1.

The following is not a reason for an organization appraise performance:

a. Providing a good opportunity to review the employee's career plans in light of
his/her exhibited strengths and weaknesses.
b. Most Employment standards legislation makes it mandatory to conduct annual
performance appraisals.
c. providing an opportunity for a manager and an employee to sit down and review
the employee’s work-related behaviour.
d. providing information upon which salary and promotion decisions can be made.
e. supporting the organization's career planning process.

2. The simplest and most popular technique for appraising employees is the:
a. forced distribution method.
b. graphic rating scale.
c. paired comparison method.
d. critical incident method.
e. alternation ranking method.

3. The performance appraisal method that involves keeping a record of desirable or

undesirable examples of an employee's work-related behaviour and reviewing it with
the employee at predetermined times is the:
a. forced distribution method.
b. alternation ranking method.
c. paired comparison method.
d. critical incident method.
e. behaviourally anchored rating scale.

4. When using MBO, in order to avoid having the process demotivate employees, the
objectives must be:
a. fair and attainable.
b. the same for all employees in the same job.
c. easy to attain.
d. very difficult to attain.

5. Kai has a tendency to rate all of his direct reports as average. Kai's actions indicate the
following perform appraisal problem:
a. central tendency.
b. halo effect.
c. bias.
d. appraisal bias.

6. The individual who does most of the appraisals is the:

a. customer.
b. supervisor.
c. individuals themselves.
 d. peers.

7. In performance appraisal, the problem that occurs when a supervisor's rating of an

employee on one trait biases the rating of that person on other traits is called:
a. Bias
b. trait effect.
c. trait bias.
d. appraisal bias
e. halo effect.

8. When supervisors who are engaged in a performance rating have a tendency to rate all
employees either high or low, this is a problem that is referred to as:
a. halo effect.
b. appraisal bias.
c. central tendency.
d. strictness/leniency.
e. bias.

9. When an employee's most recent performance can affect the evaluation of his/her
overall performance, the _____ error has occurred.
a. central tendency
b. recency effect
c. Halo
d. similar-to-me
e. appraisal bias

10. 360-degree appraisal refers to:

a. a performance appraisal system that uses upward feedback.
b. a performance appraisal system that uses appraisal by an employee's peers.
c. a performance appraisal system that uses multiple raters.
d. a performance appraisal system that uses employees' self ratings.
e. a performance appraisal system that uses rating committees.

11. When conducting the appraisal interview, the following should not be done:
a. talk in generalities.
b. encourage the person to talk.
c. develop an action plan.
d. be direct and specific.

12. Total compensation refers to:

a. cash payments only.
b. certain forms of pay and rewards to employees.
c. all forms of pay or rewards to employees.
d. payroll costs.
13. Total compensation includes:
a. a bonus.
b. merit pay.
c. salary.
d. stock options and bonus pay.
e. All of the above.

14. Pay equity laws were enacted in response to:

a. unequal pay for equal work.
b. the historical undervaluing of "women's work."
c. the variety of job evaluation systems being used to evaluate jobs.
d. the variety of compensable factors being used to evaluate jobs.

15. Job evaluation is a technique used to determine:

a. performance appraisals of individuals to the group.
b. merit reviews of individuals to the group.
c. promotability.
d. the relative value of an individual's career earnings to the group's.
e. the relative worth of each job.

16. Which of the following is NOT part of the basic procedure of job evaluation?
a. personality traits
b. working conditions
c. Responsibility
d. Effort
e. Skill

17. The job evaluation process does not need input from which of the following groups?
a. customer responses
b. compensation specialists
c. Supervisors
d. union representatives
e. Employees

18. Vesting is a provision in employer-provided pension plans that

a. allows employees to invest extra funds in the plan
b. allows employers to divest themselves of pension responsibilities
c. gives workers the right to a pension after a specified number of years
d. is the opposite of portability
e. allows employees to wear vests after they retire

19. Open book management refers to

a. an organization where all the rules are known and publicized
 b. an organization that "goes by the book", and where this is common knowledge
among all employees
c. an organization where employees receive information about the firm's
economic performance
d. an organization where employees can access their own, and other's, personnel
records
e. the system of constructive or corrective discipline

20. A safety inspector while carrying out their duties may:

a. develop and promote health and safety workplace programs
b. provide annual WHMIS training
c. visit workplaces on a regular monthly basis
d. not remove or test workplace materials or equipment
e. at any reasonable time enter any workplace and conduct an examination

21. A Joint Occupational Health and Safety Committee is usually required in workplaces with
a. manufacturing plants
b. high accident rates
c. 20 or more employees
d. multiple locations
e. shiftwork

22. Employees help convince coworkers to join a union by doing all the following except
a. home visits
b. creating facebook groups
c. handing out pamphlets after work
d. sending emails to home addresses
e. having discussions during work meetings

23. Once a union drive is underway, management

a. may not discipline employees for supporting the union
b. may not discipline employees for supporting the union, except for those who are
actively organizing
c. may not discipline employees for supporting the union, but may legally charge
outside union organizers
d. may not discipline employees, but can warn them of serious negative
ramifications if they organize
e. may discipline employees for supporting the union, though may not dismiss
them without warnings

24. For a collective agreement to be valid, it must:

a. be made between an employer's organization and a trade union or council of
trade unions, have an union recognition clause, no strike or lock out clause,
and a grievance procedure.
b. contain a grievance procedure involving at least three steps.
c. be at least 15 pages long.
d. contain provisions regarding the terms and conditions of employment of all
employees within the organization.
e. take place at the union trades' office.