Reference no: EM133081837

1. At the conclusion of the performance review process, Peter felt that the feedback he received was intimidating. He got the sense that those providing feedback on his performance had ganged up on him, and he felt a great deal of resentment towards them. It is most likely, based on this outcome, that Peter had what type of performance evaluation?

Group of answer choices

a. Mixed-standard

b. Forced choice

c. 360-degree

d. Behavior observation

2. When setting performance measures for incentive systems, we can say that the best measures are those that

Group of answer choices

a. are quantitative, simple to understand, and show a clear relationship to improved performance.

b. are qualitative, flexible, and create competition between employees.

c. allow employers to "ratchet up" standards and base rewards on qualitative standards.

d. reduce administrative costs, determine rewards based only on quantity, and reward only exceptional employees.

3. Team incentive bonuses may be paid out in all of the following ways EXCEPT by distributing it

Group of answer choices

a. equally among team members.

b. proportion to each member's base pay.

c. proportion to each member's relative contribution to the team.

d. on the basis of individual performance appraisal.

4. TrueBlue requires that managers meet to discuss the performance of individual employees. They first rate those whose performances are particularly good or poor, and then rate employees who are in the middle. The purpose of this __________ process is to ensure that their employee evaluations are in line with one another.

Group of answer choices

a. cross-referencing

b. authentication

c. mentoring

d. calibration

5. Performance-related behaviors such as leadership ability, ability to delegate, and employee supportiveness may best be appraised by

Group of answer choices

a. the manager/supervisor.

b. peers.

c. subordinates.

d. the management team.