Question : 36. Which of the following statements about MBO FALSE? A) : 1234411

 

36. Which of the following statements about MBO is FALSE?

A) It compares quantifiable target goals with actual results achieved by an employee.

B)  It has been shown to be useful for defining individual or unit performance related to strategic plans.

C) It is recommended as a method for comparing people or units.

D) It is a popular method of managerial appraisal.

E) It may be effective approach to motivating and improving employee performance.

37. Each of the following is legally desirable regarding performance appraisal procedures EXCEPT:

A) Providing a formal appeal process.

B) Outlining specific, objective performance standards.

C) Providing written instructions for raters to follow.

D) Training raters on rating errors and EEO laws.

E) Adapting procedures to meet unique requirements of employees of different races.

38. Company XYZ had a corporate goal to improve the quality of the products they produced.  Employees in the company had personal performance objectives that were associated with quality improvements.  If the quality improvement objectives were not met because of faulty raw materials purchased from a new vendor, which of the following would be true? 

A) The poor materials from the vendor should be considered a situational constraint when appraising the performance of the purchasing manager.

B) Only mangers should have a performance objective that is associated with the corporate goal to increase quality, not individuals responsible for production.

C) Employees should be concerned that the poor quality of the raw materials will cause the managers to be influenced by the central tendency effect.

D) When appraising the performance of an employee on the production line, the poor quality materials should be considered a situational constraint on their ability to meet quality standards.

E) Employees being rated will have a tendency to overestimate the effects of the poor quality materials on their ability to perform as compared to their managers, who will underestimate the effect.

39. Each of the following is TRUE regarding Comparisons Among Anchors (e.g., forced choice) EXCEPT:

A) The method requires rater to make comparisons among anchors for a job activity.

B)  The method is designed to reduce intentional rating bias in which the rater deliberately attempts to rate individuals high (or low) irrespective of their performance.

C) The method is well accepted by raters.

D) Anchor statements are chosen to be equal in desirability to make it more difficult for the rater to pick out the ones that can give the ratee the highest or lowest ratings.

E) Raters are not given the scoring scheme.

40. Each of the following is TRUE regarding Comparisons to Anchors (e.g., BARS, MBO, graphic rating scales, and summated rating scales) EXCEPT:

A) Method requires rater to compare the employee’s performance with specified anchors or descriptors.

B)  Method is very useful for providing feedback to employee.

C) Is easy and inexpensive to construct.

D) For the BARs method, actual behaviors are documented.

E) Generally, graphic rating scales use adjectives or numbers as anchors or descriptors.

41. Formal performance appraisal should have outcomes that are clearly linked to organizational __________.

A) demands

B)  requirements

C) goals

D) policies

E) ethics

42. One of the primary reasons that companies have turned to using forced distribution in their performance management systems is to overcome __________.

A) fundamental attribution error

B)  representativeness bias

C) availability bias

D) leniency bias

E) anchoring bias

43. __________ presents the rater with a limited number of categories and requires the rater to place a designated portion of the ratees into each category.

A) Comparisons among anchors

B)  Paired comparisons

C) Forced distribution

D) Straight ranking

E) Graphic rating scales

44. An employee does an excellent job at answering customer’s technical questions related to software.  However, they are not effective or efficient when it comes to completing paperwork, or working well with their peers.  The manager rates this employee as excellent in all performance categories.  This is an example of what performance appraisal error?

A) Halo effect

B) Horns effect

C) Recency

D) Severity

E) Central tendency

45. The __________ rating method presents raters with pairs of behavioral statements reflecting different levels of performance on the same performance dimension.

A) behaviorally anchored rating scales (BARS)

B) computerized adaptive rating scales (CARS)

C) management by objectives (MBO)

D) behavioral observation scales (BOS)

E) performance distribution assessment (PDA)

46. Which of the following is an appraisal method that makes comparisons between ratees performance?

A) check list

B) forced choice

C) management by objectives (MBO)

D) straight ranking

E) performance distribution assessment (PDA)

47. A manager believes that older workers are less likely to be able to improve performance than younger workers.  This thinking could lead to what form of performance appraisal error?

A) attribution error

B) bias

C) contamination

D) frame of reference

E) accountability

48. To ensure a supportive and creative atmosphere for the feedback session, the rater should:

A) Have one-way conversation with the ratee

B) Include several employees at once to brainstorm

C) Allow the employee to discuss their concerns in a two-way conversation

D) Keep the duration of the performance meeting as short as possible

E) Continue to take phone calls and accept interruptions from your staff during the meeting.

49. Which of the following is not a major factor causing inaccurate and unfair performance appraisal?

A) Lack of sufficient observation of employee’s work

B) Multiple sources of information related to performance

C) Raters who have not been trained despite demonstrated bias

D) Failing to consider situational constraints

E) Concern over the negative reaction of the individual being rated

50. A company that provides service of repairs of refrigerators has noticed that their overall performance has been declining over the past 3 years.  They are interested in increasing the performance of the entire team of service personnel, including measurements of time and cost of repair visits.  Which of the following is correct?

A) Management should be concerned with measurement of objectives being too objective

B) Management should pull together a team and design a ProMES program.

C) Management should focus on individual performance measurements and not try to measure aggregate performance

D) Management should implement a forced distribution performance appraisal system.

E) Management should understand that performance levels move up and down in cycles and they need to simply wait until the next cycle of increased performance begins.