Question Details

HRM 531 
WEEK 3
1.
________ implies that a performance appraisal system is capable of distinguishing
effective from ineffective performers.
A. Relevance
B. Sensitivity
C. Reliability
D. Acceptability
2.
_____ translate job requirements into levels of acceptable or unacceptable employee
behavior.
A. Absolute rating systems
B. Qualitative analyses
C. Reliability judgments
D. Performance standards

3.
One requirement of sound appraisal systems is _____, which refers to consistency of
judgment.
A. reliability
B. sensitivity
C. relevance
D. acceptability
4.
Which of the following is an advantage of narrative essays?
A. Good for individual feedback and development
B. Good for making comparisons across employees
C. Forces raters to make distinctions among employees
5.
Which of the following is a disadvantage of forced distribution?
A. Difficult to make comparisons across employees
B. May be inaccurate if a group of employees is either very
effective or ineffective
C. Provides little basis for individual feedback and
development
D. Forces raters to make distinctions among employees

6.
The advantage of using a behavioral checklist is that
A. it is good for individual feedback and development
B. the meaning of response categories is generally
interpreted similarly by various raters
C. it focuses directly on job behaviors
D. it provides a direct link between job analysis and
performance appraisal

7. Appraisals provide legal and formal organizational justification for
A. employment decisions
B. keeping unions out
C. high executive salaries
D. bringing legal action against employees.
 8.
The answer to the question “What really makes the difference between success and
failure on a particular job, and according to whom?” determines
A. relevance
B. sensitivity
C. reliability
D. coherence

9.
To avoid legal difficulties regarding performance appraisals, organizations should
A. train supervisors on how to skip embarrassing questions
B. allow supervisors flexibility in the appraisal process
C. provide written instructions and train supervisors on the
rating system
D. use the competitors appraisal system

10.
Prior to the performance-feedback interview, the supervisor should
A. communicate frequently with subordinates about their
performance
B. refrain from speaking to subordinates
C. have a coworker complete the entire appraisal
D. set aside a maximum of 15 minutes to write the appraisal.

11.
Most companies require that appraisal results be
A. e-mailed to the employee
B. signed by the manager
C. sent by certified mail to the employee
D. discussed with the employee

12.
Supervisors that excel at conducting performance-feedback interviews typically have
received _________ prior to conducting appraisals.
A. a bonus
B. vacation
C. a promotion
D. training

13.
From the organizations perspective, the four broad types of internal moves include
A. layoffs, retirements, resignations, and demotions
B. demotions, transfers, relocations, and up
C. promotions, demotions, transfers, and relocations
D. promotions, demotions, transfers, and layoffs

14.
Psychologically, promotions help satisfy employees’ need for
A. superiority
B. separation
C. discipline
D. security

15.
To minimize defensive behavior, procedures used for promotion decisions must be
A. changed frequently
B. flexible
C. rigid
D. fair