Question :
Multiple Choice Questions
26. To ensure a legally defensible performance appraisal : 1234410
Multiple Choice Questions
26. To ensure a legally defensible performance appraisal system, all of the following procedures are recommended EXCEPT:
A) Setting specific performance standards for employees.
B) Having a performance review process for each employee.
C) Making the performance appraisal process different for all employees within a job family.
D) Including a formal appeal process.
E) Using more than one independent evaluator of performance.
27. The rating method for _____ is to have the rater record specific observations of the ratee’s performance and then compare those observations to anchors on the rating scale to determine the most valid rating.
A) Straight ranking
B) BARS
C) paired comparison
D) forced distribution
E) MBO
28. In a department where there are clearly defined and measurable performance standards, the performance appraisal method that would work well for a manager who is independently reviewing a department of 15 people to identify who will and will not be eligible for a bonus would be:
A) Paired comparisons
B) Behaviorally anchored rating scales (BARS)
C) Management by objectives (MBO)
D) Forced choice
E) Behavioral Observation Scales
29. Leniency refers to:
A) The tendency to rate employees towards the center of the scale regardless of actual performance.
B) The extent to which raters agree on an evaluation.
C) The degree to which the performance of ratees can be differentiated on each performance dimension.
D) The tendency to rate employees at the high end of the scale regardless of actual performance.
E) The tendency to allow a rating on one dimension to influence ratings of other dimensions for an employee.
30. Which of the following categories of performance outcomes have been identified as being generally applicable to all jobs?
A) quality, quantity, timeliness, cost-effectiveness, dependability
B) quality, timeliness, cost-effectiveness, need for supervision, integrity
C) timeliness, cost-effectiveness, need for supervision, interpersonal impact, loyalty
D) quality, quantity, timeliness, cost-effectiveness, need for supervision, interpersonal impact
E) quantity, timeliness, cost-effectiveness, motivation, interpersonal impact
31. Behaviorally Anchored Rating Scales (BARS) refer to:
A) Graphic rating scales with specific behavioral descriptions defining various points along the scale for each performance dimension.
B) Comparisons among ratee’s performance.
C) A record of outcomes produced on a specified job function during a specified time period.
D) Comparisons between specific, quantifiable target goals and the actual results achieved by an employee.
E) Ratings made in the context of opportunities to perform at a certain level.
32. Management by Objectives (MBO):
A) Provides brief descriptions of levels of performance.
B) Selects the anchor which is most descriptive of the person being appraised.
C) Requires the rater to indicate how frequently the ratee has performed each of the listed behaviors.
D) Calls for comparison between specific, quantifiable target goals and the actual results achieved by an employee.
E) Makes comparisons among ratees according to some measure of effectiveness or simply overall effectiveness.
33. Performance refers to:
A) Brief descriptions of the traits, personal characteristics, or competencies of the performer.
B) A process that requires raters to rank ratees on the basis of quantifiable goals.
C) Efforts to control rating bias by requiring raters to indicate how frequently the ratee has performed listed behaviors.
D) Comparison between specific, quantifiable target goals and the actual results achieved by an employee.
E) Record of outcomes produced on a specified job function or activity during a specified period of time.
34. Joy and her manager agreed in January that in order to be ready to take on a new group project in June, Joy should complete a class that would certify her in project planning. Both Joy and her manager agreed that 6 months was a reasonable time frame for completing this course, and earning the certification. How Joy is rated at the end of the review period, if she is not able to attend the training by June will depend on if her manager believes that there ______ that did not allow Joy to complete the objective.
A) was a lack of utility
B) should have been BOS
C) were situational constraints
D) was a central tendency effect
E) were anchoring effects
35. All of the following are attempts to control intentional rating errors EXCEPT:
A) using forced distribution or other forms of ratee comparison systems
B) using multirater systems.
C) requiring cross-checks or reviews of ratings by other people
D) training raters how to provide negative evaluation.
E) providing frame-of-reference training.
