Ch 24 Leadership, Leadership Ch. 23,
UAMS CON Leadership Fall 2020
Page 1
1. What should the manager do in completing an annual performance appraisal?
A) Consider good intentions as well as actual performance
B) Base the appraisal on a standard to which all are held accountable
C) Always make an effort to include subjective data
D) Closely observe the employee for the 2 weeks preceding the appraisal conference -
answerAns: B
Feedback:
For an objective appraisal, the manager must have a fair performance appraisal tool
that
is used for all employees in the same classification.
2. What increases the likelihood that the performance appraisal will have a positive
outcome?
A) The manager refrains from making any comments about the worker's performance
B) The employee is encouraged to identify three areas of satisfactory performance
C) The employee provides input into developing the performance standards
D) The manager identifies not more than three areas of deficient performance -
answerAns: C
Feedback:
If the employee has some input into developing the standards or goals on which his or
her performance is judged, there is more of a chance that the appraisal will have a
positive outcome. The remaining options fail to contribute to an effective performance
appraisal.
3. Although some subjectivity is inescapable in performance appraisals, what action can
the manager take to arrive at a more fair and accurate assessment?
A) Written anecdotal notes regarding the employee's performance should be
maintained throughout the evaluation period
B) Evaluation criteria that reflect on the employee as a person rather than just on
work performance should be used
C) Data gathered by the manager in preparation for the performance appraisal should
be limited to not more than two sources, so no conflicting information is received
D) The manager should rate all employees using central tendency whenever possible -
answerAns: A
Feedback:
Because a manager will tend to remember an employee's performance better in the
weeks or months directly preceding the appraisal, a manager should take notes on an
employee's performance throughout the year. The other options are less affective in
proving a balanced appraisal.
Page 2
4. Which statement accurately reflects self-appraisals?
A) Self-appraisals are more objective than the other types of appraisals
, Ch 24 Leadership, Leadership Ch. 23,
UAMS CON Leadership Fall 2020
B) Self-appraisals provide an opportunity to give positive feedback to employees
C) Self-appraisals usually require some introspection on the part of the employee
D) Self-appraisals should be read before the supervisor does an appraisal -
answerAns: C
Feedback:
Although they require some work on the employees' part, self-appraisals can provide
introspection and personal growth. The remaining options are not accurate statements.
5. Which statement is true regarding the Behaviorally Anchored Rating Scale (BARS)?
A) Has long been used as a performance appraisal tool in the health-care industry
B) Requires that a separate rating form be developed for each job classification
C) Is often referred to as a free-form review
D) Is a rapidly scored and administered performance appraisal tool - answerAns: B
Feedback:
The BARS key areas of responsibility are delineated and ranked by importance. This
system reduces subjectivity, but has the drawback of being time-consuming.
6. Which statement correctly describes using self-appraisal as a performance appraisal
tool?
A) It should always be totally unstructured so employees can write about whatever
they want to
B) It is effective because most employees are self-aware and rate themselves
accurately and appropriately
C) It works best when used in conjunction with other appraisal tools
D) It relieves the manager of the responsibility for preparing the performance
appraisal - answerAns: C
Feedback:
Because employees cannot be objective concerning their own performance, a
selfappraisal
is most effective when used in conjunction with other appraisal tools. The
remaining options are incorrect statements regarding self-appraisal tools.
Page 3
7. Why have health-care organizations been slow to adopt peer review?
A) It tends to be an inaccurate performance appraisal tool
B) Colleagues generally have little data they can contribute regarding a peer's work
performance
C) It requires staff be oriented to the process effectively
D) It works better for professionals such as physicians than for nurses - answerAns: C
Feedback:
Peer review is effective only when adequate time is spent orienting staff to the process
and the necessary support is provided to complete the process. The remaining options
are not generally considered barriers to the use of peer reviews.
UAMS CON Leadership Fall 2020
Page 1
1. What should the manager do in completing an annual performance appraisal?
A) Consider good intentions as well as actual performance
B) Base the appraisal on a standard to which all are held accountable
C) Always make an effort to include subjective data
D) Closely observe the employee for the 2 weeks preceding the appraisal conference -
answerAns: B
Feedback:
For an objective appraisal, the manager must have a fair performance appraisal tool
that
is used for all employees in the same classification.
2. What increases the likelihood that the performance appraisal will have a positive
outcome?
A) The manager refrains from making any comments about the worker's performance
B) The employee is encouraged to identify three areas of satisfactory performance
C) The employee provides input into developing the performance standards
D) The manager identifies not more than three areas of deficient performance -
answerAns: C
Feedback:
If the employee has some input into developing the standards or goals on which his or
her performance is judged, there is more of a chance that the appraisal will have a
positive outcome. The remaining options fail to contribute to an effective performance
appraisal.
3. Although some subjectivity is inescapable in performance appraisals, what action can
the manager take to arrive at a more fair and accurate assessment?
A) Written anecdotal notes regarding the employee's performance should be
maintained throughout the evaluation period
B) Evaluation criteria that reflect on the employee as a person rather than just on
work performance should be used
C) Data gathered by the manager in preparation for the performance appraisal should
be limited to not more than two sources, so no conflicting information is received
D) The manager should rate all employees using central tendency whenever possible -
answerAns: A
Feedback:
Because a manager will tend to remember an employee's performance better in the
weeks or months directly preceding the appraisal, a manager should take notes on an
employee's performance throughout the year. The other options are less affective in
proving a balanced appraisal.
Page 2
4. Which statement accurately reflects self-appraisals?
A) Self-appraisals are more objective than the other types of appraisals
, Ch 24 Leadership, Leadership Ch. 23,
UAMS CON Leadership Fall 2020
B) Self-appraisals provide an opportunity to give positive feedback to employees
C) Self-appraisals usually require some introspection on the part of the employee
D) Self-appraisals should be read before the supervisor does an appraisal -
answerAns: C
Feedback:
Although they require some work on the employees' part, self-appraisals can provide
introspection and personal growth. The remaining options are not accurate statements.
5. Which statement is true regarding the Behaviorally Anchored Rating Scale (BARS)?
A) Has long been used as a performance appraisal tool in the health-care industry
B) Requires that a separate rating form be developed for each job classification
C) Is often referred to as a free-form review
D) Is a rapidly scored and administered performance appraisal tool - answerAns: B
Feedback:
The BARS key areas of responsibility are delineated and ranked by importance. This
system reduces subjectivity, but has the drawback of being time-consuming.
6. Which statement correctly describes using self-appraisal as a performance appraisal
tool?
A) It should always be totally unstructured so employees can write about whatever
they want to
B) It is effective because most employees are self-aware and rate themselves
accurately and appropriately
C) It works best when used in conjunction with other appraisal tools
D) It relieves the manager of the responsibility for preparing the performance
appraisal - answerAns: C
Feedback:
Because employees cannot be objective concerning their own performance, a
selfappraisal
is most effective when used in conjunction with other appraisal tools. The
remaining options are incorrect statements regarding self-appraisal tools.
Page 3
7. Why have health-care organizations been slow to adopt peer review?
A) It tends to be an inaccurate performance appraisal tool
B) Colleagues generally have little data they can contribute regarding a peer's work
performance
C) It requires staff be oriented to the process effectively
D) It works better for professionals such as physicians than for nurses - answerAns: C
Feedback:
Peer review is effective only when adequate time is spent orienting staff to the process
and the necessary support is provided to complete the process. The remaining options
are not generally considered barriers to the use of peer reviews.
