A Framework for Human Resource Management (7th Edition)- 7th Edition by Gary Dessler Test Bank

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A Framework for Human Resource Management (7th Edition)- 7th Edition by Gary Dessler Test Bank

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A Framework for Human Resource Management, 7e (Dessler)
Chapter 6 Performance Management and Appraisal

1) The process of evaluating an employees current and/or past performance relative to his or her performance standards is called ________.
A) recruitment
B) employee selection
C) performance appraisal
D) organizational development
Answer: C
Diff: 1 Page Ref: 158
Objective: Chapter objective 1

2) When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a companys strategy, it is called ________.
A) strategic organizational development
B) performance management
C) performance appraisal
D) human resource management
Answer: B
Diff: 1 Page Ref: 159
Objective: Chapter objective 1

3) Managers following a traditional performance appraisal system will typically meet with employees on a ________ basis.
A) weekly
B) monthly
C) bi-monthly
D) yearly
Answer: D
Diff: 2 Page Ref: 159
Objective: Chapter objective 1

4) Which of the following is not one of the guidelines for effective goal setting?
A) assign specific goals
B) assign measurable goals
C) assign challenging but doable goals
D) assign consequences for performance
Answer: D
Diff: 2 Page Ref: 160
Objective: Chapter objective 1

5) The S in the acronym for SMART goals stands for ________.
A) specific
B) straightforward
C) strategic
D) support
Answer: A
Diff: 1 Page Ref: 160
Objective: Chapter objective 1
6) The M in the acronym for SMART goals stands for ________.
A) moderate
B) measurable
C) meaningful
D) merit
Answer: B
Diff: 2 Page Ref: 160
Objective: Chapter objective 1

7) The A in the acronym for SMART goals stands for ________.
A) actionable
B) appropriate
C) attainable
D) asset
Answer: C
Diff: 2 Page Ref: 160
Objective: Chapter objective 1

8) Participatively set goals result in higher performance than assigned goals when the ________.
A) participatively set goals are more difficult
B) assigned goals are more difficult
C) rewards are also higher
D) goals are doable
Answer: A
Diff: 3 Page Ref: 160
Objective: Chapter objective 1

9) When using goal setting in performance management, the goals should be ________.
A) difficult
B) doable
C) specific
D) All of the above.
Answer: D
Diff: 1 Page Ref: 160
Objective: Chapter objective 1

10) Who is the primary person responsible for doing the actual appraising of an employees performance?
A) the employees direct supervisor
B) the company appraiser
C) the EEO contact person
D) None of the above.
Answer: A
Diff: 2 Page Ref: 160
Objective: Chapter objective 2
11) Because in most organizations there is a hierarchy of goals, employee performance standards should ________.
A) be standard
B) make sense in terms of the broader organizational goals
C) be decided by the top executive
D) All of the above.
Answer: B
Diff: 3 Page Ref: 158
Objective: Chapter objective 1

12) Which of the following is a reason to appraise subordinates performance?
A) appraisals provide important data for promotion and salary decisions
B) appraisal let supervisors and subordinates develop plans to correct performance deficiencies
C) appraisals serve as useful career planning purposes
D) All of the above.
Answer: D
Diff: 1 Page Ref: 158-159
Objective: Chapter objective 1

13) Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information?
A) peers
B) rating committees
C) the employee
D) All of the above.
Answer: D
Diff: 1 Page Ref: 160-161
Objective: Chapter objective 2

14) Which of the following is a valid appraisal source?
A) self-ratings
B) 360-degree feedback
C) subordinates
D) All of the above.
Answer: D
Diff: 1 Page Ref: 161-162
Objective: Chapter objective 2

15) Which of the following is a way to increase 360-degree appraisals?
A) anchor the 360-degree items with behavioral competencies
B) assess the costs of the program and carefully train the people giving and receiving feedback
C) make sure the feedback given is productive, unbiased ad development oriented
D) All of the above.
Answer: A
Diff: 1 Page Ref: 172
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
16) Which performance appraisal technique lists traits and a range of performance?
A) alternation ranking
B) graphic rating scale
C) Likert
D) MBO
E) constant sum rating scale
Answer: B
Diff: 2 Page Ref: 161-162
Objective: Chapter objective 1

17) The ________ method of performance appraisal involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked.
A) alternation ranking
B) graphic rating scale
C) MBO
D) constant sum rating scale
Answer: A
Diff: 2 Page Ref: 162
Objective: Chapter objective 3

18) Alternation ranking refers to an appraisal method, which ________.
A) is based on progress made toward the accomplishment of measurable goals
B) requires that the supervisor keep a log of positive and negative examples of a subordinates work-related behavior
C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories
D) involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked
Answer: D
Diff: 2 Page Ref: 162
Objective: Chapter objective 3

19) Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the ________ method of performance appraisal.
A) graphic ranking scale
B) alternation ranking
C) paired comparison
D) forced distribution
Answer: C
Diff: 2 Page Ref: 162
Objective: Chapter objective 3
20) Forced distribution refers to an appraisal method, which ________.
A) is based on progress made toward the accomplishment of measurable goals
B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories
D) involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked
Answer: C
Diff: 2 Page Ref: 162
Objective: Chapter objective 3

21) When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the ________ method of performance appraisal.
A) constant sum ranking scale
B) alternation ranking
C) paired comparison
D) forced distribution
Answer: D
Diff: 2 Page Ref: 162
Objective: Chapter objective 3

22) John, the supervisor of the manufacturing department, is in the process of evaluating his staffs performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. John is using a ________ method.
A) graphic rating scale
B) constant sum ranking scale
C) forced distribution
D) alternation ranking
Answer: C
Diff: 3 Page Ref: 162
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 3

23) Which of the following measurement methods rates employee performance relative to other employees?
A) graphic rating scale
B) forced distribution
C) Likert scale
D) critical incident method
Answer: B
Diff: 2 Page Ref: 162
Objective: Chapter objective 3
24) Which of the following is a criticism of the forced distribution method?
A) it damages morale
B) it promotes unfairly
C) it promotes those who play the game well
D) None of the above.
Answer: A
Diff: 2 Page Ref: 162
Objective: Chapter objective 3

25) To protect against bias claims when using the forced distribution method employers should ________.
A) appoint a review committee to review any employees low ranking
B) train raters to be objective
C) consider using multiple raters in conjunction with the method
D) All of the above.
Answer: D
Diff: 3 Page Ref: 162
Objective: Chapter objective 3

26) With the ________ method, the supervisor keeps a log of positive and negative examples of a subordinates work-related behavior.
A) alternation ranking
B) constant sums rating
C) narrative forms
D) critical incident
Answer: D
Diff: 1 Page Ref: 166
Objective: Chapter objective 3

27) The critical incident technique refers to an appraisal method, which ________.
A) is based on progress made toward the accomplishment of measurable goals
B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
C) requires that the supervisor keep a log of positive and negative examples of a subordinates work-related behavior
D) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked
Answer: C
Diff: 2 Page Ref: 166
Objective: Chapter objective 3
28) All of the following are advantages of using the critical incident method for appraising performance except that:
A) it provides examples of good performance.
B) it does not include a numerical rating.
C) it provides examples of poor performance.
D) incidents can be tied to performance goals.
Answer: B
Diff: 3 Page Ref: 166, 172
Skill: AACSB: Analytical Skills
Objective: Chapter objective 3

29) Which appraisal method combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance?
A) behaviorally anchored rating scale
B) graphic rating scale
C) alternation ranking
D) None of the above.
Answer: A
Diff: 1 Page Ref: 166-167
Objective: Chapter objective 3

30) Behaviorally anchored rating scale (BARS) refers to an appraisal method, which ________.
A) is based on progress made toward the accomplishment of measurable goals
B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
C) requires that the supervisor keep a log of positive and negative examples of a subordinates work-related behavior
D) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories
Answer: B
Diff: 2 Page Ref: 166-167
Objective: Chapter objective 3

31) Management by objectives (MBO) refers to an appraisal method, which ________.
A) is based on progress made toward the accomplishment of measurable goals
B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
C) requires that the supervisor keep a log of positive and negative examples of a subordinates work-related behavior
D) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked
Answer: A
Diff: 2 Page Ref: 166-167
Objective: Chapter objective 3
32) What is the first step in the Management by Objectives Method?
A) set the organizations goals
B) set departmental goals
C) discuss departmental goals
D) define expected results
Answer: A
Diff: 2 Page Ref: 166
Objective: Chapter objective 3

33) What is the second step in the Management by Objectives Method?
A) set the organizations goals
B) set departmental goals
C) discuss departmental goals
D) define expected results
Answer: B
Diff: 2 Page Ref: 166
Objective: Chapter objective 3

34) What is the third step in the Management by Objectives Method?
A) set the organizations goals
B) set departmental goals
C) discuss departmental goals
D) define expected results
Answer: C
Diff: 2 Page Ref: 166
Objective: Chapter objective 3

35) What is the fourth step in the Management by Objectives Method?
A) set the organizations goals
B) set departmental goals
C) discuss departmental goals
D) define expected results
Answer: D
Diff: 2 Page Ref: 166
Objective: Chapter objective 3

36) What is the fifth step in the Management by Objectives Method?
A) conduct performance reviews and measure the results
B) set departmental goals
C) discuss departmental goals
D) define expected results
Answer: A
Diff: 2 Page Ref: 167
Objective: Chapter objective 3
37) In how many ways is performance management different from performance appraisal?
A) 4
B) 3
C) 2
D) None
Answer: A
Diff: 2 Page Ref: 179
Objective: Chapter objective 6

38) Which of the following is a reason for the use of performance management in organizations?
A) it contributes to total quality
B) it is better than performance appraisal
C) it is important because it helps in strategic planning
D) All of the above.
Answer: D
Diff: 2 Page Ref: 167
Objective: Chapter objective 6

39) What is the last step in the Management by Objectives Method?
A) provide feedback
B) set departmental goals
C) discuss departmental goals
D) define expected results
Answer: A
Diff: 2 Page Ref: 180
Objective: Chapter objective 3

40) When different supervisors define levels of performance (good, fair, poor) differently, unfair appraisals could result due to a problem with ________.
A) unclear standards
B) halo effects
C) complexity
D) leniency
Answer: A
Diff: 2 Page Ref: 185
Objective: Chapter objective 5

41) ________ is defined as the influence of a raters general impression on ratings of specific ratee qualities.
A) Impression management
B) Halo effect
C) Central tendency
D) Bias
Answer: B
Diff: 2 Page Ref: 171
Objective: Chapter objective 4
42) Jason is generally considered unfriendly at work. His supervisor rates him low on the trait gets along well with others but also rates him lower on other traits unrelated to socialization at work. Jasons performance appraisal may be unfair due to ________.
A) impression management
B) stereotyping
C) halo effects
D) strictness
Answer: C
Diff: 3 Page Ref: 171
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4

43) Some supervisors, when filling in rating scales, tend to avoid the highs and lows on the scale and rate most people in the middle. This ________ means that all employees may be rated average.
A) stereotyping
B) central tendency
C) strictness
D) leniency
Answer: B
Diff: 2 Page Ref: 171
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4

44) The best way of reducing the problem of central tendency in performance appraisals is to ________.
A) rank employees
B) be aware of the problem
C) train supervisors to avoid it
D) consider the purpose of the appraisal
Answer: A
Diff: 3 Page Ref: 185
Objective: Chapter objective 5

45) The ________ problem occurs when supervisors tend to rate all their subordinates consistently high.
A) leniency
B) strictness
C) bias
D) halo effect
Answer: A
Diff: 1 Page Ref: 171
Objective: Chapter objective 4
46) The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.
A) central tendency
B) leniency
C) strictness
D) bias
Answer: C
Diff: 1 Page Ref: 171
Objective: Chapter objective 4

47) One personality study focused on how individual traits influenced the evaluations that students gave their peers. Raters who scored higher on ________ tended to give their peers lower ratings.
A) agreeableness
B) extroversion
C) conscientiousness
D) openness
Answer: C
Diff: 3 Page Ref: 171
Objective: Chapter objective 4

48) Which personality trait is associated with performance appraisal ratings that are too lenient?
A) agreeableness
B) extroversion
C) conscientiousness
D) openness
Answer: A
Diff: 3 Page Ref: 171
Objective: Chapter objective 4

49) One way of reducing the problems of leniency or strictness in performance appraisals is to ________.
A) rank employees
B) be aware of the problem
C) train supervisors to avoid it
D) consider the purpose of the appraisal
Answer: A
Diff: 3 Page Ref: 171
Objective: Chapter objective 4

50) When an employees personal characteristics such as gender influence a supervisors evaluation of his or her performance, the problem of ________ has occurred.
A) bias
B) stereotyping
C) central tendency
D) halo affect
Answer: A
Diff: 3 Page Ref: 171
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4
51) Which of the following could result in a legally questionable appraisal process?
A) conduct a job analysis to establish criteria and standards for successful performance
B) base appraisals on subjective supervisory observations
C) administer and score appraisals in a standardized fashion
D) use clearly defined job performance dimensions
Answer: B
Diff: 3 Page Ref: 173
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4

52) Who is in the best position to observe and evaluate an employees performance for the purposes of a performance appraisal?
A) peers
B) rating committees
C) top management
D) immediate supervisor
Answer: D
Diff: 1 Page Ref: 162
Skill: AACSB: Analytical Skills
Objective: Chapter objective 2

53) Performance appraisals may be conducted by ________.
A) the immediate supervisor
B) peers
C) rating committees
D) All of the above.
Answer: D
Diff: 1 Page Ref: 160-162
Objective: Chapter objective 2

54) Rating committees, made up of an employees immediate supervisor along with other supervisors, usually have ________ other members.
A) 1-2
B) 3-4
C) 6-7
D) 8-9
Answer: B
Diff: 2 Page Ref: 161
Objective: Chapter objective 2

55) Peer appraisals have been shown to result in a(n) ________.
A) reduction of social loafing in the team
B) reduction of group cohesion
C) decrease in satisfaction with the group
D) tendency to inaccurately predict who would be promoted
Answer: A
Diff: 3 Page Ref: 161
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 2
56) What usually occurs when employees rate themselves in a performance appraisal?
A) interrater reliability is higher
B) appraisals are subject to halo effects
C) ratings are higher than when rated by supervisors or peers
D) ratings are about the same as when determined by peers
Answer: C
Diff: 1 Page Ref: 161
Objective: Chapter objective 2
57) Firms that use ________ let subordinates anonymously rate their supervisors performance.
A) downward feedback
B) upward feedback
C) narratives
D) critical incidents
Answer: B
Diff: 2 Page Ref: 161
Objective: Chapter objective 2

58) What process allows top management to diagnose the management styles of supervisors, identify potential people problems, and take corrective action with individual supervisors as necessary?
A) strategic performance appraisal
B) organizational development
C) upward feedback
D) critical incidents
Answer: C
Diff: 3 Page Ref: 161
Skill: AACSB: Analytical Skills
Objective: Chapter objective 2

59) When subordinates provide feedback for supervisors, the comments should be anonymous because identifiable responses tend to result in more ________.
A) critical ratings
B) negative attitudes from managers receiving the feedback
C) inflated ratings
D) All of the above.
Answer: C
Diff: 3 Page Ref: 161
Skill: AACSB: Communication
Objective: Chapter objective 2

60) ________ is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards.
A) Organizational development
B) Career management
C) Career development
D) Career planning
Answer: B
Diff: 1 Page Ref: 174-175
Objective: Chapter objective 5

61) Career management refers to the ________.
A) the lifelong series of activities that contributes to a persons career exploration, establishment, success, and fulfillment
B) process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards
C) process of using activities like training and appraisal to provide a career focus
D) occupational positions a person has over his or her lifetime
Answer: B
Diff: 2 Page Ref: 174-175
Objective: Chapter objective 5

62) The lifelong series of activities that contributes to a persons career exploration, establishment, success, and fulfillment is called ________.
A) organizational development
B) career management
C) career development
D) career planning
Answer: C
Diff: 1 Page Ref: 175
Objective: Chapter objective 5

63) Career development refers to the ________.
A) process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals
B) the lifelong series of activities that contributes to a persons career exploration, establishment, success, and fulfillment
C) process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards
D) process of using activities like training and appraisal to provide a career focus
Answer: B
Diff: 2 Page Ref: 175
Objective: Chapter objective 5

64) Career planning refers to the ________.
A) process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals
B) the lifelong series of activities that contributes to a persons career exploration, establishment, success, and fulfillment
C) process of using activities like training and appraisal to provide a career focus
D) occupational positions a person has over his or her lifetime
Answer: A
Diff: 2 Page Ref: 175
Objective: Chapter objective 5

65) The process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals is called ________.
A) organizational development
B) career management
C) career development
D) career planning
Answer: D
Diff: 1 Page Ref: 175
Objective: Chapter objective 5

66) Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of ________.
A) organizational development
B) career development
C) career planning
D) training
Answer: C
Diff: 1 Page Ref: 175
Skill: AACSB: Analytical Skills
Objective: Chapter objective 5

67) Who is responsible for the planning, guiding, and developing an employees career?
A) the immediate supervisor
B) the employee
C) the organization
D) the development officer
Answer: B
Diff: 1 Page Ref: 175
Objective: Chapter objective 5

68) Responsibility for career development should always be left to the ________.
A) employee
B) supervisor
C) manager
D) career success team
Answer: A
Diff: 1 Page Ref: 175
Objective: Chapter objective 5


69) Assessing interests, seeking out career information, and utilizing development opportunities are all part of the ________ role in career development.
A) individuals
B) managers
C) supervisors
D) companys
Answer: A
Diff: 2 Page Ref: 175
Objective: Chapter objective 5
70) When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide ________.
A) reality shock
B) a realistic job interview
C) disincentive
D) a challenge
Answer: B
Diff: 2 Page Ref: 176
Objective: Chapter objective 5

71) Miranda wants to make partner at her law firm. She is worried, though, because everyone understands that 70-hour work weeks are the norm for someone striving to make partner. Miranda wants to be fair to her family as well as excel at work. To address this problem, the law firm could help by ________.
A) providing Miranda with a career coach
B) encouraging Miranda to join a career success team
C) eliminating institutional barriers that disproportionately affect women
D) encouraging Miranda to temporarily work in a different job
Answer: C
Diff: 2 Page Ref: 177
Skill: AACSB: Analytical Skills
Objective: Chapter objective 5

72) Which of the following best captures the meaning of the term, glass ceiling?
A) structural, yet subtle barriers in corporate environments which inhibit the rise of talented women to positions of leadership
B) inadequate networking opportunities which result in a lack of an old girls network to mirror that of men
C) unspoken decision by corporate leadership that women should not be encouraged to advance beyond middle management levels
D) the lack of desire among women to pursue jobs with extreme levels of responsibility and authority
Answer: A
Diff: 2 Page Ref: 177
Skill: AACSB: Multicultural and Diversity
Objective: Chapter objective 5

73) What is another term for 360-degree feedback?
A) feedback loop
B) multi-source feedback
C) upward feedback
D) wheel feedback
Answer: B
Diff: 3 Page Ref: 161
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
74) When conducting an appraisal interview, supervisors should do all of the following except:
A) compare the persons performance to a standard.
B) encourage the employee to talk.
C) give specific examples of poor performance.
D) compare the persons performance to that of other employees.
Answer: D
Diff: 3 Page Ref: 173
Skill: AACSB: Communication
Objective: Chapter objective 4

75) When a supervisor must criticize a subordinate in an appraisal interview, it is best to ________.
A) hold the meeting with other people who can diffuse the negative situation
B) provide examples of critical incidents
C) acknowledge the supervisors personal biases in the situation
D) provide feedback once per year
Answer: B
Diff: 3 Page Ref: 166
Objective: Chapter objective 3

76) Performance appraisals assume that the employee understood what his or her performance standards were.
Answer: TRUE
Diff: 1 Page Ref: 158
Objective: Chapter objective 1

77) Managers should appraise employees with respect to the specific goals by which he or she expected to be measured.
Answer: TRUE
Diff: 1 Page Ref: 158
Objective: Chapter objective 1

78) Setting useful goals is easy to do.
Answer: FALSE
Diff: 1 Page Ref: 160
Objective: Chapter objective 1
79) Most managers are very willing and able to set measurable goals for their subordinates.
Answer: FALSE
Diff: 1 Page Ref: 160
Objective: Chapter objective 1

80) 360-Degree feedback is usually used for developmental purposes rather than pay purposes.
Answer: TRUE
Diff: 1 Page Ref: 166
Objective: Chapter objective 1

81) The forced distribution method is sometimes referred to as the rank and yank method.
Answer: TRUE
Diff: 2 Page Ref: 162
Objective: Chapter objective 2

82) The critical incident method forces supervisors to consider all the important aspects of an employees performance.
Answer: TRUE
Diff: 1 Page Ref: 166
Objective: Chapter objective 3

83) In practice, appraisal forms often blend several approaches to appraisal into one.
Answer: TRUE
Diff: 2 Page Ref: 166
Objective: Chapter objective 3

84) Electronic performance monitoring seems to raise employee stress levels.
Answer: TRUE
Diff: 2 Page Ref: 168-170
Objective: Chapter objective 3

85) A properly designed performance management system utilizes yearly meetings to ensure continuous improvement in the employees capacity and performance.
Answer: FALSE
Diff: 2 Page Ref: 159
Objective: Chapter objective 1

86) Goals should be challenging, but not so difficult that they appear impossible or unrealistic.
Answer: TRUE
Diff: 1 Page Ref: 160
Objective: Chapter objective 1
87) The evidence suggests that participatively set goals consistently result in higher performance than assigned goals.
Answer: FALSE
Diff: 2 Page Ref: 160
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1

88) The HR department conducts performance appraisals, develops the appraisal tools, and monitors the appraisal system.
Answer: FALSE
Diff: 3 Page Ref: 162
Objective: Chapter objective 2

89) Once you have a supervisor to conduct a performance appraisal there is no need to worry about anything else.
Answer: FALSE
Diff: 3 Page Ref: 162
Objective: Chapter objective 2

90) The alternation ranking method is the simplest and most popular technique for appraising performance.
Answer: FALSE
Diff: 2 Page Ref: 162
Objective: Chapter objective 2

91) Quantitative goals are best.
Answer: TRUE
Diff: 2 Page Ref: 160, 172
Objective: Chapter objective 1

92) The forced distribution method is similar to grading on a curve meaning that predetermined percentages of those being rated are placed into performance categories.
Answer: TRUE
Diff: 2 Page Ref: 162
Objective: Chapter objective 2

93) The basic problem with rankings is that while it is not difficult to identify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others.
Answer: TRUE
Diff: 3 Page Ref: 165
Objective: Chapter objective 3

94) BARS is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employees work-related behavior and reviewing it with the employee at predetermined times.
Answer: FALSE
Diff: 1 Page Ref: 166
Objective: Chapter objective 3
95) MBO relates an employees work goals to his or her departmental goals and to the organizations goals.
Answer: TRUE
Diff: 2 Page Ref: 166-167
Objective: Chapter objective 3

96) Electronic performance monitoring (EPM) allows supervisors to electronically monitor the amount of computerized data an employee is process each day.
Answer: TRUE
Diff: 1 Page Ref: 168-170
Skill: AACSB: Use of IT
Objective: Chapter objective 3

97) The advantages of the BARS appraisal tool include accuracy, clear standards, and consistency.
Answer: TRUE
Diff: 2 Page Ref: 166
Objective: Chapter objective 3

98) Graphic rating scales are the most reliable for rating performance.
Answer: FALSE
Diff: 2 Page Ref: 162-164
Objective: Chapter objective 3

99) Central tendency is defined as the influence of a raters general impression on ratings of specific ratee qualities.
Answer: FALSE
Diff: 2 Page Ref: 171
Objective: Chapter objective 4
100) Peer appraisals have been shown to have an immediate positive impact on improving task motivation, cohesion, and satisfaction, while reducing social loafing.
Answer: TRUE
Diff: 2 Page Ref: 160-161
Objective: Chapter objective 2

101) Managers who receive feedback from subordinates who identify themselves view the upward appraisal process more negatively than do managers who receive anonymous feedback.
Answer: FALSE
Diff: 3 Page Ref: 161
Objective: Chapter objective 1

102) An appraisal interview is used to make plans for new hires as they move through the selection and training process.
Answer: FALSE
Diff: 2 Page Ref: 172-173
Objective: Chapter objective 4
103) Career development is the lifelong series of activities that contributes to a persons career exploration, establishment, success, and fulfillment.
Answer: TRUE
Diff: 1 Page Ref: 175
Objective: Chapter objective 5

104) A career is the occupational positions one holds at a single organization.
Answer: FALSE
Diff: 1 Page Ref: 174-175
Objective: Chapter objective 5

105) The employee, the manager, and the employer should all share the responsibility for an employees career development and career success.
Answer: FALSE
Diff: 1 Page Ref: 176
Objective: Chapter objective 5

106) Matching individual strengths and weaknesses with occupational opportunities and threats is the key to the career planning process.
Answer: TRUE
Diff: 2 Page Ref: 175
Objective: Chapter objective 7

107) The barriers for women to advance at work are referred to as the glass ceiling because it is so easy to break through it.
Answer: FALSE
Diff: 2 Page Ref: 177
Objective: Chapter objective 5

108) 360-degree feedback is generally used for development purposes, rather than for pay increases.
Answer: TRUE
Diff: 2 Page Ref: 177
Objective: Chapter objective 5

109) 360-degree feedback is sometimes called the wheel of feedback because ratings are collected from all around an employee.
Answer: FALSE
Diff: 1 Page Ref: 177
Objective: Chapter objective 5
110) Explain what the SMART acronym tells us about goal setting.
Answer: SMART stands for specific, measurable, attainable, relevant, and timely. Goals should be specific and the desired result should be clearly stated. The goals should be measurable and answer the question how much. The goals should be attainable and not too difficult or too easy. The goals should be relevant and clearly derive from what the manager and the company want to achieve. The goals should be timely and reflect deadlines and milestones.
Diff: 2 Page Ref: 160
Skill: AACSB: Communication
Objective: Chapter objective 2

111) Why do we have performance management?
Answer: Performance management is necessary because it leads to quality improvement, it is more appropriate than performance appraisals and it is an important in strategic planning.
Diff: 2 Page Ref: 179
Skill: AACSB: Communication
Objective: Chapter objective 6

112) Explain the three steps in the performance appraisal process.
Answer: The performance appraisal process itself contains three steps: 1) give the subordinate enough notice to review his or her work, and to compile questions and comments, 2) study his or her job description, compare the employees performance to his or her standards, and review the files of the persons previous appraisals, and 3) find a mutually agreeable time for the interview and leave enough timeperhaps one half-hourfor lower-level personnel such as clerical workers and maintenance staff, and an hour or so for management employees. Defining the job means making sure the manager and employee agree on his or her duties and job standards. Appraising performance means comparing the employees actual performance to the standards that have been set. Finally, the performance appraisal process requires one or more feedback sessions. In these sessions, the manager and employee discuss the employees performance and progress and make plans for any development required.
Diff: 3 Page Ref: 173
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1

113) Explain how an MBO program works and describe the six steps involved in this type of program.
Answer: MBO programs basically require managers to set specific and measurable goals with each employee and then to periodically discuss the employees progress toward these goals. It is usually a comprehensive, organization-wide goal setting and appraisal program. The six steps it consists of are listed below:
Step 1: Set the organizations goals. The first step involves the establishment of an organization-wide plan for the coming year and to set company goals.
Step 2: Set departmental goals. Next, department heads will take these company goals and, in conjunction with their superiors, set goals for their departments.
Step 3: Discuss departmental goals. Department heads will discuss the departmental goals with all subordinates and ask employees to set their own preliminary individual goals. These individual goals should show how each employee can contribute to the departments goals.
Step 4: Define expected results. Department heads and their employees set short-term individual performance targets.
Step 5: Performance reviews. Department heads compare each employees actual and targeted performance.
Step 6: Provide feedback. Department heads and employees discuss and evaluate the employees progress.
Diff: 2 Page Ref: 166-167
Skill: AACSB: Communication
Objective: Chapter objective 3

114) There are several guidelines for developing an appraisal that is legally defensible. Identify four of these guidelines.
Answer:
Seven guidelines are given in the text.
Base performance appraisal criteria on a documented job analysis.
At the start of the period, communicate performance standards in writing.
Base appraisals on separate evaluations of each of the jobs performance dimensions.
Include an employee appeals process.
One appraiser should never have absolute authority to determine a personnel action.
Document all information in writing.
Train supervisors to use the appraisal instruments.
(The student should elaborate on the four chosen to show comprehension of the material.)
Diff: 3 Page Ref: 173
Skill: AACSB: Communication
Objective: Chapter objective 4

115) What is the main difference between performance appraisal and performance management?
Answer: Performance management focuses on continuously monitoring and aligning employees performance with their goals. On the other hand, performance appraisal focuses on evaluating past performance.
Diff: 2 Page Ref: 179
Objective: Chapter objective 6
116) What roles and responsibilities should a manager have in an employees career development?
Answer: The manager should provide timely performance feedback, developmental assignments and support. The manager should participate in career development discussions. The manager should support employee development plans.
Diff: 1 Page Ref: 179
Skill: AACSB: Communication
Objective: Chapter objective 6

117) What steps can organizations take to enhance the promotional and career prospects for their female employees?
Answer: There are several steps companies can take to enhance the prospects for women. First, organizations should take the career interests of women employees seriously. They should identify institutional barriers and eliminate them. For instance, requiring late evening meetings disproportionately affects women. Companies should improve the opportunities for networking and mentoring. They should eliminate the glass ceiling; though this is a difficult challenge. Finally, companies can institute flexible schedules to provide women the opportunity to meet their obligations at home and at work successfully. Likewise, instituting career tracks can enable women to periodically reduce their time at work while still remaining on a career track.
Diff: 2 Page Ref: 177
Skill: AACSB: Communication
Objective: Chapter objective 5

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