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Human Resource Management, 15e (Dessler) Chapter 9 Performance Management and Appraisal 1) Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards? A) employee selection B) performance appraisal C) employee orientation D) organizational development Answer: B Explanation: B) Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee. 2) The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________. A) apply for managerial positions B) remove any performance deficiencies C) revise their performance standards D) enroll in work-related training programs Answer: B Explanation: B) The purpose of providing feedback to the employee is to motivate him or her to eliminate performance deficiencies or to continue to perform above par. 3) Which of the following is NOT one of the recommended guidelines for setting effective employee goals? A) creating specific goals B) assigning measurable goals C) administering consequences for failure to meet goals D) encouraging employees to participate in setting goals Answer: C Explanation: C) Effective goals should be specific, measurable, attainable, relevant, and timely. Goals should be challenging but doable, and employee participation should be encouraged. Giving consequences for failing to meet goals is not recommended and unlikely to motivate employees. 4) SMART goals are best described as ________. A) specific, measurable, attainable, relevant, and timely B) straightforward, meaningful, accessible, real, and tested C) strategic, moderate, achievable, relevant, and timely D) supportive, meaningful, attainable, real, and timely Answer: A Explanation: A) The acronym SMART stands for specific, measurable, attainable, relevant, and timely. 5) All of the following are reasons for appraising an employee's performance EXCEPT________. A) correcting any work-related deficiencies B) creating an organizational strategy map C) determining appropriate salary and bonuses D) making decisions about promotions Answer: B Which of the following has most likely occurred when a supervisor conducting a performance appraisal is influenced by a subordinate's age gender nature relation race etc?Answer and Explanation:
Anyone whose performance appraisal has been influenced by individual differences from his or her supervisor has been the victim of discrimination or bias, which is prejudice for or against a person in an unfair manner.
Which performance appraisal problem is associated with supervisor?The halo effect refers to the problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits. In order to ensure that a performance appraisal is legally defensible, a supervisor should use only one performance appraisal tool.
Which of the following is the best way for a supervisor to correct a performance appraisal?The correct option is: C) Using descriptive phrases to illustrate traits.
When conducting an appraisal interview supervisors should do all of the following except?Answer and Explanation: When conducting an appraisal interview, supervisors should do all of the following except: D) compare the person's performance to that of other employees. The performance of an employee needs to be compared to standards, not the performance of other employees.
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Which of the following has most likely occurred when a supervisor conducting a performance appraisal
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