Question : 41. All of the following problems that contribute to the : 1265478

41. All of the following are problems that contribute to the inaccuracy of performance appraisals except:

a. deficiency. b. unreliability. c. invalidity.

d. recording.

42. Performance feedback is more likely to lead to increased job performance when it is:

a. constructive and specific.

b. provided in written form only. c. not recorded.

d. one-way communication.

43. A key criticism of self-evaluations is:

a. the decrease in commitment to organizational goals.

b. they have not been shown to lead to more satisfying and constructive evaluation interviews. c. they often conflict with supervisory evaluations.

d. they have been shown to have no relationship to improving job performance.

44. Which of the following is NOT true of the characteristics of 360-degree feedback?

a. It is a tactic to improve the accuracy of performance appraisals.

b. When combined with self-evaluations, there is a high level of agreement with supervisory evaluations. c. It provides a well-rounded view of performance from superiors, peers, followers, and customers.

d. High levels of agreement may not necessarily be desirable if the intent of the 360-degree evaluation is to

45. As part of a performance appraisal, companies develop employees and enhance careers through:

a. electronic performance monitoring. b. self-evaluation.

c. coaching and counseling. d. empathetic listening.

46. The reliability of an effective performance appraisal system comes from ensuring:

a. the appropriate dimensions of performance are appraised.

b. that the dimensions of performance that are measured are constructed in a valid way.

c. that evaluations from multiple sources and at different times are captured over the course of the evaluation period.

d. that when evaluations are conducted employees clearly understand what dimensions are being evaluated.

47. Traditional organizational reward systems in the United States place value on:

a. entitlement.

b. group performance.

c. non-specific performance standards. d. individual performance.

48. Reward allocation decisions involve:

a. sequential decisions about which outcomes will be rewarded.

b. simultaneous decisions about which people to reward, how to reward them, and when to reward them.

c. a process of considering individual perceptions regarding instrumentalities and whether reward levels will be perceived equitable.

d. sequential decisions about which people to reward, how to reward them, and when to reward them.

49. The notion of entitlement at work is considered:

a. to engender active, responsible, adult behavior. b. to engender passive, irresponsible behavior.

c. to be necessary for developing expectations for high performance and appropriate rewards.

d. to define the consequence of rewarding high performance and developing achievement oriented behavior.

50. An informational cue that indicates the degree to which a person behaves the same way in other situations is known as _____.

a. consistency b. consensus

c. distinctiveness d. inconsistency