Quiz

1.
Which of the following is a disadvantage of forced distribution? 

• [removed]

May be inaccurate if a group of employees is either very effective or ineffective

[removed]

Provides little basis for individual feedback and development

[removed]

Forces raters to make distinctions among employees

[removed]

Difficult to make comparisons across employees

 

2.
To avoid legal difficulties regarding performance appraisals, organizations should

[removed]

allow supervisors flexibility in the appraisal process

[removed]

provide written instructions and train supervisors on the rating system

[removed]

use the competitors appraisal system

[removed]

train supervisors on how to skip embarrassing questions

 

3.
Most companies require that appraisal results be

[removed]

discussed with the employee

[removed]

e-mailed to the employee

[removed]

only provided on an annual basis  

[removed]

sent by certified mail to the employee

 

4.
Prior to the performance-feedback interview, the supervisor should

[removed]

refrain from speaking to subordinates

[removed]

communicate frequently with subordinates about their performance

[removed]

have a coworker complete the entire appraisal

[removed]

set aside a maximum of 15 minutes to write the appraisal

    

5.
________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.

[removed]

Reliability

[removed]

Sensitivity

[removed]

Relevance

[removed]

Acceptability

 

6.
Which of the following is an advantage of narrative essays? 

[removed]

Good for making comparisons across employees

[removed]

Good for individual feedback and development

[removed]

Provides a direct link between job analysis and performance appraisal

[removed]Forces raters to make distinctions among employees 

7.
The answer to the question “What really makes the difference between success and failure on a particular job, and according to whom?” determines

[removed]

reliability

[removed]

coherence

[removed]

sensitivity

[removed]

relevance

 

8.
Supervisors that excel at conducting performance-feedback interviews typically have received _________ prior to conducting appraisals.

[removed]

a promotion

[removed]

training

[removed]

vacation

[removed]

a bonus

  

9.
_____ translate job requirements into levels of acceptable or unacceptable employee behavior.

[removed]

Absolute rating systems

[removed]

Qualitative analyses

[removed]

Performance standards

[removed]

Reliability judgments

 

10.
Appraisals provide legal and formal organizational justification for

[removed]

employment decisions

[removed]

high executive salaries

[removed]

bringing legal action against employees

[removed]

keeping unions out

 

11.
The advantage of using a behavioral checklist is that

[removed]

it is good for individual feedback and development

[removed]

it focuses directly on job behaviors

[removed]

it provides a direct link between job analysis and performance appraisal

[removed]

the meaning of response categories is generally interpreted similarly by various raters

 

12.
To minimize defensive behavior, procedures used for promotion decisions must be

[removed]

rigid

[removed]

changed frequently

[removed]

fair

[removed]

flexible

     

13.
Psychologically, promotions help satisfy employees’ need for

[removed]

discipline

[removed]

superiority

[removed]

security

[removed]

separation

 

14.
One requirement of sound appraisal systems is _____, which refers to consistency of judgment.

[removed]reliability[removed]

acceptability

[removed]sensitivity[removed]relevance 

15.
From the organizations perspective, the four broad types of internal moves include 

[removed]

layoffs, retirements, resignations, and demotions

[removed]

promotions, demotions, transfers, and relocations

[removed]

demotions, transfers, relocations, and resignations    

[removed]

promotions, demotions, transfers, and layoffs