Question:

Which theory concerns the use of objectives to manage performance?

A.

Probability theory

B.

Goal theory

C.

Results theory

D.

Outcomes theory

Answer» b. Goal theory

Question:

The HR policy which is based on the philosophy of the utmost good for the greatest number of people is covered under the

A.

utilitarian approach

B.

approach based on rights

C.

approach based on justice

D.

None of the above

Answer» a. utilitarian approach

Question:

What usually occurs when employees rate themselves for performance appraisals?

A.

Ratings are reliable but invalid.

B.

Ratings are subject to halo effects.

C.

Logrolling leads to unrealistic ratings.

D.

Ratings are higher than when provided by supervisors.

Answer» d. Ratings are higher than when provided by supervisors.

Question:

Successful defenders use performance appraisal for identifying ____________.

A.

Staffing needs

B.

Job behavior

C.

Training needs

D.

None of the above

Answer» c. Training needs

Question:

Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance. What should Stacey do next?

A.

create a final appraisal instrument

B.

develop performance dimensions

C.

rank employees from high to low

D.

reallocate the incidents

Answer» b. develop performance dimensions

Question:

One of the main reasons for the negative attitude of employees towards performance appraisal is:

A.

It is associated with pay

B.

It gives away how bad they are

C.

It tends to become subjective because of poor implementation

D.

It is not useful for any other organizational activity

Answer» c. It tends to become subjective because of poor implementation

Question:

Managers following a performance management approach to appraisals will usually meet with employees on a _____ basis.

A.

weekly

B.

monthly

C.

bi-annual

D.

yearly

Answer» a. weekly

Question:

Which of the following is NOT one of the recommended guidelines for setting effective employee goals?

A.

assigning specific goals

B.

assigning measurable goals

C.

assigning challenging but doable goals

D.

administering consequences for failure to meet goals

Answer» d. administering consequences for failure to meet goals

Question:

To be effective a points based rating systems require:

A.

Close management control

B.

Comprehensive, reliable and consistent information

C.

Objectivity in assessments

D.

360% assessments

Answer» b. Comprehensive, reliable and consistent information

Question:

The basis of performance standards is:

A.

Managers

B.

HR plans

C.

Employee

D.

Job analysis

Answer» c. Employee