HR MANAGEMENT
FINAL EXAM
Chapter 7:
1. In the workplace, which of the following might have the least importance as
it relates to rating errors? Traning
2. Which of the following is a good recommendation for developing an effective
appraisal process? Allow appraisers regular contact with the employee
being evaluated.
3. There are many ways to avoid appraisal problems. For instance, supervisors can be
trained on how to eliminate rating errors. Which of the following is NOT another
way to avoid appraisal problems? Use multiple rating scales for the same
behavior.
4. In the workplace, which of the following might have the least importance as
it relates to ratingerrors? Training
5. Strictness or leniency is NOT a problem with which of the following approaches?
Ranking.
6. A performance appraisal technique that uses multiple raters, such as peers,
subordinates, supervisors, and clients, is 360-degree
7. Bob, a very successful salesperson paid on straight commission, has been told that
he should be less aggressive with customers and has attended workshops that have
shown him how to effectively communicate in a less aggressive fashion.
However, Bob continues to behave in the same way. Which of the following
would most likely be the issue? The reward system in Bob’s organization does
not match the performance expectations.
8. Vanessa is an attractive woman who routinely gets very good performance
appraisals from her male supervisors in spite of having results that are very
similar to those of her co-workers. This is likely an example of which rating
problem? Appraisal bias.
9. Effective performance management links individual goals with
organizational strategy.
10. Which appraisal method has the advantage of being very accurate and
providing higher inter-rater reliability, but the disadvantage of being difficult to
develop? Behaviorally anchored rating scale(bars).
11. Which of the following is NOT a benefit of performance management?
Enhancing organizational technology.
12. What is a key challenge with using a management by objectives approach
to performance appraisal? It is too time consuming.
,13. What is the major difference between a job description and
performance expectations? Performance expectations are very specific to the
position and are measurable.
14. Understanding and dealing with defensiveness is an important appraisal
skill. Which of the following is a good way to deal with a defensive
employee? Recognize that defensive behavior is normal.
15. What do we call the process encompassing all activities related to
improving employee performance, productivity, and effectiveness?
Performance management.
16. Grace, a firefighter, is engaged in a critical incident method of performance
evaluation. What would likely be the behaviors that would be most important
in this evaluation? Behaviors involved in fighting a fire.
17. A 360-degree appraisal requires training for all of the following, except clients.
18. Within which step of MBO do department heads and employees set short-
term performance targets? Step 3: Discuss departmental goals.
19. Within which step of the performance management process do we ensure
realistic job demands and alignment with the organization's strategy? Step 1:
Defining Performance Expectations.
20. Which of the following is good advice for conducting a performance
appraisal interview? Make sure the person understands how he or she should
improve his or her performance.
21. Nadia is working hard as an administrative assistant at Provincial Senior
University. She likes her co-workers and is happy with her job, but really
thinks that the work that she does, particularly compiling statistics on student
retention and performance, is pretty mindless. What seems to be missing in
Nadia's job? There should be a direct connection for Nadia between her
work and the strategy of the organization, in order to provide meaning to
her work.
22. Although performance management techniques in high- and low-performing
organizations are essentially the same, managers in high-performing
organizations tend to conduct and implement appraisals and manage
performance on a daily basis.
23. As a manager, Edwin is faced with a difficult Problem long dash—Todd, who
reports to Edwin, has demonstrated disappointing performance, which Edwin
believes is based on a misunderstanding of expectations. What type of appraisal
interview should Edwin conduct? An unsatisfactory performance-
correctable interview.
24. A performance improvement plan is a(n) action plan.
,25. Management by objectives include all of the following, except aligning
compensation goals.
26. Paula is completing a performance rating form on members of her staff, who are
all lifeguards. She wants to ensure that she can identify specific behaviours to
give her staff feedback for improvement. Which method should she use?
Behaviorally anchored rating scale.
27. In the performance management process, who should be primarily responsible
for monitoring performance? The employee him or herself.
28. Which formal appraisal method ranks employees from best to worst on
a particular trait? Alternation raking method.
29. Mariam wants to improve as an employee and needs to know specifically how
she has performed and how she can improve. Which method of performance
appraisal would be most appropriate for this purpose? Critical incident method.
30. Upward feedback is a term used when subordinates conduct the appraisal.
31. Which of the following statements regarding the advantages of the behaviorally
anchored rating scale (BARS) method of performance evaluation is FALSE?
BARS is developed by the supervisor who knows the job better than
anyone else does. The result should therefore be a good measure of
performance on that job.
32. The alternation ranking, paired comparison, and forced distribution methods of
performance appraisal attempt to overcome a problem with a graphic rating scale.
What problem is this? Tendency for managers to rate all employees as
average.
33. The 360-degree feedback approach is popular among Canadian employers, despite
such problems as the amount of time and effort involved and lack of fit with
strategic goals and other HR practices. What is another problem with 360-degree
feedback? There is a lack of trust in the system by employees.
34. Which of the following is NOT one of the guidelines for developing an effective
appraisal process? Performance appraisals should be carried out by a member
of the HR department.
35. Effective performance management requires close ties among appraisal
results, rewards, and recognition outcomes.
36. Which of the following statements about types of formal appraisal
interviews is FALSE? The objective of the satisfactory performance-not
promotable employee discussion is to improve or develop performance.
37. Which of the following is NOT an advantage of behaviourally anchored rating
scales relative to other measures? The measure can be used across different
jobs in an organization.
, 38. Which of the following would not be considered part of the
performance management process? Developing health and safety
programs.
CHAPTER 7B:
39. Which of the following is a guideline for conducting an appraisal interview?
Develop an action plan.
40. Michelle is a bright and promising new employee in her organization, but she
does not seem to be living up to expectations as shown by her performance
appraisals. She is pleased by the pay that she receives and is looking forward to
participating in development workshops. What part of the performance
management process seems to be the greatest problem in Michelle's case?
Defining performance expectations.
41. When a performance appraisal (PA) scale is too open to interpretation of
traits and standards, it leads to which of the following structural problems in
the
PA process? Unclear performance standards.
42. Performance management includes all of the following, except networking.
43. High-performing organizations have more frequent management
of performance than low-performing organizations.
44. The key success factor for effective performance appraisal that will lead to
optimum employee performance is the quality of the performance
appraisal dialogue.
45. Which formal appraisal method ranks employees by comparing every employee
to every other employee? Paired comparison method.
46. There are numerous rating scale problems with performance appraisals, such as
unclear performance standards and halo effect. Which of the following is NOT
another rating scale problem with performance appraisals? Recency effect.
47. Which formal appraisal method keeps a log of desirable or undesirable
incidents of each employee's work-related behaviour? Critical incident
method.
48. Which of the following factors might unfairly influence or bias the results for
the hiring of a supervisor? Previous performance.
49. Tradeco executives have noticed an increase in turnover and a drop in satisfaction
among low-level employees. Supervisors are at a loss to explain what is
happening but some departing employees have mentioned negative supervisory
behaviour as a factor in their decision to leave. What could Tradeco do about this?
Conduct a subordinate appraisal of supervisors.
50. In dealing with employee performance issues, legal experts suggest following
seven steps. Which of the following is one of those steps? Let the employee
know that his or her performance is unacceptable and ex-plain your
minimum expectations.
51. What is the best way to ensure effective performance management?
Maintaining quality dialogue between manager and employee.
FINAL EXAM
Chapter 7:
1. In the workplace, which of the following might have the least importance as
it relates to rating errors? Traning
2. Which of the following is a good recommendation for developing an effective
appraisal process? Allow appraisers regular contact with the employee
being evaluated.
3. There are many ways to avoid appraisal problems. For instance, supervisors can be
trained on how to eliminate rating errors. Which of the following is NOT another
way to avoid appraisal problems? Use multiple rating scales for the same
behavior.
4. In the workplace, which of the following might have the least importance as
it relates to ratingerrors? Training
5. Strictness or leniency is NOT a problem with which of the following approaches?
Ranking.
6. A performance appraisal technique that uses multiple raters, such as peers,
subordinates, supervisors, and clients, is 360-degree
7. Bob, a very successful salesperson paid on straight commission, has been told that
he should be less aggressive with customers and has attended workshops that have
shown him how to effectively communicate in a less aggressive fashion.
However, Bob continues to behave in the same way. Which of the following
would most likely be the issue? The reward system in Bob’s organization does
not match the performance expectations.
8. Vanessa is an attractive woman who routinely gets very good performance
appraisals from her male supervisors in spite of having results that are very
similar to those of her co-workers. This is likely an example of which rating
problem? Appraisal bias.
9. Effective performance management links individual goals with
organizational strategy.
10. Which appraisal method has the advantage of being very accurate and
providing higher inter-rater reliability, but the disadvantage of being difficult to
develop? Behaviorally anchored rating scale(bars).
11. Which of the following is NOT a benefit of performance management?
Enhancing organizational technology.
12. What is a key challenge with using a management by objectives approach
to performance appraisal? It is too time consuming.
,13. What is the major difference between a job description and
performance expectations? Performance expectations are very specific to the
position and are measurable.
14. Understanding and dealing with defensiveness is an important appraisal
skill. Which of the following is a good way to deal with a defensive
employee? Recognize that defensive behavior is normal.
15. What do we call the process encompassing all activities related to
improving employee performance, productivity, and effectiveness?
Performance management.
16. Grace, a firefighter, is engaged in a critical incident method of performance
evaluation. What would likely be the behaviors that would be most important
in this evaluation? Behaviors involved in fighting a fire.
17. A 360-degree appraisal requires training for all of the following, except clients.
18. Within which step of MBO do department heads and employees set short-
term performance targets? Step 3: Discuss departmental goals.
19. Within which step of the performance management process do we ensure
realistic job demands and alignment with the organization's strategy? Step 1:
Defining Performance Expectations.
20. Which of the following is good advice for conducting a performance
appraisal interview? Make sure the person understands how he or she should
improve his or her performance.
21. Nadia is working hard as an administrative assistant at Provincial Senior
University. She likes her co-workers and is happy with her job, but really
thinks that the work that she does, particularly compiling statistics on student
retention and performance, is pretty mindless. What seems to be missing in
Nadia's job? There should be a direct connection for Nadia between her
work and the strategy of the organization, in order to provide meaning to
her work.
22. Although performance management techniques in high- and low-performing
organizations are essentially the same, managers in high-performing
organizations tend to conduct and implement appraisals and manage
performance on a daily basis.
23. As a manager, Edwin is faced with a difficult Problem long dash—Todd, who
reports to Edwin, has demonstrated disappointing performance, which Edwin
believes is based on a misunderstanding of expectations. What type of appraisal
interview should Edwin conduct? An unsatisfactory performance-
correctable interview.
24. A performance improvement plan is a(n) action plan.
,25. Management by objectives include all of the following, except aligning
compensation goals.
26. Paula is completing a performance rating form on members of her staff, who are
all lifeguards. She wants to ensure that she can identify specific behaviours to
give her staff feedback for improvement. Which method should she use?
Behaviorally anchored rating scale.
27. In the performance management process, who should be primarily responsible
for monitoring performance? The employee him or herself.
28. Which formal appraisal method ranks employees from best to worst on
a particular trait? Alternation raking method.
29. Mariam wants to improve as an employee and needs to know specifically how
she has performed and how she can improve. Which method of performance
appraisal would be most appropriate for this purpose? Critical incident method.
30. Upward feedback is a term used when subordinates conduct the appraisal.
31. Which of the following statements regarding the advantages of the behaviorally
anchored rating scale (BARS) method of performance evaluation is FALSE?
BARS is developed by the supervisor who knows the job better than
anyone else does. The result should therefore be a good measure of
performance on that job.
32. The alternation ranking, paired comparison, and forced distribution methods of
performance appraisal attempt to overcome a problem with a graphic rating scale.
What problem is this? Tendency for managers to rate all employees as
average.
33. The 360-degree feedback approach is popular among Canadian employers, despite
such problems as the amount of time and effort involved and lack of fit with
strategic goals and other HR practices. What is another problem with 360-degree
feedback? There is a lack of trust in the system by employees.
34. Which of the following is NOT one of the guidelines for developing an effective
appraisal process? Performance appraisals should be carried out by a member
of the HR department.
35. Effective performance management requires close ties among appraisal
results, rewards, and recognition outcomes.
36. Which of the following statements about types of formal appraisal
interviews is FALSE? The objective of the satisfactory performance-not
promotable employee discussion is to improve or develop performance.
37. Which of the following is NOT an advantage of behaviourally anchored rating
scales relative to other measures? The measure can be used across different
jobs in an organization.
, 38. Which of the following would not be considered part of the
performance management process? Developing health and safety
programs.
CHAPTER 7B:
39. Which of the following is a guideline for conducting an appraisal interview?
Develop an action plan.
40. Michelle is a bright and promising new employee in her organization, but she
does not seem to be living up to expectations as shown by her performance
appraisals. She is pleased by the pay that she receives and is looking forward to
participating in development workshops. What part of the performance
management process seems to be the greatest problem in Michelle's case?
Defining performance expectations.
41. When a performance appraisal (PA) scale is too open to interpretation of
traits and standards, it leads to which of the following structural problems in
the
PA process? Unclear performance standards.
42. Performance management includes all of the following, except networking.
43. High-performing organizations have more frequent management
of performance than low-performing organizations.
44. The key success factor for effective performance appraisal that will lead to
optimum employee performance is the quality of the performance
appraisal dialogue.
45. Which formal appraisal method ranks employees by comparing every employee
to every other employee? Paired comparison method.
46. There are numerous rating scale problems with performance appraisals, such as
unclear performance standards and halo effect. Which of the following is NOT
another rating scale problem with performance appraisals? Recency effect.
47. Which formal appraisal method keeps a log of desirable or undesirable
incidents of each employee's work-related behaviour? Critical incident
method.
48. Which of the following factors might unfairly influence or bias the results for
the hiring of a supervisor? Previous performance.
49. Tradeco executives have noticed an increase in turnover and a drop in satisfaction
among low-level employees. Supervisors are at a loss to explain what is
happening but some departing employees have mentioned negative supervisory
behaviour as a factor in their decision to leave. What could Tradeco do about this?
Conduct a subordinate appraisal of supervisors.
50. In dealing with employee performance issues, legal experts suggest following
seven steps. Which of the following is one of those steps? Let the employee
know that his or her performance is unacceptable and ex-plain your
minimum expectations.
51. What is the best way to ensure effective performance management?
Maintaining quality dialogue between manager and employee.
