Managing Human Resources 17th Edition Snell Test Bank

Managing Human Resources 17th
Edition Snell Test Bank

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1. Managers need to constantly engage in a dialogue with their subordinates.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.8-4
NATIONAL STANDARDS: United States - BUSPROG - Analytic - Business knowledge and analytic skills
STATE STANDARDS: United States - OH - DISC: HRM
KEYWORDS: Bloom’s: Knowledge
2. Most performance appraisals focus on long-term improvement, rather than short-term achievements.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
3. The two most common purposes of performance management programs are administrative and developmental.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
4. The federal government began evaluating employees in 1842.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
5. Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving
communication.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Moderate
KEYWORDS: Bloom’s: Comprehension
6. Developmental purposes for performance appraisal include evaluating goal achievement and validating selection
criteria.
a. True
b. False
ANSWER: False
POINTS: 1
7. Developmental purposes for performance appraisal include evaluating training programs and determining promotion
candidates.
a. True
b. False
ANSWER: False
POINTS: 1
8. Studies have shown that employees who earn performance-based pay are more satisfied.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
9. Performance management programs can be used for many purposes, including promotions, transfers, layoffs, and pay
decisions.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
10. Performance evaluations are simply a logical extension of the day-to-day performance management process.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
11. Managers may deflate performance ratings to make themselves look good as managers.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
12. Criterion deficiency occurs when performance standards focus on a single criterion and exclude other important but
less quantifiable performance dimensions.
a. True
b. False
ANSWER: True
POINTS: 1
13. Criterion deficiency occurs when performance standards have not been properly established and communicated to the
employee.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
14.
Criterion contamination occurs when different supervisors have different and inconsistent ratings of an employee’s
performance.
a. True
b. False
ANSWER: False
POINTS: 1
15. Criterion contamination occurs when factors outside an employee's control influence his or her performance.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
KEYWORDS: Bloom's: Knowledge
16. According to a Supreme Court ruling, performance appraisals are subject to the same validity criteria as selection
procedures.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
17. The HR department rarely has the primary responsibility for overseeing and coordinating a firm’s performance
management system.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
18. Employees should be given a written copy of their job standards in advance of their performance evaluations.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
19. An appeals process is only necessary for administrative appraisals.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
20. In most instances, one person can easily observe and evaluate an employee's performance.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
21. Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the
organization in which they are applied.
a. True
b. False
ANSWER: False
POINTS: 1
22. Self-evaluations are often best used for developmental purposes rather than for administrative decisions.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
23. Self-evaluations should be used primarily for administrative purposes.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
24. Subordinate evaluations are useful for rating on dimensions such as leadership ability, ability to delegate, and
employee supportiveness.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
25. Subordinate evaluations should be used primarily for developmental purposes.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
26. One disadvantage of peer evaluations is the belief that they contain more biases and furnish less valid information than
appraisals by superiors.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
27. Team evaluations are conceptually just a collection of the individual appraisals of a work unit.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
28. Internal customers can provide extremely useful feedback for both developmental and administrative purposes.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
29. Reliability refers to the stability or consistency of a standard.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
30. A distributional rating error occurs when a single rating is skewed toward an entire group of employees.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
31. An error of central tendency is a performance-rating error in which all employees are more or less rated as average.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
32. Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.
a. True
b. False
ANSWER: True
POINTS: 1
33. Having appraisals reviewed by a supervisor’s supervisor creates unnecessary redundancy and may actually result in
greater legal liability.
a. True
b. False
ANSWER: False
POINTS: 1
34. A recency error is an error in which the appraisal is based largely upon the employee's most recent behavior as
opposed to their behavior throughout the entire appraisal period.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
35. Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
36. A similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in
common.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
37. A similar-to-me error, like contrast, results in less than accurate performance ratings, but would not be considered
discriminatory.
a. True
b. False
ANSWER: False
POINTS: 1
38. Feedback training for raters should include communicating effectively, diagnosing causes of performance problems,
and setting goals.
a. True
b. False
ANSWER: True
POINTS: 1
39. It is unrealistic to presume that one person can fully observe and evaluate an employee’s performance.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
40. Results-oriented approaches have become more popular because they focus on the measurable contributions that
employees make to an organization.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
41. One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
42. Graphic rating scales include sets of statements between which the rater must choose, such as "works hard" vs. "works
quickly."
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
43. The mixed-standard scale method evaluates traits according to a single scale.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
44. One of the benefits of the forced-choice method is the relatively small cost of establishing and maintaining its validity.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
45. The forced-choice method of appraisal is less effective as a tool for developing employees.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
46. A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential
characteristics is very time-consuming.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
47. The effectiveness of the essay method is affected by the rater's writing skills.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
48. Behavioral methods specifically describe which actions should (or should not) be exhibited on the job.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
49. One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job
to appraise individuals in another, unrelated job.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
50. Results evaluations often give employees responsibility for their outcomes and discretion over the way they
accomplish them.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
51. Behavior observation scales have rater check statements that they believe are characteristic of the employee.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
52. Measurable and quantifiable performance objectives are requirements for a successful MBO program.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
53. The Balanced Scorecard approach integrates four categories: financial, customer, process, and learning measures.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
54. The Balanced Scorecard evaluation method translates broad corporate goals into divisional, departmental, team, and
individual goals in a cascading way.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
55. The choice of performance evaluation method to use depends upon the purpose of the evaluation.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
56. Dividing the performance evaluation meeting into two sessions, one for the performance review and the other for the
employee's growth plans, is a good strategy to improve communication between the parties.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
57. The three basic types of formats for providing feedback during a performance evaluation meeting are tell-and-sell,
tell-and-listen, and problem-solving.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
58. The problem-solving format seeks to obtain an employee’s buy-in for a mutually agreed-upon way to overcome
obstacles and improve the person’s actual performance.
a. True
b. False
ANSWER: False
POINTS: 1
59. A self-evaluation ensures that an employee knows against what criteria he or she is being evaluated, eliminating any
potential surprises.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
60. Because the appraisal interview is for developmental purposes, the interviewer rather than the employee should spend
the majority of the time talking.
a. True
b. False
ANSWER: False
POINTS: 1
61. Since praise is a powerful motivator, appraisers should alternate positive and negative statements during a
performance appraisal interview.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
62. Expressing appreciation for the work an employee has done well is likely to make the person more defensive about
aspects of the job that are not going so well.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
63. Performance discussions should focus on the employee rather than on his or her behaviors.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
64. If an employee is doing something wrong, waiting for a formal evaluation later in the year to communicate
that information is an example of a balanced approach to effective communication.
a. True
b. False
ANSWER: False
POINTS: 1
65. A person's performance is a function of ability, environment, and motivation.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
66. A diagnosis of poor employee performance should focus on the three interactive elements of ability, motivation, and
external conditions.
a. True
b. False
ANSWER: True
POINTS: 1
67. Self-evaluations are often best used for administrative decisions rather than developmental purposes.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
68. The “horn error” is the opposite of the “halo effect.”

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
69. The federal government began evaluating employees in 1842, when Congress passed a law mandating yearly
performance review for:
a. departmental clerks.
b. military personnel.
c. postal employees.
d. all federal employees.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
70. A problem with performance appraisal is that it:

a. tends to be objective and consistent.
b. identifies weaknesses of employees as well as strengths.
c. tends to focus on short-term objectives rather than long-term learning.
d. tends to be a bottom-up process.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
71. One study showed that organizations with strong performance management systems are ____ more likely to
outperform their competitors in the areas of revenue growth, productivity, profitability, and market value
a. 10-15 percent
b. 20-30 percent
c. 40-50 percent
d. 80-90 percent
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
72. The two primary purposes of performance appraisals are:

a. informative and developmental.
b. managerial and administrative.
c. managerial and informative.
d. administrative and developmental.
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
73. Administrative purposes of performance appraisal include all of the following EXCEPT:
a. determining promotion candidates.
b. evaluating training programs.
c. documenting personnel decisions.
d. providing performance feedback.
ANSWER: d
POINTS: 1
74. Developmental purposes of performance appraisal include all of the following EXCEPT:
a. recognizing individual performance.
b. validating selection procedures.
c. improving communication.
d. identifying strengths and weaknesses.
ANSWER: b
POINTS: 1
75. Which of the following is NOT a reason for the failure of appraisal programs?
a. They discourage teamwork by focusing on workers’ individual achievements.
b. They lay more focus on employee input into the development of the appraisal program.
c. They are not useful for the majority of employees in the middle in terms of performance.
d. They often focus on short-term achievements rather than long-term improvement and learning.
ANSWER: b
POINTS: 1
76. In _____, the U.S. Supreme Court found that employees had been ranked against a vague standard, open to each
supervisor’s own interpretation.
a. California Board of Regents v. Bakke
b. Griggs v. Duke Power Co.
c. Albemarle Paper Co. v. Moody
d. Brito v. Zia
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
77. If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or
her own superiors, this is an example of:
a. criterion deficiency.
b. organizational politics.
c. criterion contamination.
d. administrative appraisal purpose.
ANSWER: b
POINTS: 1
78. Which of the following is NOT an advantage of the trait method of appraisals?
a. Inexpensive to develop
b. Uses meaningful dimensions
c. Low potential for rating errors
d. Easy to use
ANSWER: c
POINTS: 1
79. The strategic relevance of performance appraisals refers to the extent to which:
a. standards relate to the overall objectives of the organization.
b. standards capture the entire range of an employee's responsibilities.
c. individuals tend to maintain a certain level of performance over time.
d. factors outside the employee's control can influence performance.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
80. Freedom from criterion deficiency of performance appraisals refers to the extent to which:
a. standards relate to the overall objectives of the organization.
b. standards capture the entire range of an employee's responsibilities.
c. individuals tend to maintain a certain level of performance over time.
d. factors outside the employee's control can influence performance.
ANSWER: b
POINTS: 1
81. If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other
important factors, the performance management system suffers from:
a. criterion contamination.
b. lack of reliability.
c. criterion deficiency.
d. organizational politics.
ANSWER: c
POINTS: 1
82. If a performance standard is found to be stable or consistent over time, it is said to be:
a. free from contamination.
b. relevant.
c. reliable.
d. valid.
ANSWER: c
POINTS: 1
83. Reliability in performance appraisal is measured by:
a. correlating two sets of ratings made by a single rater or by two different raters.
b. correlating the ratings of an employee at two different points in time.
c. linking performance standards to organizational goals.
d. quantifiable performance standards.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
84. The Supreme Court ruling states that:

a. vague performance standards can be acceptable when clearly written.
b. organizations should have carefully defined and measurable performance standards.
c. while performance standards should be somewhat specific, there should be room for individual interpretation.
d. descriptions of traits such as attitude and cooperation are acceptable performance standards.
ANSWER: b
POINTS: 1
85. In light of recent court rulings, HR managers suggest that performance evaluations should meet all of the following
legal guidelines EXCEPT:
a. performance ratings must be job-related.
b. employees must be provided with clear, written job standards in advance of their evaluations.
c. performance evaluation should rarely be tied to compensation decisions.
d. supervisors should be trained to use the evaluation form correctly.
ANSWER: c
POINTS: 1
86. In most instances, who is in the best position to perform the function of evaluating an employee's performance?
a. The HR personnel
b. The employee's supervisor
c. The employee
d. Co-workers
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
87. Performance-related behaviors such as leadership ability, ability to delegate, and employee supportiveness may best
be appraised by:
a. the manager/supervisor.
b. peers.
c. subordinates.
d. the management team.
ANSWER: c
POINTS: 1
88. Self-appraisals are best for:

a. administrative purposes.
b. developmental purposes.
c. promotional purposes.
d. regulatory purposes.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
89. One advantage of peer evaluations is that:

a. peers are less politically motivated than supervisors.
b. peers may furnish more accurate and valid information than supervisors.
c. peers may work harder to help other employees improve performance.
d. peers are often partially responsible for the performance of other co-workers.
ANSWER: b
POINTS: 1
90. A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low
ratings is referred to as a(n):
a. recency error.
b. error of central tendency.
c. leniency or strictness error.
d. halo error.
ANSWER: b
POINTS: 1
91. A performance rating error in which the rater tends to give employees either extremely high or extremely low ratings
is referred to as a(n):
a. recency error.
b. error of central tendency.
c. leniency or strictness error.
d. halo error.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
92. Which method of performance appraisal requires managers to place a certain percentage of employees into various
performance categories?
a. Forced distribution method
b. Checklist method
c. Percent method
d. Forced-choice method
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
93. If one rates an employee's performance largely on the basis of the employee’s recent behavior, one commits a:
a. leniency error.
b. contrast error.
c. recency error.
d. central tendency error.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
94. If one rates an average employee's performance high because they compared the employee to poor performers, one
commits a:
a. leniency error.
b. contrast error.
c. recency error.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
95. If one inflates the evaluation of people with whom they have something in common, one commits a:
a. leniency error.
b. similar-to-me error.
c. recency error.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
96. A feedback training program for performance appraisal raters should cover at least all of the following areas
EXCEPT:
a. effective communication techniques.
b. diagnosing the root causes of performance problems.
c. setting goals and objectives.
d. developing independent learning objectives.
ANSWER: d
POINTS: 1
97. Performance appraisal methods can be broadly classified as either ____, ____, or ____ approaches.
a. trait, behavioral, judgmental
b. trait, behavioral, results
c. behavioral, judgmental, results
d. behavioral, judgmental, attitudinal
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
98. In the ____ method, each trait or characteristic to be rated is represented by a scale on which a rater indicates the
degree to which an employee possesses that trait or characteristic.
a. mixed-standard scale
b. graphic rating scale
c. behaviorally anchored rating scale
d. behavior observation scale
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
99. Which rating format uses three specific behavioral descriptions relevant to each trait and then asks supervisors to
evaluate whether an employee's behavior is better than, equal to, or worse than the standard for each behavior?
a. Mixed-standard scale
b. Forced-choice method
c. Behaviorally anchored rating scale
d. Behavior observation scale
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
100. A method of rating performance in which the rater chooses from statements that appear equally favorable or equally
unfavorable is known as the:
a. forced-distribution method.
b. graphic rating scales.
c. behaviorally anchored rating scale
d. forced-choice method.
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
101. Which of the following is NOT a disadvantage of the essay method?

a. It is very time-consuming.
b. It must follow a job-specific format.
c. It's appraisal quality could be influenced by the supervisor's writing skills.
d. It is highly subjective and could be biased.
ANSWER: b
POINTS: 1
102. If the primary objective of a performance appraisal is to give employees developmental feedback, which of the
following appraisal methods is most ideal?
a. Trait
b. Results
c. Behavioral
d. Attitudinal
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
103. What is the first step in the management by objectives (MBO) process?
a. Develop organization goals and metrics
b. Develop department goals and metrics
c. Review performance
d. Add new inputs
ANSWER: a
POINTS: 1
104. The type of scale that uses critical incidents as examples of different points along the scale is known as:
a. the mixed-standard scale.
b. the global rating.
c. the behaviorally anchored rating scale.
d. the dimensional rating.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
105. One major advantage of a behaviorally anchored rating scale is that:

a. it requires a great deal of employee participation which leads to greater acceptance.
b. the same rating scale can be used across all the departments of an organization.
c. it takes a relatively short time to develop.
d. the rating scale can be developed with little expertise.
ANSWER: a
POINTS: 1
106. The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:
a. have a high degree of construct validity.
b. have a high degree of content validity.
c. can be used to rate employees across different jobs.
d. cost the least to develop.
ANSWER: b
POINTS: 1
107. Which of the following is a performance appraisal approach designed to measure how frequently employees exhibit
certain behaviors?
a. Management by objectives
b. Behaviorally anchored rating scale
c. Behavior observation scale
d. Trait scale
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
108. Which of the following is NOT a component of the Balanced Scorecard approach?
a. Competitor
b. Learning
c. Customer
d. Financial
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
109. If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable
performance dimensions, the performance management system may suffer from:
a. criterion deficiency.
b. rater bias.
c. lack of reliability.
d. criterion contamination.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
110. Requirements for a successful management by objectives (MBO) program include all of the following EXCEPT that:
a. the results must be under the control of the employee.
b. timeframes for when the goals are to be reviewed and evaluated need to be established.
c. goal statements must be accompanied by descriptions of how they will be accomplished.
d. both trait and critical incident objectives must be set.
ANSWER: d
POINTS: 1
111. An appraisal system that allows each individual to see clearly how his or her performance ties into the overall
performance of the firm is:
a. the balanced scorecard approach.
b. the 360-degree evaluation.
c. the customer-oriented approach.
d. management by objectives.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
112. An appraisal system that takes into account financial, customer, processes, and learning categories is called:
a. the balanced scorecard approach.
b. the 360-degree evaluation.
c. the customer-oriented approach.
d. management by objectives.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
113. The choice of an appraisal method should be largely based on:

a. the preferred technique of the personnel department.
b. the purpose of the appraisal.
c. the reaction of employees.
d. what skills the developer of the system possesses.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
114. The appraisal interview should be divided into two sessions, one each for:
a. positive comments and negative comments.
b. performance review and employee's growth plans.
c. performance review and compensation discussion.
d. establishing performance standards and reviewing performance.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
115. The appraisal interview:

a. should take place in one session in order to give the employee a complete view of his or her performance.
b. can be divided into two sessions, though this is not advisable.
c. is most suitable for the supervisor to give feedback on past performance and should not be used for
developmental purposes.
d. should be held in two segments because the rater must perform the role of both evaluator and counselor.
ANSWER: d
POINTS: 1
116. The three basic types of formats for providing feedback during a performance evaluation meeting or feedback
session are:
a. tell-and-sell, tell-and-train, and developmental.
b. tell-and-sell, tell-and listen, and problem-solving.
c. tell-and-train, problem-solving, and developmental.
d. tell-and-listen, tell-and-train, and problem-solving.
ANSWER: b
POINTS: 1
117. The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her
behavior in a certain way is:
a. tell-and-develop.
b. tell-and-listen.
c. tell-and-sell.
d. problem-solving.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
118. Which of the following type of formats gives both managers and employees an opportunity to release and iron out
any frustrating feelings they might have?
a. Tell-and-develop
b. Tell-and-listen
c. Tell-and-sell
d. Problem-solving
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
119. In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's
performance during the first part of the interview and then explore the employee's feelings about the appraisal in the
second part?
a. Problem-solving
b. Tell-and-develop
c. Tell-and-sell
d. Tell-and-listen
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
120. Listening, accepting, and responding to feelings are essential elements of the _____ performance evaluation format.
a. tell-and-develop
b. tell-and-listen
c. tell-and-sell
d. problem-solving
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
121. As an appraiser, one should try to do all of the following EXCEPT:

a. minimizing criticism.
b. changing the person, not the behavior.
c. identifying the source of ineffective performance.
d. being supportive and demonstrating that one cares.
ANSWER: b
POINTS: 1
122. As a rule of thumb, a supervisor should spend approximately ____ percent of the time talking during an appraisal
interview.
a. 10 to 15
b. 20 to 25
c. 30 to 35
d. 40 to 45
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
123. An inappropriate interview technique in which praise serves to cushion criticism by alternating positive statements
with negative statements is known as:
a. the sandwich technique.
b. the cushioning technique.
c. the rollercoaster technique.
d. sympathetic interviewing.
ANSWER: a
POINTS: 1
124. Tips for using criticism constructively includes all of the following EXCEPT:
a. considering whether it is really necessary.
b. not exaggerating.
c. watching one's timing.
d. using the “sandwich technique.”
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
125. It is recommended that a diagnosis of poor employee performance focus on all of the following EXCEPT:
a. skill.
b. personality.
c. effort.
d. external conditions.
ANSWER: b
POINTS: 1
126. Research suggests that when it comes to our own performance, most of us first attribute our bad performance to:
a. inadequate training.
b. poor motivation.
c. external constraints.
d. lack of ability.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
127. Managers often first assume poor performance of subordinates to:

a. inadequate training.
b. poor motivation.
c. external constraints.
d. lack of ability.
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
128. Some organizations believe that appraisals are useful :

a. as a warning to inexperienced employees.
b. only for highly effective or ineffective employees.
c. only for veteran employees.
d. for employees nearing retirement.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
129. Employees who earn performance-based pay are more _____.

a. mobile
b. satisfied
c. educated
d. cynical
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
130. A process whereby managers meet to discuss the performance of individual employees to ensure that their
employee evaluations are in line with one another is referred to as _____.
a. cross-referencing
b. authentication
c. mentoring
d. calibration
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
131. The main disadvantage of a behaviorally anchored rating scale (BARS) is that it:
a. requires considerable legal “vetting” by a skilled attorney.
b. has a negative reputation among HR professionals.
c. is useful only for manual jobs.
d. requires considerable time and effort to develop.
ANSWER: d
POINTS: 1
132. Explain the two main purposes of performance management programs and why performance management
systems sometimes fail.
ANSWER: Performance management programs serve many purposes, but in general those purposes can
be clustered into two categories: administrative and developmental. The administrative
purposes include decisions about who will be promoted, transferred, or laid off. They can
also include compensation decisions and the like. Developmental decisions include those
related to improving and enhancing an individual's capabilities. These include identifying a
person's strengths and weaknesses, eliminating external performance obstacles, establishing
training needs, and so on. The combination of administrative and developmental purposes of
performance appraisal reflect, in a specific way, human resources management's larger role
of integrating the individual with the organization.
Formal evaluations fail due to the following reasons:

• Inadequate preparation on the part of the manager.
• The employee is not given clear objectives at the beginning of performance period.
• The manager may not be able to observe performance or have all the information.
• The performance standards may not be clear.
• Inconsistent ratings among supervisors or other raters.
• Manager rates employee’s personality rather than performance.
• The halo effect, contrast effect, or some other perceptual bias.
• Inappropriate time span for evaluation (either too short or too long).
• Overemphasis on uncharacteristic performance.
• Inflated ratings because managers do not want to deal with “bad news.”
• Subjective or vague language in written evaluations.
• Organizational politics or personal relationships cloud judgments.
• No thorough discussion of causes of performance problems.
• Manager may not be trained at evaluation or giving feedback.
• No follow up and coaching after the evaluation.
POINTS: 1
133. What are the four basic considerations for establishing performance standards?
ANSWER: Before any appraisal is conducted, the standards by which performance is to be evaluated
should be clearly defined and communicated to the employee. These standards should be
based on job-related requirements derived from job analysis and reflected in the job
descriptions and job specifications. In establishing performance standards, there are four
basic considerations: strategic relevance, criterion deficiency, criterion contamination, and
reliability.
First, performance standards should have strategic relevance. Strategic relevance refers to the
extent to which performance standards are related to the strategic objectives of the
organization. A second consideration in establishing performance standards is the extent to
which the standards capture the entire range of an employee's responsibilities. When
performance standards focus on a single criterion to the exclusion of other important
performance dimensions, then the appraisal system is said to suffer from criterion deficiency.
In addition to criterion deficiency, performance standards can also be contaminated. When
performance standards include factors outside an employee's control that can influence his or
her performance, then the appraisal system is said to suffer from criterion contamination.
Fourth, performance standards should be reliable. Reliability refers to the stability or
consistency of a performance standard, or the extent to which individuals tend to maintain a
certain level of performance over time.
POINTS: 1
134. Discuss the various types of rating errors that may exist in performance evaluation.
ANSWER: 1. Errors of central tendency - A performance rating error in which all employees are rated
about average;
2. Leniency or strictness errors - A performance rating error in which the appraiser tends
to give employees either unusually high or unusually low ratings;
3. Recency errors - A performance rating error in which the appraisal is based largely on the
employee’s most recent behavior rather than on behavior throughout the appraisal period;
4. Contrast errors - A performance rating error in which an employee’s evaluation is biased
either upward or downward because of comparison with another employee just previously
evaluated;
5. Similar-to-me errors - A performance rating error in which an appraiser inflates the
evaluation of an employee because of a mutual personal connection.
POINTS: 1
135. Discuss the requirements for a successful management by objectives (MBO) program.
ANSWER: The following guidelines can help an MBO program succeed:
1. The objectives should be quantifiable and measurable and accompanied by a description of
how they will be accomplished.
2. The results that are expected must be under the employee’s control. Managers must be
willing to empower employees to accomplish their goals on their own, giving them discretion
over the methods they use (but holding them accountable for the outcomes).
3. The firm’s goals and objectives must be consistent, or aligned, with the goals of employees
at all levels, including a firm’s top managers.
4. Timeframes for when the goals are to be reviewed and evaluated need to be established.
POINTS: 1
136. Explain the different types of performance evaluation meetings and feedback sessions.
ANSWER: There are three basic types of formats for providing feedback during a performance
evaluation meeting or feedback session: tell-and-sell, tell-and-listen, and problem-solving.
1. Tell-and-Sell. The skills required in the tell-and-sell format include the ability to persuade
an employee to change his or her behavior in a certain way. This may require the
development of new behaviors on the part of the employee and skillful use of motivational
incentives on the part of the appraiser/supervisor. But because there is less communication on
the part of the employee, this format is less than ideal. However, it may be used if other
formats haven’t worked, the employee is resistant to change, or the employee is reluctant to
participate in the discussion.
2. Tell-and-Listen. In the tell-and-listen format, the appraiser or supervisor communicates the
strong and weak points of an employee’s job performance during the first part of the session.
During the second part of the session, the employee’s feelings about the evaluation are
thoroughly explored. The tell-and-listen method gives both managers and employees the
opportunity to release and iron out any
frustrating feelings they might have.
3. Problem-Solving. This format is the most proactive. Listening, accepting, and
responding to feelings are essential elements of it. However, the format goes beyond an
interest in the employee’s feelings. It seeks to obtain the employees’ buy-in for a mutually
agreed-upon way to overcome obstacles and actually improve the person’s actual
performance.
Managers shouldn't assume that one format is best for every review session. Rather, they can
use one or more of the formats depending on the purpose of the session, the topic being
discussed, and the receptiveness of the employee.
POINTS: 1
137. What are some important guidelines for conducting a successful performance evaluation meeting?
ANSWER: There are probably no hard-and-fast rules for how to conduct an evaluation, but
the guidelines that follow can increase an employee’s willingness to discuss his or her
performance and improve it, accept feedback from his or her supervisors, and increase the
person’s overall satisfaction with the feedback process.
1. Ask for a self-evaluation
2. Invite participation
3. Express appreciation
4. Be supportive and demonstrate that you care
5. Minimize criticism
6. Establish goals
7. Follow-up day-to-day
8. Change the behavior, not the person
POINTS: 1

Managing Human Resources 17th Edition Snell Test Bank

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Managing Human Resources 17th Edition Snell Test Bank

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Managing Human Resources 17th

Edition Snell Test Bank

4. The federal government began evaluating employees in 1842.

19. An appeals process is only necessary for administrative appraisals.

23. Self-evaluations should be used primarily for administrative purposes.

25. Subordinate evaluations should be used primarily for developmental purposes.

29. Reliability refers to the stability or consistency of a standard.

65. A person's performance is a function of ability, environment, and motivation.

68. The “horn error” is the opposite of the “halo effect.”

70. A problem with performance appraisal is that it:

72. The two primary purposes of performance appraisals are:

84. The Supreme Court ruling states that:

88. Self-appraisals are best for:

89. One advantage of peer evaluations is that:

101. Which of the following is NOT a disadvantage of the essay method?

105. One major advantage of a behaviorally anchored rating scale is that:

113. The choice of an appraisal method should be largely based on:

115. The appraisal interview:

121. As an appraiser, one should try to do all of the following EXCEPT:

127. Managers often first assume poor performance of subordinates to:

128. Some organizations believe that appraisals are useful :

129. Employees who earn performance-based pay are more _____.

Formal evaluations fail due to the following reasons:

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