review resources.docx

1、review resourcesMultiple Choice1. The process of evaluating an employees current and/or past performance relative to his or her performance standards is called _.a. recruitmentb. employee selectionc. performance appraisald. organizational developmente. training(c; easy; p. 310)2. When goal setting,

2、performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a companys strategy, it is called _.a. strategic organizational developmentb. performance managementc. performance appraisald. human resource managemente. strate

3、gic management(b; easy; p. 310)3. Performance management combines performance appraisal with _ to ensure that employee performance is supportive of corporate goals.a. goal settingb. trainingc. incentive systemsd. all of the abovee. none of the above(d; moderate; p. 310)4. Which of the following is n

4、ot one of the guidelines for effective goal setting?a. assign specific goalsb. assign measurable goalsc. assign challenging but doable goalsd. assign consequences for performancee. encourage participation(d; moderate; p. 313)5. The S in the acronym for SMART goals stands for _.a. specificb. straight

5、forwardc. strategicd. sourcee. support(a; easy; p. 313)6. The M in the acronym for SMART goals stands for _.a. moderateb. measurablec. meaningfuld. mid-rangee. merit(b; moderate; p. 313)7. The A in the acronym for SMART goals stands for _.a. actionableb. appropriatec. attainabled. attitudee. asset(c

6、; moderate; p. 313)8. Participatively set goals result in higher performance than assigned goals when _.a. participatively set goals are more difficultb. assigned goals are more difficultc. the rewards are also higherd. participatively set goals are used consistentlye. the goals are doable(a; modera

7、te; p. 313)9. When using goal setting in performance management, the goals should be _.a. difficultb. challengingc. doabled. specifice. all of the above(e; easy; p. 313)10. Who is the primary person responsible for doing the actual appraising of an employees performance?a. the employees direct super

8、visorb. the company appraiserc. the human resource managerd. the EEO contact persone. none of the above(a; moderate; p. 314)11. When designing an actual appraisal method, the two basic considerations are _.a. who should measure and when to measureb. when to measure and what to measurec. what to meas

9、ure and who should measured. what to measure and how to measuree. when to measure and how to measure(d; moderate; p. 315)12. The most popular technique for appraising performance is the _ method.a. alternation rankingb. graphic rating scalec. Likertd. MBOe. constant sum rating scale(b; moderate; p.

10、315)13. Which performance appraisal technique lists traits and a range of performance?a. alternation rankingb. graphic rating scalec. Likertd. MBOe. constant sum rating scale(b; moderate; p. 315)14. What do performance appraisals measure?a. generic dimensions of performanceb. performance of actual d

11、utiesc. employee competencyd. achievement of objectivese. all of the above(e; moderate; p. 317)15. If a performance appraisal focuses on an employees ability to “identify and analyze problems” or to “maintain harmonious and effective working relationships,” then the performance appraisal is focused

12、on measuring _.a. generic dimensions of performanceb. performance of actual dutiesc. employee competencyd. achievement of objectivese. all of the above(c; moderate; p. 317)16. If a performance appraisal focuses on an employees quality and quantity of wok, then the performance appraisal is focused on

13、 measuring _.a. generic dimensions of performanceb. performance of actual dutiesc. employee competencyd. achievement of objectivese. all of the above(a; moderate; p. 317)17. The _ method of performance appraisal involves listing all the subordinates to be rated, crossing out the names of any not kno

14、wn well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked. a. alternation rankingb. graphic rating scalec. Likertd. MBOe. constant sum r

15、ating scale(a; moderate; p. 317)18. Alternation ranking refers to an appraisal method, which _.a. is based on progress made toward the accomplishment of measurable goalsb. combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples

16、of good or poor performancec. requires that the supervisor keep a log of positive and negative examples of a subordinates work-related behaviord. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categoriese. involves listing a

17、ll the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked(e; moder

18、ate; p. 317)19. The most popular method for ranking employees is the _ method.a. graphic ranking scaleb. constant sum ranking scalec. alternation rankingd. paired comparisone. forced distribution(c; moderate; p. 317)20. Suppose you have five employees to rate. You make a chart of all possible pairs

19、of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the _ method of performance appraisal.a. graphic ranking scaleb. constant sum ranking scalec. alte

20、rnation rankingd. paired comparisone. forced distribution(d; moderate; p. 318)21. Forced distribution refers to an appraisal method, which _.a. is based on progress made toward the accomplishment of measurable goalsb. combines the benefits of narratives, critical incidents, and quantified scales by

21、assigning scale points with specific examples of good or poor performancec. requires that the supervisor keep a log of positive and negative examples of a subordinates work-related behaviord. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated in

22、to performance categoriese. involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest

23、 until all employees have been ranked(d; moderate; p. 318)22. When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the _ method of performance appraisal.a. graphic ranking scaleb. constant sum ranking scalec. alterna

24、tion rankingd. paired comparisone. forced distribution(e; moderate; p. 318)23. John, the supervisor of the manufacturing department, is in the process of evaluating his staffs performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers,

25、 30% as average performers, 20% as below average performers, and 15% as poor performers. John is using a _ method.a. graphic rating scaleb. constant sum ranking scalec. forced distributiond. alternation rankinge. paired comparison(c; moderate; p. 318)24. Which of the following measurement methods ra

26、tes employee performance relative to other employees?a. graphic rating scaleb. forced distributionc. likert scaled. constant sums ratinge. critical incident method(b; moderate; p. 318)25. With the _ method, the supervisor keeps a log of positive and negative examples of a subordinates work-related b

27、ehavior. a. alternation rankingb. constant sums ratingc. forced distributiond. narrative formse. critical incident(e; easy; p. 321)26. The critical incident technique refers to an appraisal method, which _.a. is based on progress made toward the accomplishment of measurable goalsb. combines the bene

28、fits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performancec. requires that the supervisor keep a log of positive and negative examples of a subordinates work-related behaviord. requires a supervisor to evaluate performan

29、ce by assigning predetermined percentages of those being rated into performance categoriese. involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the

30、 lowest, and then alternating between the next highest and lowest until all employees have been ranked(c; moderate; p. 321)27. All of the following are advantages of using the critical incident method for appraising performance except that _.a. it provides examples of good performanceb. it does not

31、include a numerical ratingc. it provides examples of poor performanced. it reflects performance from throughout the appraisal periode. incidents can be tied to performance goals(b; moderate; p. 321)28. Which appraisal method combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance?a. behaviorally anchored rating scaleb. graphic rating scalec. constant sums rating scaled. alternation ranking e. none of the