35 Questions
What is the main purpose of Performance Appraisal (PA) according to the text?
To provide feedback about employee strengths and weaknesses
What should performance appraisal focus on, as mentioned in the text?
Actual job behaviors
What should performance appraisal procedures be free from?
Bias
What is a crucial reason for organizations to conduct performance appraisals, as mentioned in the text?
Validation of selection screening & selection
Why should supervisors be well trained for performance appraisals according to the text?
To ensure accuracy and fairness in evaluations
What is a potential problem with performance appraisals?
Personal biases can lead to distorted assessments based on worker's sex, race, and physical characteristics.
What can lead to more positive evaluations during performance appraisals?
Having a close relationship with the supervisee or liking the individual being evaluated.
What is an important factor in improving post-appraisal interviews?
Allowing employees to rebut and participate actively in the appraisal process.
What can create awareness of normal distribution of abilities and skills during performance appraisals?
Providing feedback to raters.
What can lead to increased employee trust and perceptions of accuracy of evaluation system?
Subordinate participation in the appraisal process.
What is the purpose of performance criteria in measuring job performance?
To determine success and failure of the organization
Which is a disadvantage of using subjective performance criteria?
More susceptible to bias and distortions
What is criterion contamination in the context of job performance appraisals?
Performance appraisals containing elements that detract from accurate assessment
What is the main limitation of the ranking technique in merit rating?
It doesn't allow for listing of similarities
In the forced distributions technique, what can happen if there is a small range of scores among employees?
All ratees may be above average for their job
What is the primary purpose of a Behaviorally Anchored Rating Scale (BARS)?
To rate critical employee behavior using a standardized instrument
Which merit rating technique involves raters indicating how often a worker has been observed performing key work-related behaviors?
Behavioral Observation Scale (BOS)
What is the main disadvantage of using written narratives as a merit rating technique?
It provides ambiguous and misleading data for comparison
What is the primary objective of using Forced Choice as a merit rating technique?
To allow raters to select phrases most descriptive of the worker being evaluated
What is the central purpose of using Checklists as a merit rating technique?
To consist of several statements about performance in a job
Performance Appraisal should be based on actual job behaviors rather than personality characteristics.
True
Supervisors should be well trained for conducting Performance Appraisals.
True
Performance Appraisal procedures must be free from any types of bias.
True
The Behaviorally Anchored Rating Scale (BARS) involves evaluating performance based on numerical ratings.
False
The Halo Effect in performance appraisals refers to the tendency to judge all aspects of a person’s behavior based on a single attribute.
True
The Recency Effect in performance appraisals means giving greater weight to earlier performance rather than recent performance.
False
Objective criteria are more prone to bias and distortions compared to subjective criteria.
False
Forced distribution technique involves assigning workers to established categories based on comparison with other workers in the group.
True
Peer appraisals are typically more lenient and focus more on effort rather than performance.
False
Personal biases of the appraiser can distort the accuracy of assessments.
True
Subordinate participation in performance appraisals led to increased employee trust and perceptions of accuracy of the evaluation system.
True
Post-appraisal interviews consist of performance assessment and performance feedback.
True
Negative feedback during post-appraisal interviews always makes employees angry.
False
Improving post-appraisal interviews should allow employees to participate actively in the appraisal process.
True
Performance appraisal procedures should be free from personal biases and discrimination.
True
This quiz covers the use of graphic rating scales and standardized rating instruments for making numerical or verbal ratings of job performance. It also includes the development of job dimensions and common mistakes to avoid.
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