Reference no: EM132188945

1. Tami meets with each employee to go over their performance review. She knows that ______ is important if she wants the employees to improve.

achievement discrepancy

ability analysis

performance feedback

performance appraisal

job rotation

2. At BayPoint Strategies, employees can work on several projects over the course of a year, reporting to different managers and interacting with a variety of team members. Which of the following approaches would be most effective and efficient in assessing employee performance at this consulting firm?

Social performance management

Productivity Measurement and Evaluation System

Paired comparison method

360-degree appraisal

Upward feedback

3. A competent employee receives lower-than-deserved ratings because of a few outstanding colleagues who set very high performance standards. This is an example of a _____ rater error.

horns

distributional

similar to me

halo

contrast

4. Benito, a psychology student, has had an overall negative impression of his psychology professor. As a consequence, during the end-of-term appraisal, he rates his professor low on all performance criteria. Which of the following rater errors has Benito committed?

Central tendency

Leniency

Horns

Strictness

Contrast

5. Olivia is writing her goals for her team for the next year. She looks back over the goals from the last year and the company’s goals for this year to craft the goals. This first step of performance management is

identifying the improvements needed.

identifying performance outcomes for company divisions and departments.

providing consequences for performance results.

developing employee goals, behavior, and actions to achieve outcomes.

providing support and ongoing performance discussions.

6. Bridget has an employee who is struggling with meeting quotas and attendance. You offer her advice by telling her to not use the ____ as it will not provide guidance on improving employee behavior.

results approach

attribute approach

behavioral approach

quality approach

comparative approach

7. A performance measure is said to be contaminated when

it does not measure all aspects of performance.

it is a subjective supervisory measure of job performance.

the overlap between actual job performance and the measure of job performance is maximized.

it is not reliable over time.

it evaluates irrelevant aspects of performance