HUMAN RESOURCES CH 7-12 EXAM QUESTIONS
WITH VERIFIED ANSWERS
Performance Standards - ✔✔Refers to indicators of what a job is meant to accomplish, how
performance is measured, and expected levels of job performance
Consistency with which two or more managers rate performances when presented with
comparable information. - ✔✔In relation to performance management and performance
measures, reliability refers to.
Criterion Contamination - ✔✔A primary care physician practice has decided to base its
evaluation of physician performance solely on the volume of patients seen. What problem is
most likely to result from such an approach
Identifying Managers Blind Spots - ✔✔Subordinate appraisal is most useful for.
Because many people are involved in providing information, it fosters a high level of trust. -
✔✔Not an advantage of multisource appraisal.
Team based compensation - ✔✔The free rider syndrome is likely to be associated with.
Behaviorally Anchored rating scale - ✔✔Performance appraisal methods is likely to reduce
employee defensiveness and conflict.
Forced Ranking - ✔✔Not an example of a rating error in performance management
Graphic Rating Scale - ✔✔On a five point rating form, a manager is asked to respond to the
following question, How flexible is this person?. This question is likely part of which type of
performance management process.
, The method is robust and equally applicable to all types of jobs. - ✔✔Not a characteristics of
management by objectives.
True - ✔✔Because employee performance is so important to organizations, senior management
consistently supports performance management procedures.
False - ✔✔The performance management process has little impact on training in organizations.
False - ✔✔Periodic performance appraisals should never be used to make personal decisions.
True - ✔✔Managers sometimes inflate an employee performance appraisal to avoid
confrontation with the employee
True - ✔✔A manager who rates an employee particularly low after reviewing several high
performing employees may be doing so because of the contrast effect.
Internal equity - ✔✔A hospital in a rural community is having difficulty attracting radiation
therapists. The department is trying to attract young, newly trained therapists. A decision has
been made to pay these newly graduated therapists at a pay rate equivalent to that of radiation
therapists who have been with the hospital for up to ten years. What compensation issue is
relevant to this scenario?
Age and experience of the employee - ✔✔Using a point system of job evaluation, the following
is least likely to be used as a compensable factor.
Gain Sharing Plans - ✔✔The management of a health center has decided to implement a
compensation system that rewards employees when the organization achieves improvements in
efficiency, productivity, and cost savings. The following best fits this approach to compensation.
Physicians will provide too few diagnostic test. - ✔✔The following is a potential outcome of
physician practice under a capitation arrangement.
WITH VERIFIED ANSWERS
Performance Standards - ✔✔Refers to indicators of what a job is meant to accomplish, how
performance is measured, and expected levels of job performance
Consistency with which two or more managers rate performances when presented with
comparable information. - ✔✔In relation to performance management and performance
measures, reliability refers to.
Criterion Contamination - ✔✔A primary care physician practice has decided to base its
evaluation of physician performance solely on the volume of patients seen. What problem is
most likely to result from such an approach
Identifying Managers Blind Spots - ✔✔Subordinate appraisal is most useful for.
Because many people are involved in providing information, it fosters a high level of trust. -
✔✔Not an advantage of multisource appraisal.
Team based compensation - ✔✔The free rider syndrome is likely to be associated with.
Behaviorally Anchored rating scale - ✔✔Performance appraisal methods is likely to reduce
employee defensiveness and conflict.
Forced Ranking - ✔✔Not an example of a rating error in performance management
Graphic Rating Scale - ✔✔On a five point rating form, a manager is asked to respond to the
following question, How flexible is this person?. This question is likely part of which type of
performance management process.
, The method is robust and equally applicable to all types of jobs. - ✔✔Not a characteristics of
management by objectives.
True - ✔✔Because employee performance is so important to organizations, senior management
consistently supports performance management procedures.
False - ✔✔The performance management process has little impact on training in organizations.
False - ✔✔Periodic performance appraisals should never be used to make personal decisions.
True - ✔✔Managers sometimes inflate an employee performance appraisal to avoid
confrontation with the employee
True - ✔✔A manager who rates an employee particularly low after reviewing several high
performing employees may be doing so because of the contrast effect.
Internal equity - ✔✔A hospital in a rural community is having difficulty attracting radiation
therapists. The department is trying to attract young, newly trained therapists. A decision has
been made to pay these newly graduated therapists at a pay rate equivalent to that of radiation
therapists who have been with the hospital for up to ten years. What compensation issue is
relevant to this scenario?
Age and experience of the employee - ✔✔Using a point system of job evaluation, the following
is least likely to be used as a compensable factor.
Gain Sharing Plans - ✔✔The management of a health center has decided to implement a
compensation system that rewards employees when the organization achieves improvements in
efficiency, productivity, and cost savings. The following best fits this approach to compensation.
Physicians will provide too few diagnostic test. - ✔✔The following is a potential outcome of
physician practice under a capitation arrangement.
