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Performance Management and Appraisal 2
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Performance Management and Appraisal 2
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25 Questions

1. Organizations use customer appraisal because it demonstrates a commitment to the customer and holds employees accountable.
2. The rating scale method requires keeping written records of highly favorable and highly unfavorable employee work actions.
3. If employees understand their objectives and the criteria used for evaluation, they can effectively appraise their own performance.
4. HR managers use performance appraisal data for recruitment, selection, compensation, and training purposes.
5. If organizations consider ends more important than means, goal achievement should be a factor in performance appraisals.
6. According to surveys, most employees are satisfied with the performance appraisal process at their firm.
7. One reason for the popularity of the rating scales method is its simplicity.
8. Organizations that structure employees into self-directed teams are using peers to appraise performance less frequently because of time constraints.
9. Results from 360-degree programs are used by firms for succession planning, training, professional development, and performance management.
10. The manager and the subordinate jointly agree on objectives for the next appraisal period in a results-based system.
11. Like the rating scales method, BARS uses terms such as high, medium, and low at each scale point.
12. The forced distribution method is a new performance appraisal method that is primarily used by small technology firms.
13. In Albemarle Paper v Moody and Mistretta v Sandia Corporation, the courts ruled that performance appraisal systems should not be discriminatory.
14. Performance appraisal is an informal system of review and evaluation of individual or team task performance.
15. The 360-degree feedback evaluation method involves evaluation input from multiple levels within the firm as well as external sources.
16. Performance appraisal is an ongoing process, while performance management occurs at a specific time.
17. A halo error occurs when a manager generalizes one negative performance feature to all aspects of employee performance.
18. In the essay method, the rater writes a brief narrative describing the employee's performance.
19. Desired behaviors may be appropriate as evaluation criteria because if they are recognized and rewarded, employees tend to repeat them.
20. The primary disadvantage of using peers to appraise performance is that they do not work closely enough with evaluated employees to provide useful feedback.
21. The most significant risk associated with 360-degree feedback is confidentiality.
22. Experts recommend performing evaluations on hiring anniversaries rather than on a calendar basis in order to make essential comparisons between employees.
23. Top firms, such as Cisco, Ford, and Capital One, use the forced distribution system because of its popularity among most managers and HR professionals.
24. Performance management helps to achieve organizational strategy and requires improving the value of the workforce.
25. Strictness is a common error that occurs when employees are incorrectly rated near the average or middle of the scale.

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