Professional Documents
Culture Documents
Consolidate goal setting. Evaluate employee's performance against standards. Ensure employee has the tools needed to perform the job. Ensure employee's performance is supporting the company's strategic aims.
efine the job. !repare detailed forms and procedures to be used. Appraise performance. !rovide feedbac".
The simplest and most popular technique for appraising performance is the _____ method.
Alternation ran"ing method #orced distribution $raphic rating scale Critical incident
The _____ performance appraisal method ranks the highest employees and lowest employees in alternate order.
!aired comparison Alternation ran"ing #orced distribution %ehaviorally anchored rating scale
Supervisors using the forced distribution appraisal method can protect against bias claims by:
Appointing a revie& committee. Training raters to be objective. 'sing multiple raters. All of the above.
_____ appraisal method combines the benefits of narratives! critical incidents! and quantified scales with specific behavioral e"amples of good or poor
performance.
$raphic rating scale %A() M%* +arrative
Rating an employee high on several traits because he or she does one thing well is called the:
Central tendency. .alo effect. %ias problem. 'nclear standards.
Supervisors can ensure that employees are satisfied with their performance appraisals by ensuring that employees:
o not feel threatened during the intervie&. .ave the opportunity to present their ideas and feelings. .ave a helpful and constructive supervisor conduct the intervie&. All of the above.
'erformance management consolidates goal setting! performance appraisal! and development into a single! common system.
True #alse
The aim of performance management is to evaluate and reward the employee's efforts.
True #alse
The concept that the employee's effort should be goal directed is at the heart of performance management.
True #alse
Setting easily achievable goals for employees defeats the purpose of performance management.
True #alse
(mployees perform on a higher level when they participate with supervisors in setting goals.
True #alse
)uman Resources is responsible for monitoring the appraisal system and preparing detailed forms and procedures.
True #alse
The simplest and most popular performance appraisal technique is the forced distribution method.
True #alse
manager setting specific measurable goals with each employee and then periodically discussing the employee's progress toward the goals is a feature of management by ob%ectives.
True #alse
supervisor who rates an employee high on all %ob traits because the employee has good computer skills has fallen prey to the halo effect.
True #alse
Strictness or leniency of a performance appraisal can be affected by the purpose for which it is given.
True #alse
There are several reasons for appraising the performance of subordinates/ just as there are many steps in appraising performance. Accordingly/ supervisors have at their disposal several methods for conducting appraisal performance. 0ist the various methods and briefly describe them/ including the purposes of each and the advantages and disadvantages that supervisors should "eep in mind &hen selecting a particular method. To create paragraphs in your essay response/ type 1p2 at the beginning of the paragraph/ and 13p2 at the end.
4ust as managers have an array of performance appraisal methods at their disposal/ so/ too/ do they face a variety of intervie& types. 5ith each one/ ho&ever/ certain protocols should be observed to conduct the most effective and legally defensible intervie&s. +ame the four basic types of appraisal intervie&s and relate ho& to properly conduct the intervie&.