisal instrument

    • B.

      Develop performance dimensions

    • C.

      Reallocate the incidents

    • D.

      Rate the incidents

    Correct Answer
    B. Develop performance dimensions
    Explanation
    After collecting critical incidents of effective and ineffective job performance from employees and supervisors, Stacey should develop performance dimensions next. This involves categorizing and organizing the collected incidents into specific performance dimensions or criteria that can be used to evaluate employees' performance. By developing performance dimensions, Stacey can create a standardized framework to assess and measure employees' job performance consistently and objectively. This step is crucial in creating a final appraisal instrument that can effectively evaluate employees' performance based on the identified dimensions.

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  • 37. 

    Wilson Consulting is a management consulting firm with 70 employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the 12 employees under her direct supervision. Suzanne plans to use the behaviorally anchored rating scale (BARS) to evaluate the performance of her subordinates. Which of the following, if true, supports the argument that BARS is the most appropriate performance appraisal tool for Suzanne to use?

    • A.

      Suzanne wants to provide her subordinates with specific examples of their good and poor job performance during the appraisal interview.

    • B.

      Suzanne encourages her subordinates to review and make comments about their appraisal during a formal appeals process.

    • C.

      Wilson Consulting recently installed an electronic performance monitoring system to help supervisors conduct appraisals.

    • D.

      Suzanne provides her subordinates with upward feedback as a way to illustrate the ratings she assigns to each employee.

    Correct Answer
    A. Suzanne wants to provide her subordinates with specific examples of their good and poor job performance during the appraisal interview.
    Explanation
    The fact that Suzanne wants to provide her subordinates with specific examples of their good and poor job performance during the appraisal interview supports the argument that BARS is the most appropriate performance appraisal tool for her to use. BARS is a method that uses specific behavioral anchors to evaluate performance, making it easier for Suzanne to provide concrete examples and feedback to her subordinates. This aligns with her goal of giving specific examples during the appraisal interview, making BARS a suitable choice for her.

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  • 38. 

    What is the primary goal of using mixed standard scales?

    • A.

      Improving validity

    • B.

      Reducing rating errors

    • C.

      Clarifying performance standards

    • D.

      Illustrating feedback for subordinates

    Correct Answer
    B. Reducing rating errors
    Explanation
    The primary goal of using mixed standard scales is to reduce rating errors. By using a combination of different standards, such as comparing an employee's performance to both ideal and average standards, it helps to minimize biases and inconsistencies in the rating process. This approach allows for a more accurate and objective assessment of an individual's performance, reducing the likelihood of errors in the ratings.

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  • 39. 

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

    • A.

      Behaviorally anchored rating scale

    • B.

      Management by objective

    • C.

      Mixed standard scales

    • D.

      Forced distribution

    Correct Answer
    B. Management by objective
    Explanation
    Management by objective refers to setting specific measurable goals with each employee and then periodically reviewing the progress made. This approach focuses on aligning individual goals with organizational objectives and encourages employees to actively participate in the goal-setting process. It helps in increasing employee motivation, accountability, and performance by providing clarity and direction. Regular progress reviews allow for adjustments and feedback, ensuring that employees stay on track and work towards achieving their goals.

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  • 40. 

    All of the following are benefits of using computerized or Web-based performance appraisal systems EXCEPT ________.

    • A.

      Merging examples with performance ratings

    • B.

      Helping managers maintain computerized notes

    • C.

      Combining different performance appraisal tools

    • D.

      Enabling managers to monitor employees' computers

    Correct Answer
    D. Enabling managers to monitor employees' computers
    Explanation
    Computerized or Web-based performance appraisal systems offer several benefits, such as merging examples with performance ratings, helping managers maintain computerized notes, and combining different performance appraisal tools. However, enabling managers to monitor employees' computers is not a benefit of using these systems. This option suggests an invasion of privacy and goes against the purpose of performance appraisal systems, which is to evaluate and improve employee performance.

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  • 41. 

    Which of the following enables supervisors to oversee the amount of computerized data an employee is processing each day?

    • A.

      Computerized performance appraisal system

    • B.

      Online management assessment center

    • C.

      Digitized high-performance work center

    • D.

      Electronic performance monitoring system

    Correct Answer
    D. Electronic performance monitoring system
    Explanation
    An electronic performance monitoring system allows supervisors to oversee the amount of computerized data an employee is processing each day. This system enables supervisors to track and monitor an employee's computer activities, such as the number of files processed, time spent on specific tasks, and overall productivity. By using this system, supervisors can ensure that employees are efficiently utilizing their time and resources, identify any bottlenecks or inefficiencies in the workflow, and provide feedback or assistance as needed.

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  • 42. 

    Nick supervises a team of data entry specialists. Lately, productivity has been down, and Nick believes his subordinates are not working as efficiently as possible. Which of the following tools would provide Nick with daily information about each employee's rate, accuracy, and time spent entering data?

    • A.

      Digital dashboard device

    • B.

      Electronic performance monitoring system

    • C.

      Web-based management oversight device

    • D.

      Electronic performance support system

    Correct Answer
    B. Electronic performance monitoring system
    Explanation
    An electronic performance monitoring system would provide Nick with daily information about each employee's rate, accuracy, and time spent entering data. This system would track and record data entry activities, allowing Nick to monitor and evaluate the performance of his subordinates. By having access to this information, Nick can identify any inefficiencies or areas for improvement and take appropriate actions to increase productivity.

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  • 43. 

    Which term refers to ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked?

    • A.

      Performance management

    • B.

      Paired comparison

    • C.

      Alternation ranking

    • D.

      Direction sharing

    Correct Answer
    C. Alternation ranking
    Explanation
    Alternation ranking refers to the process of ranking employees from best to worst on a specific trait or set of traits. It involves choosing the highest-ranked employee and then the lowest-ranked employee, alternating between the two until all employees have been ranked. This method allows for a clear distinction between the best and worst performers within an organization and can be used as a basis for making decisions regarding promotions, rewards, or performance improvement plans.

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  • 44. 

    Graphic rating scales are subject to all of the following problems EXCEPT ________.

    • A.

      Unclear standards

    • B.

      Halo effects

    • C.

      Complexity

    • D.

      Leniency

    Correct Answer
    C. Complexity
    Explanation
    Graphic rating scales are a type of performance appraisal tool that allows raters to assess an individual's performance by marking their level of achievement on a scale. These scales are prone to several issues, including unclear standards, halo effects, and leniency. However, complexity is not a problem associated with graphic rating scales. Complexity refers to the difficulty or intricacy of the appraisal tool itself, and graphic rating scales are generally considered to be straightforward and easy to use.

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  • 45. 

    Which of the following terms refers to an appraisal that is too open to interpretation?

    • A.

      Unclear standards

    • B.

      Halo effects

    • C.

      Leniency

    • D.

      Biased

    Correct Answer
    A. Unclear standards
    Explanation
    Unclear standards refer to an appraisal process that lacks clear and specific criteria for evaluation, making it open to interpretation. This means that the standards for judging performance or quality are not well-defined, leading to subjective assessments and varying interpretations among different appraisers. As a result, this can introduce bias and inconsistency in the appraisal process.

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  • 46. 

    Which of the following is the best way for a supervisor to correct a performance appraisal problem caused by unclear standards?

    • A.

      Focusing on performance instead of personality traits

    • B.

      Using graphic rating scales to rank employees

    • C.

      Using descriptive phrases to illustrate traits

    • D.

      Allowing employees to rate themselves first

    Correct Answer
    C. Using descriptive phrases to illustrate traits
    Explanation
    Using descriptive phrases to illustrate traits is the best way for a supervisor to correct a performance appraisal problem caused by unclear standards because it provides specific examples and explanations of the employee's performance. This helps to clarify expectations and provides a clear understanding of what is expected from the employee. It allows for a more objective evaluation and constructive feedback, which can lead to better performance improvement.

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  • 47. 

    Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?

    • A.

      Recency effect

    • B.

      Halo effect

    • C.

      Central tendency

    • D.

      Stereotyping

    Correct Answer
    B. Halo effect
    Explanation
    The halo effect is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits. This happens when a supervisor's overall positive or negative impression of an employee influences their evaluation of specific traits or behaviors, leading to an inaccurate and biased appraisal. For example, if a supervisor believes that an employee is highly competent, they may also rate them highly on other unrelated traits, such as communication skills or teamwork, without considering their actual performance in those areas.

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  • 48. 

    Jason is a conscientious employee, but he is viewed by most of his co-workers as unfriendly. Jason's supervisor rates him low on the traits "gets along well with others" and "quality of work." Which of the following problems has most likely affected Jason's performance appraisal?

    • A.

      Central tendency

    • B.

      Leniency

    • C.

      Halo effect

    • D.

      Recency effect

    Correct Answer
    C. Halo effect
    Explanation
    The halo effect is the most likely problem that has affected Jason's performance appraisal. The halo effect occurs when a person's overall impression of someone influences their evaluation of specific traits or behaviors. In this case, Jason's supervisor may have a negative overall impression of him, which is causing them to rate him low on the traits "gets along well with others" and "quality of work" even if Jason performs well in these areas. The supervisor's perception of Jason as unfriendly is likely influencing their evaluation of his other traits and abilities.

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  • 49. 

    A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.

    • A.

      Halo effect

    • B.

      Stereotyping

    • C.

      Central tendency

    • D.

      Leniency

    Correct Answer
    C. Central tendency
    Explanation
    A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as central tendency. This occurs when the supervisor consistently rates employees in the middle of the performance scale, regardless of their actual performance. This can be problematic because it fails to accurately differentiate between high and low performers, leading to a lack of recognition and rewards for top performers and a lack of constructive feedback for underperforming employees.

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  • 50. 

    The best way to reduce the problem of central tendency in performance appraisals is to ________.

    • A.

      Rank employees

    • B.

      Use graphic rating scales

    • C.

      Limit the number of appraisals

    • D.

      Appraise personal characteristics

    Correct Answer
    A. Rank employees
    Explanation
    Ranking employees is the best way to reduce the problem of central tendency in performance appraisals. Central tendency refers to the tendency of appraisers to rate all employees as average or close to average, which can lead to a lack of differentiation in performance ratings. By ranking employees, appraisers are forced to differentiate between high performers and low performers, reducing the central tendency bias. This method allows for a clearer understanding of individual performance levels and encourages more accurate and fair evaluations.

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Quiz Review Timeline +

Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.

  • Current Version
  • Mar 20, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Feb 02, 2019
    Quiz Created by
    Jake
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