Performance Management Unit 3 Set 2

Q1 | Which performance appraisal technique lists traits and a range of performance?

Q2 | What do performance appraisals measure?

Q3 | Who is the primary person responsible for doing the actual appraising of an employee’sperformance?

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.

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 _____.

Q6 | What is another term for 360-degree feedback?

Q7 | Rating of all employees equal such as 'good' is called

Q8 | New performance appraisal systems and incentives usage is part of

Q9 | When appraisals are made by superiors, peers, subordinates and clients then it is called ____.

Q10 | Which company first developed the 360 degree system of appraisal?

Q11 | Which factors lower the accuracy rate of the rater?

Q12 | Which is the simplest and most popular technique for appraising employee performance?

Q13 | Which of these is a major weakness of the forced distribution method?

Q14 | What do behaviourally anchored scales represent?

Q15 | Who conducts the field review method?

Q16 | Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals?

Q17 | The first step in developing a behaviorally anchored rating scale is to _________

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?

Q19 | Which of the following best describes a behaviorally anchored rating scale?

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?

Q21 | What is the primary disadvantage of developing a behaviorally anchored rating scale?

Q22 | Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made?

Q23 | It is most important that supervisors who choose management by objectives as aperformance appraisal tool use __________

Q24 | All the following are benefits of using computerized or Web-based performance appraisalsystems EXCEPT _________

Q25 | Which of these is an issue while designing an appraisal programme?