Merit Rating Techniques and Performance Rating Scales
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Merit Rating Techniques and Performance Rating Scales

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Questions and Answers

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?

  • 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?

  • Training requirements
  • Documentation
  • Supervisor's feedback
  • Bias (correct)

    • What is a crucial reason for organizations to conduct performance appraisals, as mentioned in the text?

    <p>Validation of selection screening &amp; selection</p> Signup and view all the answers

    Why should supervisors be well trained for performance appraisals according to the text?

    <p>To ensure accuracy and fairness in evaluations</p> Signup and view all the answers

    What is a potential problem with performance appraisals?

    <p>Personal biases can lead to distorted assessments based on worker's sex, race, and physical characteristics.</p> Signup and view all the answers

    What can lead to more positive evaluations during performance appraisals?

    <p>Having a close relationship with the supervisee or liking the individual being evaluated.</p> Signup and view all the answers

    What is an important factor in improving post-appraisal interviews?

    <p>Allowing employees to rebut and participate actively in the appraisal process.</p> Signup and view all the answers

    What can create awareness of normal distribution of abilities and skills during performance appraisals?

    <p>Providing feedback to raters.</p> Signup and view all the answers

    What can lead to increased employee trust and perceptions of accuracy of evaluation system?

    <p>Subordinate participation in the appraisal process.</p> Signup and view all the answers

    What is the purpose of performance criteria in measuring job performance?

    <p>To determine success and failure of the organization</p> Signup and view all the answers

    Which is a disadvantage of using subjective performance criteria?

    <p>More susceptible to bias and distortions</p> Signup and view all the answers

    What is criterion contamination in the context of job performance appraisals?

    <p>Performance appraisals containing elements that detract from accurate assessment</p> Signup and view all the answers

    What is the main limitation of the ranking technique in merit rating?

    <p>It doesn't allow for listing of similarities</p> Signup and view all the answers

    In the forced distributions technique, what can happen if there is a small range of scores among employees?

    <p>All ratees may be above average for their job</p> Signup and view all the answers

    What is the primary purpose of a Behaviorally Anchored Rating Scale (BARS)?

    <p>To rate critical employee behavior using a standardized instrument</p> Signup and view all the answers

    Which merit rating technique involves raters indicating how often a worker has been observed performing key work-related behaviors?

    <p>Behavioral Observation Scale (BOS)</p> Signup and view all the answers

    What is the main disadvantage of using written narratives as a merit rating technique?

    <p>It provides ambiguous and misleading data for comparison</p> Signup and view all the answers

    What is the primary objective of using Forced Choice as a merit rating technique?

    <p>To allow raters to select phrases most descriptive of the worker being evaluated</p> Signup and view all the answers

    What is the central purpose of using Checklists as a merit rating technique?

    <p>To consist of several statements about performance in a job</p> Signup and view all the answers

    Performance Appraisal should be based on actual job behaviors rather than personality characteristics.

    <p>True</p> Signup and view all the answers

    Supervisors should be well trained for conducting Performance Appraisals.

    <p>True</p> Signup and view all the answers

    Performance Appraisal procedures must be free from any types of bias.

    <p>True</p> Signup and view all the answers

    The Behaviorally Anchored Rating Scale (BARS) involves evaluating performance based on numerical ratings.

    <p>False</p> Signup and view all the answers

    The Halo Effect in performance appraisals refers to the tendency to judge all aspects of a person’s behavior based on a single attribute.

    <p>True</p> Signup and view all the answers

    The Recency Effect in performance appraisals means giving greater weight to earlier performance rather than recent performance.

    <p>False</p> Signup and view all the answers

    Objective criteria are more prone to bias and distortions compared to subjective criteria.

    <p>False</p> Signup and view all the answers

    Forced distribution technique involves assigning workers to established categories based on comparison with other workers in the group.

    <p>True</p> Signup and view all the answers

    Peer appraisals are typically more lenient and focus more on effort rather than performance.

    <p>False</p> Signup and view all the answers

    Personal biases of the appraiser can distort the accuracy of assessments.

    <p>True</p> Signup and view all the answers

    Subordinate participation in performance appraisals led to increased employee trust and perceptions of accuracy of the evaluation system.

    <p>True</p> Signup and view all the answers

    Post-appraisal interviews consist of performance assessment and performance feedback.

    <p>True</p> Signup and view all the answers

    Negative feedback during post-appraisal interviews always makes employees angry.

    <p>False</p> Signup and view all the answers

    Improving post-appraisal interviews should allow employees to participate actively in the appraisal process.

    <p>True</p> Signup and view all the answers

    Performance appraisal procedures should be free from personal biases and discrimination.

    <p>True</p> Signup and view all the answers

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