MGMT 433 - Final Exam | 172 Questions and Answers
Broad areas of a job for which key accountabilities
the employee is responsible for
producing results are called
Differentiating competencies are: those which allow us to distinguish between average and superior performers
All of the following are Higher risk of leniency, severity, and central tendency biases
disadvantages of comparative
systems EXCEPT:
When supervisors select (in order) alternation rank order
the best performer, then the worst
performer, then the second best
performer, then the second
worst performer, and so forth,
alternating between top and
bottom until the list is completed
(and they meet in the middle),
they are using which measurement
method?
,The basic component that competencies and indicators
requires forms to contain
definitions of the various
knowledge, skills, and abilities
to be assessed together with
their observable behaviors is
referred to as:
________rating errors result because unintentional
of
the complexities involved in
observing performance, storing
that information in memory, and
then recalling that information
while rating an employee.
What is the purpose of using to allow the supervisor to come to an objective and clear overall performance
weights? score
Which of the following is a to teach a rebellious employee a lesson
motivation to give deflated
ratings?
Selective________is a tendency to exposure
expose our minds only to ideas
with which we already agree.
_________is the strategy used to gain put it in writing
support for a performance
system that recommends
creating documentation and
making it available online.
The tendency to remember only those pieces of information which
Selective retention is:
support one's current beliefs
During the monitoring and no answer yet
evaluation stage, which of the
following evaluation data should
be collected?
A direct supervisor's developing hard to reach goals and objectives
responsibilities regarding
employee development include all
of the following except:
A gap analysis is conducted self perceptions and perceptions of others
examining the areas for which
there are large discrepancies
between______________and
______________.
Raters in successful 360-degree training; room to include comments
feedback systems receive ___________ and
__________
One of the goals of a think about ways that an employee can improve upon his/her weaknesses
feedforward interview is to
Coaches who favor the_____style of amiable
coaching want employees to be
, happy and to do what feels
right for them
Employees who engage in a _____________ fight
response may blame others for
performance deficiencies, stare at
the supervisor, or raise their
voice
Broad areas of a job for which key accountabilities
the employee is responsible for
producing results are called
Differentiating competencies are: those which allow us to distinguish between average and superior performers
All of the following are Higher risk of leniency, severity, and central tendency biases
disadvantages of comparative
systems EXCEPT:
When supervisors select (in order) alternation rank order
the best performer, then the worst
performer, then the second best
performer, then the second
worst performer, and so forth,
alternating between top and
bottom until the list is completed
(and they meet in the middle),
they are using which measurement
method?
,The basic component that competencies and indicators
requires forms to contain
definitions of the various
knowledge, skills, and abilities
to be assessed together with
their observable behaviors is
referred to as:
________rating errors result because unintentional
of
the complexities involved in
observing performance, storing
that information in memory, and
then recalling that information
while rating an employee.
What is the purpose of using to allow the supervisor to come to an objective and clear overall performance
weights? score
Which of the following is a to teach a rebellious employee a lesson
motivation to give deflated
ratings?
Selective________is a tendency to exposure
expose our minds only to ideas
with which we already agree.
_________is the strategy used to gain put it in writing
support for a performance
system that recommends
creating documentation and
making it available online.
The tendency to remember only those pieces of information which
Selective retention is:
support one's current beliefs
During the monitoring and no answer yet
evaluation stage, which of the
following evaluation data should
be collected?
A direct supervisor's developing hard to reach goals and objectives
responsibilities regarding
employee development include all
of the following except:
A gap analysis is conducted self perceptions and perceptions of others
examining the areas for which
there are large discrepancies
between______________and
______________.
Raters in successful 360-degree training; room to include comments
feedback systems receive ___________ and
__________
One of the goals of a think about ways that an employee can improve upon his/her weaknesses
feedforward interview is to
Coaches who favor the_____style of amiable
coaching want employees to be
, happy and to do what feels
right for them
Employees who engage in a _____________ fight
response may blame others for
performance deficiencies, stare at
the supervisor, or raise their
voice
