Wrap Up Quiz 10 Session 11 Human Resource Management T222WSB 1

7/31/22, 9:45 PM Wrap-up Quiz 10 - Session 11: Human Resource Management-T222WSB-1
Wrap-up Quiz 10 - Session 11

Due Jul 31 at 11:59pm Points 25 Questions 25
Available Jul 25 at 11:15am - Jul 31 at 11:59pm 7 days Time Limit 20 Minutes
Allowed Attempts 3
Take the Quiz Again
Attempt History
Attempt Time Score
LATEST Attempt 1 9 minutes 24 out of 25
 Correct answers will be available on Aug 8 at 12am.
Score for this attempt: 24 out of 25 Submitted

Jul 31 at 9:17pm
This attempt took 9 minutes.
Question 1 1 / 1 pts
Globo Analytics Inc., a data analysis company, has modified its performance
management system. Apart from training employees on their specific tasks, the
trainers and managers help the employees become more aware of the overall
goals of the company and how their individual performances influence the
broader goals of the company. As a result of this, employees' performances
have become more consistent with the organization's strategies, goals, and
culture. This
initiative of Globo focuses on the criterion of performance
management.
acceptability
consistency
strategic congruence
social
https://lms.westernsydney.edu.vn/courses/382/quizzes/4927? 1/1
risk avoidance
The individual ratings that are still the heart of most appraisal systems
are the:
self-paced ratings.
individual ratings.
peer ratings.
customer ratings.
supervisor's ratings.
Zoe would like to terminate an employee. She claims that the employee is always on her cell phone an
so she can share that information with the employee.
graphic rating scale
simple ranking method
behavioral observation scale
organizational behavior modification method
forced distribution scale
is the extent to which the performance management system elicits job performance that is consisten
goals, and culture.
Strategic congruence
Specificity
Acceptability
Validity
Reliability
Which of the following is true regarding behavioral approaches to

performance measurement?
They result in techniques that have a low degree of validity and

acceptability.
They link the company's strategy to the specific behavior necessary to

implement that strategy.
They assume that there are multiple best ways to do the job.
They adopt a very subjective approach to evaluating human behavior at

the workplace.
Despite substantial investments in training, the techniques are not strong enough to be reliable.
Bridget has an employee who is struggling with meeting quotas and attendance. You offer her advice
as it will not provide guidance on improving employee behavior.
behavioral approach
results approach
attribute approach
quality approach
comparative approach
The basic problem with employee self-ratings is:
employees rate themselves higher than they are rated by supervisors or

peers.
employee reluctance to self-rate.
peers rate themselves lower than they are rated by supervisors or

peers.
lack of anonymity.
supervisor distrust of employee self-ratings.
As the CEO of Blue Corp., Terrell makes it a point to meet new hires at all levels of his organization.
larger picture. This initiative of Terrell focuses on theof
performance management.
validity purpose
developmental purpose
statistical purpose
strategic purpose
administrative purpose
Arater error is one in which a rater gives middle or average

ratings to all employees despite their performance.
central tendency
contrast
leniency
strictness
horns
Kai has a tendency to rate all of his direct reports as average. Kai's
actions indicate the following performance appraisal problem:
appraisal bias.
halo effect.
bias.
equal rating tendency.
central tendency.
To clarify performance expectations,should be developed.
measurable standards
strategic objectives
a business plan
a list of traits
an HR strategy
Whittaker Publishing Corp. is a publishing company that wants to hire more technical experts to hand
services. The test conducted by Whittaker Publishing Corp. is
high on acceptability.
low on validity.
low on strategic congruence.
high on specificity.
high on reliability.
Which of the following is true regarding the attribute approach to

performance management?
There is usually a high congruence between the techniques used in this

approach and the company's strategy.
It is easy to develop and is generalizable across organizations and

strategies.
It provides specific guidance and feedback to employees.
The methods usually have clearer performance standards due to which

different raters provide similar ratings and rankings.
The ratings from this approach are easily accepted by employees during
feedback.
Both the comparative and the attribute approaches to performance

measurement are
high on strategic congruence.
high on reliability.
low on acceptability.
very high on validity.
very low on specificity.
Which of the following is an example of the "tell-and-sell" approach in

giving feedback?
Managers tells the employees how to improve their performance.
Managers discuss with the employees how to solve the performance

issues
Managers provide constructive feedback to the employees
Employees explain why they couldn't meet their performance standards.
Managers explain how they give the evaluation score.
A method for appraising performance involving setting specific measurable goals with each employee
the progress made is called:
behaviourally anchored rating scale method.
management by objectives.
periodic review method.
progress review method.
critical goal method.
When using MBO, in order to avoid having the process demotivate

employees, objectives must be:
easy to attain.
difficult to attain.
the same for all employees in the same job.
based on the employee's educational level.
fair and attainable.
Jian is a manager at Zobos Corp. He needs to perform an evaluation of his subordinates. He does this b
employ to perform the evaluation?
Forced distribution
https://lms.westernsydney.edu.vn/courses/382/quizzes/4927? 10/
Paired comparison
Scanlon plans
Simple ranking
Probability distribution
Renu has been hired as the first human resources professional at a growing landscape architecture firm
"outstanding." Terrastyle is using the following appraisal method:
forced distribution method.
graphic rating scale.
behaviourally anchored rating scale.
paired comparison method.
critical incident method.
In
nco
orrrect
ct 0 / 1 pts
Question 21
The performance appraisal method which is similar to grading on a curve,

and which places a predetermined percentage of ratees in various
performance categories, is the:
paired comparison method.
alternation ranking method.
graphic rating scale.
forced distribution method.
critical incident method.
Harriet wants all of her team members to receive a raise, so she gives them
all a high rating. Which of the following errors is she falling prey to?
Halo
Similar to me
Contrast
Leniency
Central tendency
Which of the following is true about the results approach to

performance management?
The results approach relies primarily on a combination of the attribute and

results approaches to performance measurement.
The results approach virtually eliminates problems of leniency, central

tendency, and strictness.
The results approach minimizes subjectivity, relying on objective,

quantifiable indicators of performance.
The results approach is usually highly unacceptable to both managers

and employees.
The techniques of the results approach usually have very little

congruence with the company's strategy.
Appraisals that involve collecting subordinates' evaluations of a

manager's behavior or skills are known as
social performance.
peer review.
upward feedback.
screening interviews.
360-degree feedback.
Which of the following is true of peers as the source of performance information?
Peers have expert knowledge of job requirements and often have the
most opportunity to observe an employee in day-to-day activities.
Peer evaluations give employees power over their managers, thus

putting managers in a difficult situation.
Peers are comfortable providing evaluations for both administrative and

developmental purposes.
Peers have the ability to discard the fact that they may be friends with
the ratee in order to provide an unbiased rating.
Peers give feedback that is strongly related to performance and to

employee perceptions of the accuracy of the appraisal.
Quiz Score: 24 out of 25

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7/31/22, 9:45 PM Wrap-up Quiz 10 - Session 11: Human Resource Management-T222WSB-1

Wrap-up Quiz 10 - Session 11

Take the Quiz Again

 Correct answers will be available on Aug 8 at 12am.

Score for this attempt: 24 out of 25 Submitted

graphic rating scale

simple ranking method

behavioral observation scale

organizational behavior modification method

forced distribution scale

Which of the following is true regarding behavioral approaches to

They result in techniques that have a low degree of validity and

They link the company's strategy to the specific behavior necessary to

They adopt a very subjective approach to evaluating human behavior at

The basic problem with employee self-ratings is:

employees rate themselves higher than they are rated by supervisors or

employee reluctance to self-rate.

peers rate themselves lower than they are rated by supervisors or

supervisor distrust of employee self-ratings.

Arater error is one in which a rater gives middle or average

equal rating tendency.

To clarify performance expectations,should be developed.

low on strategic congruence.

Which of the following is true regarding the attribute approach to

There is usually a high congruence between the techniques used in this

It is easy to develop and is generalizable across organizations and

It provides specific guidance and feedback to employees.

The methods usually have clearer performance standards due to which

Both the comparative and the attribute approaches to performance

high on strategic congruence.

very high on validity.

very low on specificity.

Which of the following is an example of the "tell-and-sell" approach in

Managers tells the employees how to improve their performance.

Managers discuss with the employees how to solve the performance

Managers provide constructive feedback to the employees

Employees explain why they couldn't meet their performance standards.

Managers explain how they give the evaluation score.

behaviourally anchored rating scale method.

periodic review method.

progress review method.

critical goal method.

When using MBO, in order to avoid having the process demotivate

the same for all employees in the same job.

based on the employee's educational level.

fair and attainable.

forced distribution method.

graphic rating scale.

behaviourally anchored rating scale.

paired comparison method.

critical incident method.

The performance appraisal method which is similar to grading on a curve,

paired comparison method.

alternation ranking method.

graphic rating scale.

forced distribution method.

critical incident method.

Which of the following is true about the results approach to

The results approach relies primarily on a combination of the attribute and

The results approach virtually eliminates problems of leniency, central

The results approach minimizes subjectivity, relying on objective,

The results approach is usually highly unacceptable to both managers

The techniques of the results approach usually have very little