Performance Review Includes All of the Following Except

i .		Functioning appraisal involves all the following except: [Hint] Setting work standards. Comparison performance to standards. Providing feedback to employee. Preparing chore descriptions for groups of job.
2 .		Reasons for appraising functioning include all of the post-obit except: [Hint] Ranking employees. Collect information for promotion and salary decisions. Mutually review piece of work-related behavior. Manage the firm'southward performance.
3 .		Fear of having to hire and train someone new may lead a supervisor to: [Hint] ameliorate the firm'due south functioning. review an employee'due south career plans. requite untruthful appraisal. rank employees from worst to best.
four .		In the appraisal process, the HR section is responsible for: [Hint] defining the job. monitoring the appraisal system. appraising performance. conducting feedback sessions.
5 .		Appraisal systems may neglect considering of all the following except: [Hint] Subordinates don't know expectations. Problems with forms or procedures. Forced distribution. Poor communication.
half dozen .		Listing the ranges of operation values for specified traits is a feature of the: [Hint] graphic rating scale. alternation ranking method. forced distribution method. quantifying of expectations.
vii .		The well-nigh popular performance appraisal technique is the: [Hint] alternation ranking method. graphic rating scale. paired comparison method. forced distribution method.
viii .		The virtually popular appraisal method for ranking employees is the: [Hint] forced distribution method. paired comparing method. graphic rating scale. alternation ranking method.
9 .		Comparing every subordinate with every other subordinate helps the supervisor to: [Hint] course on a curve. brand the ranking method more than precise. give examples of good and poor performance. list ranges of performance values.
10 .		Ensuring that each employee falls into a predetermined percentile is a feature of the: [Hint] paired comparison method. graphic rating scale method. critical incident method. forced distribution method.
11 .		The forced distribution method rates an employee'south functioning: [Hint] on each trait. with the worst employee. relative to other employees. with a range of values.
12 .		The _________ method forces the supervisor to think about an employee's performance appraisement all yr. [Hint] Narrative form Critical incident Paired comparing Forced distribution
13 .		The disquisitional incident method is not useful for comparison employees without: [Hint] grading on a curve. numerical rating. a narrative form. forced distribution.
14 .		A combination of several appraisal methods is used in the: [Hint] narrative class. disquisitional incident method. Behaviorally Anchored Rating Scale graphic rating scales.
15 .		An reward of the BARS method is its: [Hint] independent dimensions. forced distribution. percentages of employees in performance categories. monitoring past HR.
16 .		A manager uses _______ to set specific measurable goals with each employee and discuss progress periodically. [Hint] Behaviorally anchored rating scale Management by objectives Critical incident Narrative
17 .		Organisation goals and departmental goals are utilized in the __________ employee appraisement. [Hint] Computerized functioning appraisement Management by objectives Behaviorally anchored rating scale Independent dimensions
18 .		Problems with appraising operation include: [Hint] Descriptive phrases for traits. Ranking employees. Employees' expectations about ratings. Quantifying expectations.
19 .		A seemingly objective graphic rating scale may event in unfair appraisals because of: [Hint] descriptive phrases that define traits. unclear standards. quantifying expectations. ranking employees.
20 .		A supervisor who rates an unfriendly employee low on all traits because of information technology may be influenced by the: [Hint] strictness problem. bias problem. halo consequence. central tendency.
21 .		Rating all employees the same is utilizing the: [Hint] strictness/leniency trouble. bias trouble. halo effect. cardinal tendency problem.
22 .		The key tendency problem may be solved by: [Hint] ranking employees. being aware. purpose of appraisal. including descriptive phrases.
23 .		An employee'due south past performance may event in the supervisor incorporating the __________________ trouble in the appraisal. [Hint] Halo event. Strictness/leniency. Bias. Fundamental tendency.
24 .		Problems with graphic-type rating scales to appraise performance may exist avoided by all the post-obit actions except: [Hint] Training supervisors. Understanding the problems. Utilize graphic rating calibration. Use correct appraisal tools.
25 .		The best way to reduce adverse effects of appraisal problems is to: [Hint] tape critical incidents. preparation supervisors. justify ratings. keeping a diary.
26 .		An employee'due south functioning is best rated by: [Hint] peers. supervisor. employee. rating committees.
27 .		Employees' performance is usually rated highest by: [Hint] supervisors. peers. self. rating committees.
28 .		Subordinates and supervisors review the employees' operation and plan to correct deficiencies in the: [Hint] 360-degree feedback. upwardly feedback. self-rating. appraisal interview.
29 .		Managing all elements of the organizational process that affect how well employees perform is: [Hint] performance appraisal. performance direction. TQM approach. 360-degree feedback.
30 .		An organization-wide program whose aim is to get employees to desire to amend operations is the: [Hint] TQM approach. 360-caste feedback. performance management. appraisement interview.

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