Performance Appraisal Errors Quiz

What is the "halo effect" in performance appraisals?

• Rating an employee's performance based on a single positive trait

• Rating an employee's performance based on their performance over the entire year

• Focusing only on recent events rather than the entire review period

• Comparing an employee's performance to that of their peers

The "leniency bias" occurs when:

• An appraiser gives all employees very high ratings regardless of their actual performance

• An appraiser is overly harsh in their evaluations

• An appraiser's ratings are influenced by the employee's race or gender

• An appraiser fails to provide feedback during the appraisal process

Which of the following best describes the "recency effect"?

• Judging an employee's performance based solely on their most recent work

• Overvaluing the employee's past performance

• Providing feedback based on the employee's first impression

• Rating employees based on the average performance over the year

What does "contrast error" refer to in performance appraisals?

• Comparing an employee's performance with the performance of another employee

• Evaluating an employee based on their personal characteristics

• Overemphasizing recent events in the appraisal process

• Rating an employee based on their past performances only

The "central tendency error" involves:

• Giving all employees ratings around the midpoint of the scale, regardless of their actual performance

• Overvaluing an employee's strengths

• Giving higher ratings to employees who have similar traits to the appraiser

• Relying on the most recent performance data

What is the "similar-to-me effect"?

• Giving higher ratings to employees who share similar characteristics with the appraiser

• Evaluating employees based on their recent performance

• Providing feedback that focuses only on recent events

• Rating employees based on their unique skills and contributions

The "horns effect" refers to:

• Judging an employee negatively based on a single negative trait.

• Overrating an employee's performance based on their potential.

• Comparing an employee's performance to an ideal standard.

• Rating an employee based on their most recent achievements.

What does "labeling" in performance appraisals typically involve?

• Assigning broad, categorical labels to an employee based on a single performance incident.

• Using specific and detailed feedback to describe an employee's performance.

• Providing ratings based on an employee's performance compared to their peers.

• Evaluating an employee's performance based on their professional development goals.

The "labeling" error in performance appraisals can lead to:

• More accurate and detailed assessments of an employee's strengths and weaknesses.

• Employees being unfairly categorized and potentially missing out on growth opportunities.

• A more objective and fair evaluation process.

• Ratings that are based solely on objective metrics and performance data.

Which of the following is a potential consequence of leniency bias in performance appraisals?

• A more accurate reflection of each employee's true performance and capabilities.

• Increased motivation among employees due to consistently positive feedback.

• Difficulty in differentiating between high and low performers, leading to potential issues in promotion and compensation decisions.

• Enhanced fairness and objectivity in the appraisal process due to uniformly high ratings.