Chapter 8 Performance Management correctly Answered
Chapter 8 Performance Management
MULTICHOICE
1. What is the key purpose of performance evaluations when they are used for pay-for-performance
decisions?
(A) signalling purpose
(B) symbolic purpose
(C) administrative purpose
(D) developmental purpose
Answer : (C)
2. How often should performance feedback be delivered?
(A) It should be done at least annually.
(B) It depends on the organizational culture, industry, and supervisor's style.
(C) It should be done at regular intervals-the more frequent the better.
(D) It should be an ongoing, regular part of supervisor-subordinate interactions.
Answer : (D)
3. Which of the following is NOT a developmental purpose of performance evaluation?
(A) meeting legal requirements
(B) providing performance feedback
(C) improving communication
(D) identifying an individual's strengths and weaknesses
Answer : (A)
4. Which of the following are the two primary purposes of performance evaluations?
(A) informative and developmental purposes
(B) administrative and developmental purposes
(C) administrative and informative purposes
,Chapter 8 Performance Management correctly Answered
(D) managerial and administrative purposes
,Chapter 8 Performance Management correctly Answered
Answer : (B)
5. Why is performance evaluation important?
(A) because it is key to the validation of selection procedures, which are the foundation of all HR
practices
(B) because all organizations need to weed out lower-performing individuals at a rate of about 10
percent of employees per annum
(C) because employees need to know that they are being evaluated in order to perform at an
appropriate level
(D) because the success of the entire HR program depends on knowing how the performance of
employees compares with the goals established for them
Answer : (D)
6. Which of the following is a reason why performance evaluation programs fail?
(A) Managers use them for administrative purposes.
(B) Performance standards may not be clear.
(C) The program is usually based on a job analysis rather than a competency analysis.
(D) There is too much employee input into the development of the evaluation program.
Answer : (B)
7. Magee was rated higher than she deserved by her supervisor; her supervisor wanted to look good
in the eyes of her own superiors. Which of the following is illustrated in this example?
(A) criterion deficiency
(B) criterion exaggeration
(C) criterion contamination
(D) organizational politics
Answer : (D)
8. What is the foundation for performance standards in the development of effective performance
management systems?
(A) the knowledge and experience of HR managers
(B) feedback from customers
, Chapter 8 Performance Management correctly Answered
(C) job-related requirements derived from a job analysis
(D) job evaluations
Answer : (C)
9. What are four basic elements that must be considered when establishing performance standards?
(A) criterion deficiency, criterion contamination, strategic relevance, and reliability
(B) feedback, accuracy, reliability, and validity
(C) supervisory ratings, reliability, validity, and peer evaluations
(D) performance ratings, peer evaluations, reliability and validity
Answer : (A)
10. What does the strategic relevance of performance evaluations refer to?
(A) the extent to which individuals tend to maintain a certain level of performance over time
(B) the extent to which standards capture the entire range of an employee's responsibilities
(C) the extent to which standards relate to the overall objectives of the organization
(D) the extent to which internal and external strategic factors can influence performance
Answer : (C)
11. Suppose the performance evaluations that salespeople receive are based solely on sales revenue
to the exclusion of other important factors. Which of the following would these performance
evaluations suffer from?
(A) criterion contamination
(B) lack of reliability
(C) criterion deficiency
(D) lack of criterion relevance
Answer : (C)
12. Jay is a polite, helpful, conscientious employee who often helps his fellow auto sales
representatives make sales, and is popular with customers due to his customer service orientation.
Based on his performance evaluation, which is focused on sales, Jay is being fired because he has
not sold enough cars this month. What is the problem at the root of his poor performance
evaluation?
Chapter 8 Performance Management
MULTICHOICE
1. What is the key purpose of performance evaluations when they are used for pay-for-performance
decisions?
(A) signalling purpose
(B) symbolic purpose
(C) administrative purpose
(D) developmental purpose
Answer : (C)
2. How often should performance feedback be delivered?
(A) It should be done at least annually.
(B) It depends on the organizational culture, industry, and supervisor's style.
(C) It should be done at regular intervals-the more frequent the better.
(D) It should be an ongoing, regular part of supervisor-subordinate interactions.
Answer : (D)
3. Which of the following is NOT a developmental purpose of performance evaluation?
(A) meeting legal requirements
(B) providing performance feedback
(C) improving communication
(D) identifying an individual's strengths and weaknesses
Answer : (A)
4. Which of the following are the two primary purposes of performance evaluations?
(A) informative and developmental purposes
(B) administrative and developmental purposes
(C) administrative and informative purposes
,Chapter 8 Performance Management correctly Answered
(D) managerial and administrative purposes
,Chapter 8 Performance Management correctly Answered
Answer : (B)
5. Why is performance evaluation important?
(A) because it is key to the validation of selection procedures, which are the foundation of all HR
practices
(B) because all organizations need to weed out lower-performing individuals at a rate of about 10
percent of employees per annum
(C) because employees need to know that they are being evaluated in order to perform at an
appropriate level
(D) because the success of the entire HR program depends on knowing how the performance of
employees compares with the goals established for them
Answer : (D)
6. Which of the following is a reason why performance evaluation programs fail?
(A) Managers use them for administrative purposes.
(B) Performance standards may not be clear.
(C) The program is usually based on a job analysis rather than a competency analysis.
(D) There is too much employee input into the development of the evaluation program.
Answer : (B)
7. Magee was rated higher than she deserved by her supervisor; her supervisor wanted to look good
in the eyes of her own superiors. Which of the following is illustrated in this example?
(A) criterion deficiency
(B) criterion exaggeration
(C) criterion contamination
(D) organizational politics
Answer : (D)
8. What is the foundation for performance standards in the development of effective performance
management systems?
(A) the knowledge and experience of HR managers
(B) feedback from customers
, Chapter 8 Performance Management correctly Answered
(C) job-related requirements derived from a job analysis
(D) job evaluations
Answer : (C)
9. What are four basic elements that must be considered when establishing performance standards?
(A) criterion deficiency, criterion contamination, strategic relevance, and reliability
(B) feedback, accuracy, reliability, and validity
(C) supervisory ratings, reliability, validity, and peer evaluations
(D) performance ratings, peer evaluations, reliability and validity
Answer : (A)
10. What does the strategic relevance of performance evaluations refer to?
(A) the extent to which individuals tend to maintain a certain level of performance over time
(B) the extent to which standards capture the entire range of an employee's responsibilities
(C) the extent to which standards relate to the overall objectives of the organization
(D) the extent to which internal and external strategic factors can influence performance
Answer : (C)
11. Suppose the performance evaluations that salespeople receive are based solely on sales revenue
to the exclusion of other important factors. Which of the following would these performance
evaluations suffer from?
(A) criterion contamination
(B) lack of reliability
(C) criterion deficiency
(D) lack of criterion relevance
Answer : (C)
12. Jay is a polite, helpful, conscientious employee who often helps his fellow auto sales
representatives make sales, and is popular with customers due to his customer service orientation.
Based on his performance evaluation, which is focused on sales, Jay is being fired because he has
not sold enough cars this month. What is the problem at the root of his poor performance
evaluation?
