Question :
11) A pitfall of using relative judgments for performance appraisal : 1346255
11) A pitfall of using relative judgments for performance appraisal is that they:
A) fail to clarify how great or small the performance differences are between employees.
B) force appraisers to make judgments based solely on performance standards.
C) focus too much on the individual rather than the individual’s performance.
D) provide inadequate information when making termination decisions.
12) Your CEO is considering the use of a relative judgment system for your company’s performance appraisal program. She asks you about the disadvantages to such a system, and it would be most appropriate for you to state that such systems:
A) provide unclear performance feedback to employees.
B) rely too much on employee competencies.
C) fail to measure job-relevant behavior.
D) are costly and time consuming.
13) A firm implementing a relative judgment performance appraisal system would most likely experience which of the following?
A) Employees comparing themselves to other employees
B) Managers making judgments based completely on performance standards
C) Managers grouping employees into two categories when evaluating performance
D) Employees receiving clear and useful information about improving their performance
14) You are discussing changing your performance appraisal system with your executive management team. The VP of Operations wants the ability to compare employees working for different managers in different areas of the plant. The best appraisal system for this would be a(n):
A) ranking system.
B) relative system.
C) absolute system.
D) behavior-based system.
15) Which of the following is most likely a true statement about relative and absolute judgment appraisal systems?
A) Relative judgments do not force raters to make distinctions between employees where none exist, but absolute judgments do.
B) Absolute judgments allow for equal ratings among employees, but relative judgments do not.
C) Absolute judgments tend to create conflict between employees, but relative judgments do not.
D) Relative judgments are easy to defend in court, but absolute judgments are not.
16) Which of the following is a disadvantage of an absolute judgment performance appraisal system?
A) Managers make irrelevant and unfair distinctions among employees
B) Conflict develops among employees competing for the best rating
C) Legal defense of evaluations is difficult
D) Standards vary among managers
17) An appraisal system that focuses on individuals rather than on any other factor is a(n):
A) absolute system.
B) behavioral system.
C) relative system.
D) trait-based system.
18) Which of the following is NOT a trait typically used on trait-based rating scales?
A) Decisiveness
B) Punctuality
C) Reliability
D) Energy
19) Which of the following is NOT a common criticism of trait appraisal instruments?
A) Lack of legal defensibility
B) Too much rater bias
C) Costly and time consuming
D) Ambiguous ratings
20) Bob wants to focus this year’s employee assessment interviews on discussing the traits each employee displays. You should most likely tell him that trait-based appraisal tools:
A) can be beneficial but are more expensive than other methods.
B) have a tendency to make employees defensive.
C) are illegal according to EEOC guidelines.
D) are helpful in boosting employee morale.
