Question :
41. Performance appraisal used for all of the following except:
a.evaluating : 1265096
41. Performance appraisal is used for all of the following except:
a.evaluating employee work behavior
b.making promotion and other reward decisions
c.identifying employee developmental needs
d.selecting persons from a pool of job applicants
42. The major function(s) of performance appraisal include:
a.to provide feedback on performance
b.to identify developmental needs
c.to make promotion and reward decisions
d.all of these
43. 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
44. All of the following are characteristics of 360-degree feedback except:
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 provide a full picture of an individual’s performance.
45. An effective performance appraisal system will contain or display all of the following except:
a.reliability
b.validity
c.self-correcting behavior
d.responsiveness
46. The reliability of an effective performance appraisal system comes from:
a.insuring the appropriate dimensions of performance are appraised
b.insuring that the dimensions of performance that are measured are constructed in a valid way
c.insuring that evaluations from multiple sources and at different times are captured over the course of the evaluation period
d.insuring 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 indicating the degree to which a person behaves the same way in other situations is known as:
a.consistency
b.consensus
c.distinctiveness
d.inconsistency
51. Kelley proposed that individuals make attributions based on information gathered in the form of:
a.consensus, distinctiveness, and attractiveness
b.consensus, distinctiveness, and consistency
c.attractiveness, distinctiveness, and consistency
d.attractiveness, consensus, and consistency
52. Minimal effort, lack of commitment, lack of motivation, and personal problems:
a.are external attributions for poor performance
b.are unresolveable and usually result in employee termination
c.are internal attributions for poor performance
d.can usually be solved with negative reinforcement
53. An important aspect of a mentoring relationship is:
a.disciplining the subordinate
b.coaching and counseling
c.peer feedback
d.formal training
54. The successful consequences of tri-mentoring, a formalized peer mentoring system, is based upon the recognition and importance of:
a.explicit or formal knowledge
b.360 degree feedback
c.the specificity of feedback
d.tacit knowledge
