HB 307 EXAM 2 2025 QUESTIONS AND
ANSWERS
Calibration - ANS a process whereby managers meet to discuss the performance of individual
employees to ensure that their employee evaluations are in line with one another
managers often first assume poor performance of subordinates to? - ANS lack of ability
most people blame bad performance on? - ANS external constraints
recommended that a diagnosis of poor employee performance focus on? - ANS skill, effort,
external conditions
sandwich technique - ANS inappropriate interview technique in which praise serves to
cushion criticism by alternating positive statements with negative statements
appraisal interview - ANS should be held in two segments because the rater must perform
the role of both evaluator and counselor
choice of appraisal method should be based on? - ANS purpose of the appraisal
performance appraisal methods can be broadly classified as either _____, _____, or _____
approaches - ANS trait, behavioral, results
if one inflates the evaluation of people with whom they have something in common, one
commits? - ANS a similar-to-me error
COPYRIGHT © 2025 FYNDLAY ALL RIGHTS RESERVED 1
, if one rates an average employee's performance high because they compared the employee to
poor performers, one commits? - ANS a contrast error
if one rates an employee's performance largely on the basis of the employee's recent behavior,
one commits? - ANS a recency error
error of central tendency - ANS a performance rating error in which the rater is reluctant to
give employees either extremely high or extremely low ratings
advantage of peer evaluations - ANS peers may furnish more accurate and valid information
than supervisors
self-appraisals are best for? - ANS developmental purposes
performance-related behaviors such as leadership ability, ability to delegate, and employee
supportiveness may best be appraised by? - ANS subordinates
who is in the best position to perform the function of evaluating an employee's performance? -
ANS the employee's supervisor
freedom from criterion deficiency of performance appraisals refers to the extent to which? -
ANS standards capture the entire range of an employee's responsibilities
most performance appraisals focus on long-term improvement, rather than short-term
achievements (T/F) - ANS FALSE
focus on short-term
the two most common purposes of performance management programs are administrative and
development (T/F) - ANS TRUE
COPYRIGHT © 2025 FYNDLAY ALL RIGHTS RESERVED 2
ANSWERS
Calibration - ANS a process whereby managers meet to discuss the performance of individual
employees to ensure that their employee evaluations are in line with one another
managers often first assume poor performance of subordinates to? - ANS lack of ability
most people blame bad performance on? - ANS external constraints
recommended that a diagnosis of poor employee performance focus on? - ANS skill, effort,
external conditions
sandwich technique - ANS inappropriate interview technique in which praise serves to
cushion criticism by alternating positive statements with negative statements
appraisal interview - ANS should be held in two segments because the rater must perform
the role of both evaluator and counselor
choice of appraisal method should be based on? - ANS purpose of the appraisal
performance appraisal methods can be broadly classified as either _____, _____, or _____
approaches - ANS trait, behavioral, results
if one inflates the evaluation of people with whom they have something in common, one
commits? - ANS a similar-to-me error
COPYRIGHT © 2025 FYNDLAY ALL RIGHTS RESERVED 1
, if one rates an average employee's performance high because they compared the employee to
poor performers, one commits? - ANS a contrast error
if one rates an employee's performance largely on the basis of the employee's recent behavior,
one commits? - ANS a recency error
error of central tendency - ANS a performance rating error in which the rater is reluctant to
give employees either extremely high or extremely low ratings
advantage of peer evaluations - ANS peers may furnish more accurate and valid information
than supervisors
self-appraisals are best for? - ANS developmental purposes
performance-related behaviors such as leadership ability, ability to delegate, and employee
supportiveness may best be appraised by? - ANS subordinates
who is in the best position to perform the function of evaluating an employee's performance? -
ANS the employee's supervisor
freedom from criterion deficiency of performance appraisals refers to the extent to which? -
ANS standards capture the entire range of an employee's responsibilities
most performance appraisals focus on long-term improvement, rather than short-term
achievements (T/F) - ANS FALSE
focus on short-term
the two most common purposes of performance management programs are administrative and
development (T/F) - ANS TRUE
COPYRIGHT © 2025 FYNDLAY ALL RIGHTS RESERVED 2
