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This set of Performance Management Multiple Choice Questions & Answers (MCQs) focuses on Performance Management Unit 3 Set 2

Q1 | Which performance appraisal technique lists traits and a range of performance?
  • alternation ranking
  • graphic rating scale
  • Likert
  • MBO
Q2 | What do performance appraisals measure?
  • generic dimensions of performance
  • performance of actual duties
  • employee competency
  • all of the above
Q3 | Who is the primary person responsible for doing the actual appraising of an employee’sperformance?
  • the employee’s direct supervisor
  • the company appraiser
  • the human resource manager
  • none of the above
Q4 | Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the _____ method of performance appraisal.
  • graphic ranking scale
  • constant sum ranking scale
  • alternation ranking
  • paired comparison
Q5 | Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to _____.
  • impression management
  • bias
  • stereotyping
  • halo effects
Q6 | What is another term for 360-degree feedback?
  • feedback loop
  • multi-source assessment
  • upward feedback
  • circle feedback
Q7 | Rating of all employees equal such as 'good' is called
  • lenient tendency
  • strict tendency
  • biasing tendency
  • central tendency
Q8 | New performance appraisal systems and incentives usage is part of
  • mobilize commitment
  • consolidation of gains
  • creating guiding coalition
  • reinforcement of new programs
Q9 | When appraisals are made by superiors, peers, subordinates and clients then it is called ____.
  • 360 degree feedback
  • 180 degree feedback
  • Self – appraisal
  • None of the above
Q10 | Which company first developed the 360 degree system of appraisal?
  • Wipro in 1990
  • Godrej Soaps in 1991
  • General Electric, US in 1992
  • None of the above
Q11 | Which factors lower the accuracy rate of the rater?
  • The rater is aware of personal biases and is willing to take action to minimize their effect
  • Performance factors are properly defined
  • The rater has documented behaviors to improve the recall
  • The rater is unable to express himself or herself honestly and unambiguously
Q12 | Which is the simplest and most popular technique for appraising employee performance?
  • Rating Scales
  • Critical Incident
  • Cost accounting
  • BARS
Q13 | Which of these is a major weakness of the forced distribution method?
  • Assumes that employee performance levels always conform to a normal distribution
  • Work is reliable
  • The error of central tendency
  • None of the above
Q14 | What do behaviourally anchored scales represent?
  • The scales are anchored by descriptions of actual job behavior
  • Superiors would feel comfortable to give feedback
  • A range of descriptive statements of behaviour varying from the least to the most effective
  • None of the above
Q15 | Who conducts the field review method?
  • Peers
  • Supervisor
  • Subordinates
  • Someone from corporate office or the HR department
Q16 | Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals?
  • difficult to implement
  • harm to employee morale
  • high costs of administration
  • standardization of group sizes
Q17 | The first step in developing a behaviorally anchored rating scale is to _________
  • develop performance dimensions
  • generate critical incidents
  • compare subordinates
  • reallocate incidents
Q18 | Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?
  • Employee performance standards are closely aligned with Wilson Consulting's long-term strategic plans.
  • Other departments at Wilson Consulting have seen employee performance improve because of providing ongoing evaluations.
  • Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance.
  • Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department.
Q19 | Which of the following best describes a behaviorally anchored rating scale?
  • chart of paired subordinates ranked in order of performance
  • combination of narrative critical incidents and quantified performance scales
  • diary of positive and negative examples of a subordinate's work performance
  • predetermined percentages of subordinates in various performance categories
Q20 | Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance. What should Stacey do next?
  • create a final appraisal instrument
  • develop performance dimensions
  • rank employees from high to low
  • reallocate the incidents
Q21 | What is the primary disadvantage of developing a behaviorally anchored rating scale?
  • costly
  • time consuming
  • unreliable
  • lack of feedback for subordinates
Q22 | Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made?
  • behaviorally anchored rating scale
  • management by objective
  • narrative form technique
  • forced distribution
Q23 | It is most important that supervisors who choose management by objectives as aperformance appraisal tool use __________
  • SMART goals
  • EPM systems
  • computerized notes
  • graphic rating scales
Q24 | All the following are benefits of using computerized or Web-based performance appraisalsystems EXCEPT _________
  • merging examples with performance ratings
  • helping managers maintain computerized notes
  • allowing employees to perform self-evaluations
  • enabling managers to monitor employees' computers
Q25 | Which of these is an issue while designing an appraisal programme?
  • Quality
  • What methods of appraisal are to be used
  • Quantity
  • Cost of effectiveness