COPY: Measuring Job Performance

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Questions and Answers

What type of performance appraisal method compares an employee's performance directly with that of their peers?

  • Forced distribution method
  • Narrative method
  • Ranking method
  • Comparative method (correct)

What is the primary drawback of the ranking method?

  • It is subjective
  • It is time-consuming
  • It is biased
  • It does not define the size of differences among individuals (correct)

What is the purpose of the essay appraisal method?

  • To describe an employee's actions (correct)
  • To provide a numerical rating
  • To compare employees with each other
  • To distribute ratings along a bell-shaped curve

What is the forced distribution method?

<p>A method that distributes ratings along a bell-shaped curve (D)</p>
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What is the critical incident method used for?

<p>To keep a record of favorable and unfavorable actions (D)</p>
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What is the field review method?

<p>A method that involves an outside reviewer in the rating process (C)</p>
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What do narrative methods focus on?

<p>Documenting and describing employee actions (A)</p>
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What is the purpose of a ranking method?

<p>To list employees from highest to lowest in performance (D)</p>
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What is a potential issue with a results-based approach to measuring performance?

<p>It may lead to an emphasis on measurable aspects at the expense of other important parts of the job. (B)</p>
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What is a characteristic of a contaminated criterion?

<p>It includes irrelevant aspects of the job. (C)</p>
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Why is it important to use relevant criteria when measuring performance?

<p>To focus on the most important aspects of the job. (A)</p>
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What is a potential consequence of only measuring results in a job?

<p>Employees may ignore important but unmeasurable aspects of the job. (D)</p>
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What is an example of a subjective measure of performance?

<p>A customer service representative's attitude. (B)</p>
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What is a potential issue with using appearance as a criterion for measuring a telemarketing sales representative's performance?

<p>It is not relevant to the job. (D)</p>
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Why is it important to identify the most important aspects of an employee's job?

<p>To focus on the most important aspects of the job when measuring performance. (D)</p>
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What is an example of an objective measure of performance?

<p>The number of calls handled properly. (C)</p>
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What is a limitation of the graphic rating scale and checklist methods?

<p>They are subjective and can be influenced by personal biases (A)</p>
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What is the primary advantage of the graphic rating scale?

<p>It is easy to use and understand (B)</p>
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What is a common issue with the checklist method?

<p>The words or statements may have different meanings to different raters (A)</p>
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Who is typically responsible for tabulating the weights assigned to the statements in a checklist?

<p>A member of the HR unit (C)</p>
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What is the main purpose of a performance appraisal method?

<p>To evaluate employee performance and provide feedback (B)</p>
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What is a category of performance appraisal methods?

<p>Category rating methods (D)</p>
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Why can the checklist method be limiting in terms of providing feedback to employees?

<p>Because the weights assigned to the statements are not known to the rating supervisor (D)</p>
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What is a benefit of using a weighted checklist?

<p>It makes the appraisal process more quantitative (A)</p>
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What is the Field Review method of performance appraisal?

<p>An outsider interviews the manager about each employee's performance (A)</p>
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What is a limitation of the Field Review method?

<p>All of the above (D)</p>
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What is the primary goal of Behavioral/Objectives methods?

<p>To overcome difficulties of other appraisal methods (A)</p>
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What is Management by Objectives (MBO)?

<p>A method that specifies performance goals for individuals (B)</p>
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What is the main advantage of MBO?

<p>It increases employee commitment and performance (B)</p>
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What is a key assumption underlying MBO?

<p>If an employee is involved in planning and setting objectives, a higher level of commitment and performance may result (C)</p>
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What is another name for MBO?

<p>Appraisal by Results (A)</p>
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Who is primarily evaluated using MBO?

<p>Mostly managers (D)</p>
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What is the main problem with giving a student a course grade based only on their performance in the last week of class?

<p>The student's grade may not be accurately reflected in the final course grade (C)</p>
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What is central tendency error in performance appraisal?

<p>Rating all employees within a narrow range, usually the middle or average (C)</p>
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What is the difference between the leniency error and the strictness error?

<p>Leniency error is rating employees too high, while strictness error is rating employees too low (B)</p>
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What is an example of rater bias?

<p>A manager rating employees based on their personal characteristics, such as age or ethnicity (D)</p>
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How can the halo effect be prevented in performance appraisal?

<p>By rating employees based on established standards (A)</p>
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What is the purpose of having higher-level managers examine ratings?

<p>To correct rater bias and ensure accurate ratings (C)</p>
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Why is it important to establish standards for rating employees?

<p>To ensure that employees are rated fairly and accurately (B)</p>
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What is the contrast error in performance appraisal?

<p>Rating employees without established standards (B)</p>
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