1 About a week before his performance review, Seth was asked to fill out a form that required him to list his strengths, his weaknesses, and his accomplishments at work over the past few months. Based

1 About a week before his performance review, Seth was asked to fill out a form that required him to list his strengths, his weaknesses, and his accomplishments at work over the past few months. Based on the information provided in this scenario, Seth was most likely asked to fill a _____ form.

Group of answer choices

peer evaluation

supervisor evaluation

self-evaluation

360-degree evaluation

2 Alia is a manager at a software company, Code Y Inc. In an attempt to evaluate the performance of one of her subordinates, Lucas, she asks the other members in Lucas's team to comment anonymously on various aspects of Lucas's performance. She believes that this feedback will help her gain better insight into Lucas's skills, contributions, and interpersonal interactions. What method of evaluation has Alia adopted in conducting Lucas's appraisal?

Group of answer choices

Supervisor evaluation

Self-evaluation

Peer evaluation

Focus evaluation

3 Appraisal meetings should be held:

Group of answer choices

shortly after the performance rating process has been completed.

before the supervisor fills and reviews the official rating form.

in a public setting so that other employees can comment on what is being discussed.

whenever the employee requests for one.

4 During her annual performance review, Sarah receives feedback regarding her performance from a variety of sources, including her supervisor, her colleagues, and her subordinates. Sarah's supervisor reviews customer comment cards to evaluate Sarah's performance from the customers' perspective. He also considers vendor feedback to evaluate Sarah's performance. Which of the following types of evaluation techniques has been used by Sarah's supervisor?

Group of answer choices

360-degree evaluation

Supervisor evaluation

Peer evaluation

Self-evaluation

5 During the appraisal meeting, a supervisor must:

-emphasize that everybody in the same job in the same department is evaluated using different standards.

-avoid having any discussions about possible opportunities for the employee's future.

-make promises for training or promotion, even they are not likely to materialize in the foreseeable future.

-be prepared to support or document ratings by citing specific illustrations and instances of good or poor performance.

6 Effective supervisors should provide their employees with:

feedback on every alternate project they work on.

year-to-year feedback.

feedback every once in two months.

day-to-day feedback.

7 Identify an accurate statement about self-appraisals.

If an employee has been receiving ongoing feedback, his or her self-ratings should be close to the supervisor's ratings.

Self-appraisals are always accurate.

Self-appraisals are usually conducted by peers.

An employee's self-ratings are based on standards that are entirely different from that used by the supervisor for his or her evaluation.

8 Jessica periodically meets with her subordinates to provide them with information, instruction, and suggestions relating to their job assignments and performance. She hopes that this practice will help improve her employees' competence. Based on the information provided in this scenario, it is evident that Jessica is engaging in the practice of _____.

Group of answer  choices

counseling

coaching

delegating

commissioning

9 Ongoing feedback throughout the year, both positive and negative, from the supervisor to the employee:

Group of answer choices

rewards good performance and fosters improvement.

makes it easier for the employee to ignore performance standards.

tends to increase the natural apprehension surrounding performance appraisals.

tends to have less influence on the employee's motivation and morale.

10  Rocco has been working at a unionized factory for two months. He decides to stay with the company for a long time after hearing that promotions and other benefits are directly correlated to an employee's experience and length of service in the company. Rocco's factory most likely employs the promotion criterion of _____.

Group of answer choices

merit

ability

seniority

education

11 Supervisors must avoid using performance appraisal systems:

Group of answer choices

as disciplinary devices.

for deciding which employees should receive special training.

as motivational tools.

for determining job assignments.

12 When dealing with an employee who is performing at substandard levels, the supervisor must:

Group of answer choices

clearly communicate to the employee that substantial improvement must be made.

avoid bringing attention to the negative aspects of the employee's performance.

penalize the employee for failing to meet his or her targets.

refrain from mixing in any positive observations.

13 Which of the following statements about promotion-from-within policies is NOT true?

Group of answer choices

They provide the organization with a steady source of trained personnel for higher positions.

They have been found to have little impact on employee performance.

They can save an organization much time and money.

They should sometimes be overridden if a qualified internal candidate for a position cannot be found.

14 Which of the following statements is true about performance appraisals?

Group of answer choices

They are not applicable to employees who have been on the job for less than a year.

They should be conducted once in every two years.

They guarantee promotions.

They inform employees about how well they are executing their jobs.

15  The job-related requirements used to evaluate an employee's work and conduct are called _____.

Group of answer choices

positive biases

central tendencies

performance standards

16 Which of the following statements is true of formal performance appraisals?

Group of answer choices

Formal appraisals reaffirm the supervisor's genuine interest in employees' growth and development.

All organizations require supervisors to formally appraise all employees at least once a week.

Supervisors are not required to appraise employees who are on their probationary periods.

Lower-level management decides who should appraise and how often.

17 Identify an accurate statement about performance appraisal forms.

Group of answer choices

"Check-the-box" appraisal forms are somewhat more difficult and more time-consuming for supervisors to complete.

Performance appraisal forms are usually prepared by the HR department with input from employees and supervisors.

Most forms do not provide space for additional comments about the various aspects of an employee's performance.

Performance appraisal forms tend to make the appraisal process less uniform.

18  One of the primary purposes of an appraisal meeting is to:

Group of answer choices

help the employee understand the role of the supervisor in the company.

reprimand the employee for his or her negative performance.

let the employee know how he or she is doing.

discuss the amount of the employee's annual raise.

19 ​Which of the following statements is true regarding the role of supervisors in performance appraisals?

Group of answer choices

Supervisors should provide their subordinates with feedback on their performance only once every two to three months.

Supervisors should avoid engaging their employees in conversations about performance expectations.

Supervisors should record performance data selectively.

Supervisors should rely on production data and sales data as sources for performance feedback.

20  An employee's formal performance appraisal should be conducted by:

Group of answer choices

the director of human resources.

the head of the employee's department.

the employee's immediate supervisor.

the company's CEO.

21  A 360-degree evaluation is an evaluation that is based on information collected from all around the employee--from customers, vendors, supervisors, peers, and subordinates, for example.

Group of answer choices

True

False

22 A formal appraisal system forces a supervisor to examine employees' work from the standpoint of how well they are meeting established standards and to identify areas that need improvement.

Group of answer choices

True

False

23 A peer evaluation is the evaluation of an employee's performance by other employees of higher rank than that of the employee.

Group of answer choices

True

False

24  All employees desire promotions.

Group of answer choices

True

False

25  An effective compensation program should be designed to attract, retain, and motivate employees.

Group of answer choices

True

False

26 An employee's poor performance and failure to improve are solely indicators of the employee's deficiencies and represent no reflection on the supervisor.

Group of answer choices

True

False

27  Bringing a new employee into a department may be desirable because the person brings different ideas and fresh perspectives.

Group of answer choices

True

False

28 Effective supervisors recognize that ongoing employee skill development is critical to the organization's success.

Group of answer choices

True

False

29 Employees sometimes bring up issues in an appraisal interview that were unexpected by the supervisor.

Group of answer choices

True

False

30 Employees' performance should never be rated higher than "average."

Group of answer choices

True

False

30  Every appraisal meeting must include discussions about plans for improvement and possible opportunities for the employee's future with the organization.

Group of answer choices

True

False Flag  

31 Every appraisal meeting must include discussions about plans for improvement and possible opportunities for the employee's future with the organization.

Group of answer choices

True

False

32 Supervisors should complete the performance evaluation the day before the appraisal meeting so they have an opportunity to review it and make changes if necessary.

Group of answer choices

True

False

33 Supervisors should not feel obligated to provide positive feedback during a performance evaluation because the purpose of an evaluation is to identify areas of the job that require improvement.

Group of answer choices

True

False

34 When it comes to improving employee performance, there is no substitute for daily feedback.

Group of answer choices

True

False

35 Identify three advantages gained by organizations that use a formal performance appraisal system.View keyboard shortcutsEditViewInsertFormatToolsTable12ptParagraph