FP A (120-150)

During a performance appraisal meeting, a manager focuses only on the positive aspects of an employee's recent achievements while ignoring areas that require improvement. This behavior is an example of:

• Similar-to-Me Bias

• Leniency Error

• Halo Error

• Central Tendency Error

An employee receives a performance rating based on their overall ability, appearance, and personal characteristics rather than specific job-related tasks. This reflects:

• Recency Effect

• Similar-to-Me Bias

• Trait-focused Performance Dimensions

• Leniency Error

During a performance appraisal, a manager provides feedback to an employee, emphasizing their ability to meet specific, quantifiable goals. This approach aligns with:

• Task-focused Performance Dimensions

• Goal-focused Performance Dimensions

• Competency-focused Performance Dimensions

• Results-Based System

An organization implements a forced distribution method during performance appraisals. This involves:

• Ranking employees based on specific behaviors

• Categorizing employees into predetermined groups

• Sorting employees into two or more categories

• 
  Using feedback from various sources, including customers

A manager assesses an employee's performance based on specific examples of job behavior along a scale, with each level described in terms of the employee's specific behaviors. This method is known as:

• Graphic Rating Scale

• Results-Based System

• Behaviorally Anchored Rating Scale

• Critical Incident Method

An HR manager collects feedback from supervisors, subordinates, peers, and customers to evaluate an employee's performance. This approach is called:

• Graphic Rating Scale

• 360 Degree Feedback

• Results-Based System

• Behaviorally Anchored Rating Scale

Julian is rated based on their ability to meet specific deadlines, achieve targets, and demonstrate efficiency. This aligns with:

• Trait-focused Performance Dimensions

• Task-focused Performance Dimensions

• Results-Based System
  

• Competency-focused Performance Dimensions

Jayram, a manager, uses a narrative approach, writing a brief narrative describing an employee's performance during a performance appraisal. This is an example of:

• Graphic Rating Scale

• Behaviorally Anchored Rating Scale

• Results-Based System

• Essay Method

During a performance appraisal, a manager rates all team members as either high performers or low performers without considering a middle ground. This behavior is indicative of:

• Central Tendency Error

• Forced Distribution Method

• Halo Error

• Similar-to-Me Bias

As a supervisor, Reginald provides feedback to his employee, Niko, based on specific, observable behaviors, ensuring that the feedback is tied to concrete examples. This aligns with:

• Results-Based System

• Graphic Rating Scale

• Behaviorally Anchored Rating Scale

• Task-focused Performance Dimensions