Podcast
Questions and Answers
What is the main purpose of Performance Appraisal (PA) according to the text?
What is the main purpose of Performance Appraisal (PA) according to the text?
- To identify training requirements
- To provide feedback about employee strengths and weaknesses (correct)
- To interact with workers
- To evaluate employee personality characteristics
What should performance appraisal focus on, as mentioned in the text?
What should performance appraisal focus on, as mentioned in the text?
- Personality characteristics of the employees
- Supervisor's personal preferences
- Actual job behaviors (correct)
- Employee's educational background
What should performance appraisal procedures be free from?
What should performance appraisal procedures be free from?
- Training requirements
- Documentation
- Supervisor's feedback
- Bias (correct)
What is a crucial reason for organizations to conduct performance appraisals, as mentioned in the text?
What is a crucial reason for organizations to conduct performance appraisals, as mentioned in the text?
Why should supervisors be well trained for performance appraisals according to the text?
Why should supervisors be well trained for performance appraisals according to the text?
What is a potential problem with performance appraisals?
What is a potential problem with performance appraisals?
What can lead to more positive evaluations during performance appraisals?
What can lead to more positive evaluations during performance appraisals?
What is an important factor in improving post-appraisal interviews?
What is an important factor in improving post-appraisal interviews?
What can create awareness of normal distribution of abilities and skills during performance appraisals?
What can create awareness of normal distribution of abilities and skills during performance appraisals?
What can lead to increased employee trust and perceptions of accuracy of evaluation system?
What can lead to increased employee trust and perceptions of accuracy of evaluation system?
What is the purpose of performance criteria in measuring job performance?
What is the purpose of performance criteria in measuring job performance?
Which is a disadvantage of using subjective performance criteria?
Which is a disadvantage of using subjective performance criteria?
What is criterion contamination in the context of job performance appraisals?
What is criterion contamination in the context of job performance appraisals?
What is the main limitation of the ranking technique in merit rating?
What is the main limitation of the ranking technique in merit rating?
In the forced distributions technique, what can happen if there is a small range of scores among employees?
In the forced distributions technique, what can happen if there is a small range of scores among employees?
What is the primary purpose of a Behaviorally Anchored Rating Scale (BARS)?
What is the primary purpose of a Behaviorally Anchored Rating Scale (BARS)?
Which merit rating technique involves raters indicating how often a worker has been observed performing key work-related behaviors?
Which merit rating technique involves raters indicating how often a worker has been observed performing key work-related behaviors?
What is the main disadvantage of using written narratives as a merit rating technique?
What is the main disadvantage of using written narratives as a merit rating technique?
What is the primary objective of using Forced Choice as a merit rating technique?
What is the primary objective of using Forced Choice as a merit rating technique?
What is the central purpose of using Checklists as a merit rating technique?
What is the central purpose of using Checklists as a merit rating technique?
Performance Appraisal should be based on actual job behaviors rather than personality characteristics.
Performance Appraisal should be based on actual job behaviors rather than personality characteristics.
Supervisors should be well trained for conducting Performance Appraisals.
Supervisors should be well trained for conducting Performance Appraisals.
Performance Appraisal procedures must be free from any types of bias.
Performance Appraisal procedures must be free from any types of bias.
The Behaviorally Anchored Rating Scale (BARS) involves evaluating performance based on numerical ratings.
The Behaviorally Anchored Rating Scale (BARS) involves evaluating performance based on numerical ratings.
The Halo Effect in performance appraisals refers to the tendency to judge all aspects of a person’s behavior based on a single attribute.
The Halo Effect in performance appraisals refers to the tendency to judge all aspects of a person’s behavior based on a single attribute.
The Recency Effect in performance appraisals means giving greater weight to earlier performance rather than recent performance.
The Recency Effect in performance appraisals means giving greater weight to earlier performance rather than recent performance.
Objective criteria are more prone to bias and distortions compared to subjective criteria.
Objective criteria are more prone to bias and distortions compared to subjective criteria.
Forced distribution technique involves assigning workers to established categories based on comparison with other workers in the group.
Forced distribution technique involves assigning workers to established categories based on comparison with other workers in the group.
Peer appraisals are typically more lenient and focus more on effort rather than performance.
Peer appraisals are typically more lenient and focus more on effort rather than performance.
Personal biases of the appraiser can distort the accuracy of assessments.
Personal biases of the appraiser can distort the accuracy of assessments.
Subordinate participation in performance appraisals led to increased employee trust and perceptions of accuracy of the evaluation system.
Subordinate participation in performance appraisals led to increased employee trust and perceptions of accuracy of the evaluation system.
Post-appraisal interviews consist of performance assessment and performance feedback.
Post-appraisal interviews consist of performance assessment and performance feedback.
Negative feedback during post-appraisal interviews always makes employees angry.
Negative feedback during post-appraisal interviews always makes employees angry.
Improving post-appraisal interviews should allow employees to participate actively in the appraisal process.
Improving post-appraisal interviews should allow employees to participate actively in the appraisal process.
Performance appraisal procedures should be free from personal biases and discrimination.
Performance appraisal procedures should be free from personal biases and discrimination.
