TEST 2 PART 3

21) In the context of the performance evaluation process, which of the following ensures that raters are motivated to rate accurately?

• A) Focusing on the person rather than the behavior while evaluating performance and providing feedback

• B) Making sure that managers are graded on how well they utilize and develop human resources

• C) Ensuring that employees do not have to participate in developing performance dimensions

• D) Conducting informal discussions with employees about progress on an irregular basis

20) In situations where the nature of the task is so uncertain that it may be difficult to specify expected goals, the most appropriate rating format is

• A) a Management by Objectives format.

• B) a standard rating scale.

• C) a behaviorally anchored rating scale.

• D) an essay format.

19) Which of the following rating formats has the lowest rating errors?

• A) Standard rating scales

• B) Behaviorally Anchored Rating Scales

• C) Management by Objectives

• D) Ranking

18) Which of the following is an open-ended performance appraisal format that involves the use of descriptors ranging from comparisons with other employees to adjectives, behaviors, and goal accomplishment?

• A) Behaviorally Anchored Rating Scales

• B) Management by Objectives

• C) An essay format.

• D) Ranking

17) The most common form of outcome-based appraisal is

• A) the essay method.

• B) Management by Objectives.

• C) the performance standards review.

• D) Behaviorally Anchored Rating Scales.

16) Which of the following types of rankings would be least preferred by managers of more than 10–15 employees?

• A) Straight ranking

• B) Alternation ranking

• C) Paired-comparison ranking

• D) Forced ranking

15) Telling raters that sometimes the work environment and system affect job performance more than the individual employee's behavior:

• A) makes the ratings completely accurate.

• B) leads to higher ratings.

• C) has no effect on the ratings.

• D) leads to lower ratings.

14) The amount of fairness given to employees refers to:

• A) total justice.

• B) quantitative justice.

• C) procedural justice.

• D) distributive justice.

13) The key to designing a pay-for-performance system rests on standards — specifically: objectives, measures, eligibility, and _________.

• A) structure

• B) funding

• C) equity

• D) strategy

12) The most obvious sorting factor is

• A) seniority.

• B) ability.

• C) experience.

• D) educational qualification.