MGT340 Chapter 4 PA

What is the main objective of performance appraisal?

• To define the roles and responsibilities of employees

• To evaluate an employee's current and/or past performance

• To provide training and development opportunities

• To recruit new workers

What is the purpose of a performance management system?

• To ensure that every employee works in a way that is aligned with organizational goals

• To provide financial rewards to employees

• To conduct disciplinary proceedings

• To recruit new workers

Which of the following is a potential bias/problem in performance appraisal related to the recency effect?

• Central tendency

• Fatigue

• Halo effect

• Prejudice and stereotyping

Who are the parties involved in performance appraisal besides the employee and the manager?

• The employee's friends

• The employee's family members

• The employee's co-workers

• The employee's neighbors

Which performance appraisal method involves ranking subordinates from best to weakest performer?

• Comparative methods

• Forced distribution system

• Essay technique

• Trait rating scales

What is the purpose of the appraisal interview?

• To conduct disciplinary actions

• To recruit new workers

• To provide feedback to the employee on his strength and weaknesses

• To assign new job roles to employees

What should be done after the appraisal interview/discussion according to the text?

• Ignore the feedback given

• No follow-up action is necessary

• Reward the employee if performance was good

• Terminate the employee if performance was poor

What is the role of subordinates in the performance appraisal process?

• To evaluate the performance of their peers

• To provide feedback on the manager's communication and team-building skills

• To provide feedback on the manager's performance

• To evaluate the performance of the manager

Which party can provide valuable feedback on performance, particularly in teamwork situations?

• The employee's neighbors

• The employee's friends

• The employee's family members

• The employee's co-workers

What is the purpose of the forced distribution system in performance appraisal?

• To rank employees based on their job titles

• To distribute rates of subordinates according to a bell-shaped curve

• To eliminate performance appraisal biases

• To provide equal rewards to all employees