Employee Appraisal: Quiz
CH 11 Quiz
1. The major complaint of both managers and employees regarding the appraisal process is that?
The subjectivity of appraisals.
2. In what type of system are annual goals established and passed down through the organization?
Management by objectives. MBO
3. The best appraisal format for employee development is?
Management by objective.
4. What are three common errors with raters to what out for?
1- Halo: an appraiser giving favorable ratings to all job duties based on an impressive performance in just one job function.
2- Recency error: when an appraiser places higher value on the most recent action of employees, regardless of their overall performance.
3- Leniency error: consistently rating someone higher than they deserve.
5. A balanced scorecard approach is a way to look at what contributes value in an organization. List the 4 areas as outlined n the text book.
a. Customer satisfaction
b. Employee internal growth and commitment
c. Operational efficiency in internal processes
d. Financial measures
6. Define paired-comparison ranking
A job performance measure that forces the raters to make a ranking judgment about discreet pairs of people; each individual is compared separately with all others in the work group.
7. Define forced or straight ranking?
Employees are ranked relative to each other.
8. Why do behaviorally anchored rating scales (BARS) seem to be the most common format using behaviors as descriptors.
Because it gives the raters a common definition for each performance measure, raters hope to make evaluation less subjective by using BARS.
9. Define as 360-degree feedback.
Rating methodology that assesses employee performance from five points of view:
1- Supervisor
2- Peers
3- Self
4- Customer
5- Subordinates
10. How are the Equal Employment Opportunity and Performance Evaluation tied together?
The EEO forced organization to document decisions and to ensure that they are firmly tied to
1. The major complaint of both managers and employees regarding the appraisal process is that?
The subjectivity of appraisals.
2. In what type of system are annual goals established and passed down through the organization?
Management by objectives. MBO
3. The best appraisal format for employee development is?
Management by objective.
4. What are three common errors with raters to what out for?
1- Halo: an appraiser giving favorable ratings to all job duties based on an impressive performance in just one job function.
2- Recency error: when an appraiser places higher value on the most recent action of employees, regardless of their overall performance.
3- Leniency error: consistently rating someone higher than they deserve.
5. A balanced scorecard approach is a way to look at what contributes value in an organization. List the 4 areas as outlined n the text book.
a. Customer satisfaction
b. Employee internal growth and commitment
c. Operational efficiency in internal processes
d. Financial measures
6. Define paired-comparison ranking
A job performance measure that forces the raters to make a ranking judgment about discreet pairs of people; each individual is compared separately with all others in the work group.
7. Define forced or straight ranking?
Employees are ranked relative to each other.
8. Why do behaviorally anchored rating scales (BARS) seem to be the most common format using behaviors as descriptors.
Because it gives the raters a common definition for each performance measure, raters hope to make evaluation less subjective by using BARS.
9. Define as 360-degree feedback.
Rating methodology that assesses employee performance from five points of view:
1- Supervisor
2- Peers
3- Self
4- Customer
5- Subordinates
10. How are the Equal Employment Opportunity and Performance Evaluation tied together?
The EEO forced organization to document decisions and to ensure that they are firmly tied to