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Exam 9: Performance Management and Appraisal

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Question 61

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Forced distribution refers to an appraisal method, which .

A) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance
B) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior
C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories
D) is based on progress made toward the accomplishment of measurable goals
E) 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

F) B) and D)
G) A) and B)

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Question 62

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Which big five personality trait is associated with performance appraisal ratings that are too lenient?

A) openness
B) agreeableness
C) neuroticism
D) conscientiousness
E) extraversion

F) B) and D)
G) A) and E)

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Question 63

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John, the supervisor of the manufacturing department, is in the process of evaluating his staff's 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.

If a performance appraisal focuses on an employee's quality and quantity of wok, then the performance appraisal is focused on measuring .

Subordinates may feel dissatisfied with their appraisal interview when they .

There are several guidelines for developing an appraisal process that is legally defensible. Identify four of these guidelines.

Top employees often outperform the average employees by as much as 100%.

Performance appraisals are a link between corporate strategy, departmental goals, employee goals and employee performance in the overall performance management process.

360-degree feedback is sometimes called the wheel of feedback because ratings are collected from all around an employee.