Question 1

Labor unions support appraisal systems because of their commitment to seniority.

Accepted Answer

A) True 
 B)False

Question 2

Antonioni and Park (2001)  found that pares of peer raters who shared a score on conscientiousness were likely to give each other higher ratings than those pares who shared a conscientiousness score on the other end of the continuum.

Accepted Answer

A)  high; less
B)  low; equally
C)  high; more
D)  low; moreE) None of the above
F) All of the above

Question 3

The primary purpose of the post-appraisal interview is to .

Accepted Answer

A)  decrease antagonism between supervisor and worker
B)  increase communication between supervisor and worker
C)  solicit worker opinions about company efficiency
D)  stimulate employees to improve performanceE) A) and B)
F) A) and C)

Question 4

Performance appraisals are useful for doing which of the following?

Accepted Answer

A)  Conducting HR research
B)  Validating selection techniques
C)  Identifying training requirements
D)  All of the aboveE) All of the above
F) None of the above

Question 5

Billy Ray Cyprus is impressed that his subordinate, Billy Bob Thrompton, attended his alma mater and tends to award Billy Bob higher ratings than otherwise justified.This is an example of which of the following?

Accepted Answer

A)  Zeigarnic effect
B)  Constant bias
C)  Most-recent-performance error
D)  Halo effectE) C) and D)
F) A) and B)

Question 6

Older workers who have younger managers tend to receive lower ratings according to a 2003 study.

Accepted Answer

A) True 
 B)False

Question 7

Select the response most applicable to Behavioral Observation Scales (BOS) .

Accepted Answer

A)  Subordinates are rated on the frequency of the critical incidents.
B)  BOS compares the performance of each worker with that of every other person in the work group.
C)  BOS is an objective measure of performance.
D)  BOS is the most frequently used technique of performance appraisal.E) A) and B)
F) A) and C)

Question 8

To improve performance appraisals, .

Accepted Answer

A)  validity must be higher than reliability
B)  the organization must provide training and feedback
C)  supervisors must rely solely on judgmental methods of appraisal
D)  the organization should not allow immediate supervisors to perform the evaluationE) A) and B)
F) C) and D)

Question 9

Which of the following is true regarding peer ratings?

Accepted Answer

A)  Peer ratings tend to be higher than ratings by superiors.
B)  There is a positive correlation between peer ratings and promotion.
C)  Peer ratings have lower interrater reliability than ratings by superiors.
D)  All of the aboveE) A) and B)
F) All of the above

Question 10

Shore, Cleveland and Goldberg (2003)  found that older employees who had younger managers tended to receive lower ratings.This is an example of .

Accepted Answer

A)  racial bias
B)  age bias
C)  normative influence
D)  representative discriminationE) B) and C)
F) C) and D)

Question 11

Supervisors high in role conflict tend to give higher than justified performance evaluations.

Accepted Answer

A) True 
 B)False

Question 12

is a performance appraisal techniques in which supervisors rate employees according to a prescribed distribution of ratings, similar to grading on a curve.

Accepted Answer

A)  The forced distribution technique
B)  BARS
C)  BOS
D)  The force-choice techniqueE) All of the above
F) A) and D)

Question 13

EEOC compliance criteria include which of the following?

Accepted Answer

A)  Well trained supervisors
B)  Focus on personality characteristics
C)  Discarding of all notes, records, and documentation after six months
D)  Union acceptance of selection criteriaE) None of the above
F) B) and D)

Question 14

Mary is rating the job performance of her subordinates by identifying the degree to which they display specific behaviors that are important to success or failure on the job.This is an example of the performance appraisal technique.

Accepted Answer

A)  forced-choice
B)  forced distribution
C)  behaviorally anchored rating scales (BARS) 
D)  behavioral observation scale (BOS) E) All of the above
F) B) and D)

Question 15

Select the response most applicable to Behaviorally Anchored Rating Scales (BARS) .

Accepted Answer

A)  Employees are evaluated in terms of critical incidents.
B)  Appraisers rate critical employee behaviors.
C)  BARS are criticized for lack of validity.
D)  BARS is more costly to develop than the forced choice technique.E) B) and C)
F) A) and D)

Question 16

Performance appraisal as conducted in organizations today is largely which may help explain why correlations between ratings and results-oriented job performance criteria are relatively _.

Accepted Answer

A)  satisfactory; high
B)  unsatisfactory; high
C)  satisfactory; low
D)  unsatisfactory; lowE) C) and D)
F) A) and B)

Question 17

Overall, the performance appraisal process gets a good rating from employees and managers.

Accepted Answer

A) True 
 B)False

Question 18

What should employers do to protect themselves against bias claims?

Accepted Answer

A)  Have all employees sign a "no bias claim clause" as a condition of employment.
B)  Base personnel decisions on a well-designed performance review program.
C)  Recruit mostly those candidates who have been recommended by current employees.
D)  Not use selection tests.E) A) and D)
F) None of the above

Question 19

The BARS and BOS approaches to merit rating attempt to evaluate performance in terms of specific behaviors critical to success or failure on the job.

Accepted Answer

A) True 
 B)False

Question 20

The forced-choice technique prevents raters from knowing how favorable the ratings they are giving their employees are.

Accepted Answer

A) True 
 B)False

Exam 5: Performance Appraisal

What should employers do to protect themselves against bias claims?

Correct AnswerverifiedShow Answer

Performance appraisal as conducted in organizations today is largely which may help explain why correlations between ratings and results-oriented job performance criteria are relatively _.

Correct AnswerverifiedShow Answer

Shore, Cleveland and Goldberg (2003) found that older employees who had younger managers tended to receive lower ratings.This is an example of .

Correct AnswerverifiedShow Answer

The forced-choice technique prevents raters from knowing how favorable the ratings they are giving their employees are.

Correct AnswerverifiedShow Answer

Labor unions support appraisal systems because of their commitment to seniority.

Correct AnswerverifiedShow Answer

Billy Ray Cyprus is impressed that his subordinate, Billy Bob Thrompton, attended his alma mater and tends to award Billy Bob higher ratings than otherwise justified.This is an example of which of the following?

Correct AnswerverifiedShow Answer

The primary purpose of the post-appraisal interview is to .

Correct AnswerverifiedShow Answer

EEOC compliance criteria include which of the following?

Correct AnswerverifiedShow Answer

To improve performance appraisals, .

Correct AnswerverifiedShow Answer

Supervisors high in role conflict tend to give higher than justified performance evaluations.

Correct AnswerverifiedShow Answer

The BARS and BOS approaches to merit rating attempt to evaluate performance in terms of specific behaviors critical to success or failure on the job.

Correct AnswerverifiedShow Answer

is a performance appraisal techniques in which supervisors rate employees according to a prescribed distribution of ratings, similar to grading on a curve.

Correct AnswerverifiedShow Answer

Antonioni and Park (2001) found that pares of peer raters who shared a score on conscientiousness were likely to give each other higher ratings than those pares who shared a conscientiousness score on the other end of the continuum.

Correct AnswerverifiedShow Answer

Mary is rating the job performance of her subordinates by identifying the degree to which they display specific behaviors that are important to success or failure on the job.This is an example of the performance appraisal technique.

Correct AnswerverifiedShow Answer

Select the response most applicable to Behaviorally Anchored Rating Scales (BARS) .

Correct AnswerverifiedShow Answer

Performance appraisals are useful for doing which of the following?

Correct AnswerverifiedShow Answer

Which of the following is true regarding peer ratings?

Correct AnswerverifiedShow Answer

Older workers who have younger managers tend to receive lower ratings according to a 2003 study.

Correct AnswerverifiedShow Answer

Overall, the performance appraisal process gets a good rating from employees and managers.

Correct AnswerverifiedShow Answer

Select the response most applicable to Behavioral Observation Scales (BOS) .

Correct AnswerverifiedShow Answer

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