INDUSTRIAL PSYCH FINAL EXAM QUESTIONS AND
ANSWERS WITH COMPLETE SOLUTIONS VERIFIED
What do you think is the most important purpose for performance appraisal?
. provide feedback on what they are doing right and what they are doing is wrong
. low performers given opportunity to improve, high performers given feedback to
maintain high performance
What problems might result from using a 360 degree feedback system?
. 34% of large US companies use multiple source feedback systems
. 360 feedback: getting info from multiple sources, supervisors, subordinates, peers,
and clients.
. good for evaluating performance with the goal of improving performance. Not good for
determining salary, promotion, termination.
. subordinates may feel pressure to rate highly, feel fear of reprisal.
The chapter mentioned a variety of ways to measure performance. Which one do
you think is the best? why?
. Depends
. I/O's must consider job in question, organizational goals/resources. can be defended in
, court.
. Based on job analysis, raters get training + written instructions, raters actually
observed employee performance, performance standards communicated to employee,
employees can review and comment on appraisal, employees warned of performance
problems and given chance to improve, ratings from multiple ratings are consistent can
be defended in court.
Best way to communicate appraisal results to employee?
. allocate time for meeting at least one hour
. prepare for meeting.
. meet in private location. no barriers between
. start with small talk
. communicate role of appraisal
. how it was conducted.
. how it was evaluated.
. goal of understanding and improving performance.
. ask employee to communicate own ratings.
. supervisor follows with their ratings.
. Any discrepancies should be discussed until differences are understood.
. Supervisor should say extraneous variables may affect ratings.
. Any solutions and suggestions should be communicated to employee
. Feedback sandwich
Is the employment-at-will- doctrine a good idea? Why or why not?
ANSWERS WITH COMPLETE SOLUTIONS VERIFIED
What do you think is the most important purpose for performance appraisal?
. provide feedback on what they are doing right and what they are doing is wrong
. low performers given opportunity to improve, high performers given feedback to
maintain high performance
What problems might result from using a 360 degree feedback system?
. 34% of large US companies use multiple source feedback systems
. 360 feedback: getting info from multiple sources, supervisors, subordinates, peers,
and clients.
. good for evaluating performance with the goal of improving performance. Not good for
determining salary, promotion, termination.
. subordinates may feel pressure to rate highly, feel fear of reprisal.
The chapter mentioned a variety of ways to measure performance. Which one do
you think is the best? why?
. Depends
. I/O's must consider job in question, organizational goals/resources. can be defended in
, court.
. Based on job analysis, raters get training + written instructions, raters actually
observed employee performance, performance standards communicated to employee,
employees can review and comment on appraisal, employees warned of performance
problems and given chance to improve, ratings from multiple ratings are consistent can
be defended in court.
Best way to communicate appraisal results to employee?
. allocate time for meeting at least one hour
. prepare for meeting.
. meet in private location. no barriers between
. start with small talk
. communicate role of appraisal
. how it was conducted.
. how it was evaluated.
. goal of understanding and improving performance.
. ask employee to communicate own ratings.
. supervisor follows with their ratings.
. Any discrepancies should be discussed until differences are understood.
. Supervisor should say extraneous variables may affect ratings.
. Any solutions and suggestions should be communicated to employee
. Feedback sandwich
Is the employment-at-will- doctrine a good idea? Why or why not?
