| 1. | Supervisors often view formal appraisals as unneeded.
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| 2. | The desired end result of performance appraisal is getting rid of ineffective performers.
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| 3. | Performance appraisal is best when designed by each operating unit to its unique needs.
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| 4. | Job analysis is the basis for performance standards.
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| 5. | Subjective measures are most desirable.
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| 6. | Objective measures are more difficult to explain.
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| 7. | Raters often fail to remain emotionally detached from the rating process.
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| 8. | Rating women consistently lower than men is an example of an error of central tendency.
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| 9. | Performance appraisal methods can reduce bias.
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| 10. | Rating scales are particularly subject to bias.
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| 11. | The forced choice method is more job-related than the critical incident method.
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| 12. | Behavioural techniques focus on observation rather than ratings.
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| 13. | Field review methods are particularly prone to supervisor bias.
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| 14. | Comparative evaluation techniques give exact estimates of how much better one employee is than another.
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| 15. | Employee self-appraisals are a good way to decide promotions.
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| 16. | Assessment centres are time-consuming and costly.
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| 17. | Using multiple raters improves evaluations.
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| 18. | Almost every firm provides training in performance appraisal.
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| 19. | Evaluation interviews require careful preparation.
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| 20. | Performance appraisal results are a good measure of the overall performance of the HR function.
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| 21. | Major uses of performance appraisal include:
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| 22. | Performance appraisals are usually:
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| 23. | Most importantly, performance appraisal should be:
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| 24. | The basis for performance standards is:
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| 25. | Which of the following is the best example of an objective performance measurement?
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| 26. | Which of the following performance measures would be most subject to legal challenge?
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| 27. | If a supervisor has a good social relationship with an employee and gives that employee a higher than deserved rating, this is an example of:
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| 28. | A supervisor who gives a woman engineer a lower than deserved rating might be guilty of:
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| 29. | An example of a future-oriented rating technique is:
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| 30. | A disadvantage of rating scales is:
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| 31. | Which of the following techniques is least susceptible to personal bias?
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| 32. | Leniency, strictness, and central tendency errors are least likely to occur when using:
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| 33. | The disadvantage of behaviourally anchored rating scales is:
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| 34. | Comparative approaches are best for:
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| 35. | If your employees were all high performers, problems would be created by the use of:
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| 36. | Characteristics of an effective performance appraisal system include all of the following except:
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| 37. | Assessment centres are most likely to be used on:
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| 38. | Measures to improve the validity of supervisory ratings include all of the following except:
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| 39. | Approaches to evaluation interviews do not include:
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| 40. | When a manager undervalues the performance of an employee because of preconceived opinions about the individual, he or she is exhibiting a bias known as _______________.
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| 41. | “Look, when you’ve been in the business as long as I have, you know who the good employees are and who can’t pull their weight. I don’t need a bunch of HR department forms to tell me that.” The type of performance measure used by this manager would be called _______________.
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| 42. | _______________ requires the rater to choose the most descriptive statement in each pair of statements about the employee being rated.
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| 43. | Examples of _______________ are the ranking method and forced distributions.
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| 44. | _______________ is a _______________ -oriented appraisal method while _______________ is _______________ -oriented.
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| 45. | Multiple raters are used in the _______________ technique.
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| 46. | Use of behaviour-based scales will help to improve the _______________ of supervisory ratings.
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| 47. | In evaluation interviews the _______________ approach identifies problems that are interfering with employee performance and plans ways to remove these obstacles.
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| 48. | When standards are _______________ it means that they evaluate critical behaviours that constitute job success.
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| 49. | _______________ observation occurs when the rater actually sees the performance being rated.
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