The aim of performance management is to:  Consolidate goal setting.

Evaluate employee's performance against standards.Ensure employee has the tools needed to perform the job.Ensure employee's performance is supporting the company's strategic aims.

The increasing use of performance management reflects:

  The popularity of TQM concepts.Traditional performance appraisals are often counter-productive.Every employee's efforts must focus on helping the company achieve its strategic goals.All of the above.

Reasons for appraising a subordinate's performance include:

  Appraisals play an integral role in performance management.The supervisor and the employee together develop a plan for correcting the employee's deficiencies.Appraisals play a part in the employer's salary raise decisions.All of the above.

Steps that supervisors should follow in the performance appraisal process include all the following except:

  Define the job.Prepare detailed forms and procedures to be used.Appraise performance.Provide feedback.

The simplest and most popular technique for appraising performance is the _____ method.

  Alternation ranking methodForced distributionGraphic rating scaleCritical incident

The _____ performance appraisal method ranks the highest employees and lowest employees in alternate order.

  Paired comparisonAlternation rankingForced distributionBehaviorally anchored rating scale

  Appointing a review committee.Training raters to be objective.Using multiple raters.All of the above.

A _____ appraisal method combines the benefits of narratives, critical incidents, and quantified scales with specific behavioral examples of good or poor performance.

  Graphic rating scaleBARSMBONarrative

A problem(s) with management by objectives is (are) that it can:

  Be time consuming.Result in immeasurable objectives.1 and 2None of the above.

Rating an employee high on several traits because he or she does one thing well is called the:

  Central tendency.Halo effect.Bias problem.Unclear standards.

The problem with self-ratings is that:  Supervisors rate employees too highly.

Supervisors accentuate differences and rigidify positions.Employees rate themselves higher than do supervisors.All of the above.

Supervisors can ensure that employees are satisfied with their performance appraisals by ensuring that employees:

  Do not feel threatened during the interview.Have the opportunity to present their ideas and feelings.Have a helpful and constructive supervisor conduct the interview.All of the above.

Performance management consolidates goal setting, performance appraisal, and development into a single, common system.

   True

 False

   True

 False

The concept that the employee's effort should be goal directed is at the heart of performance management.

   True

 False

Setting easily achievable goals for employees defeats the purpose of performance management.

   True

 False

Employees perform on a higher level when they participate with supervisors in setting goals.

   True

 False

   True

 False

The simplest and most popular performance appraisal technique is the forced distribution method.

   True

 False

The critical incident method is the most useful appraisal method for making employee salary decisions.

   True

 False

A manager setting specific measurable goals with each employee and then periodically discussing the employee's progress toward the goals is a feature of management by objectives.

   True

 False

A supervisor who rates an employee high on all job

traits because the employee has good computer skills has fallen prey to the halo effect.

   True

 False

Strictness or leniency of a performance appraisal can be affected by the purpose for which it is given.

   True

 False

Performance appraisal problems like bias and halo effects can be cancelled out by using multiple raters.

   True

 False

There are several reasons for appraising the performance of subordinates, just as there are many steps in appraising performance. Accordingly, supervisors have at their disposal several methods for conducting appraisal performance. List the various methods and briefly describe them, including the purposes of each and the advantages and disadvantages that supervisors should keep in mind when selecting a particular method.

  To create paragraphs in your essay response, type <p> at the beginning of the paragraph, and </p> at the end.

Just as managers have an array of performance appraisal methods at their disposal, so, too, do they face a variety of interview types. With each one, however, certain protocols should be observed to conduct the most effective and legally defensible interviews. Name the four basic types of appraisal interviews and relate how to properly conduct the interview.