What implies that a performance appraisal system is capable of distinguishing effective from ineffective performers?

Comparing the performance of employees to that of other employees is known as a(n) _____ rating system.

If objective performance data are available, which of the following is the best strategy to use?

This can be thought of as a kind of compass, one that indicates a person's actual direction as well as a person's desired directionTerm

Friendship bias is most likely to be a problem when performance ratings are provided by: Question options: Term

Which of the following steps will NOT help to avoid legal difficulties in regard to performance appraisals?Term

Provide some form of performance counseling or corrective guidance to assist poor performers.

_____ translate job requirements into levels of acceptable or unacceptable employee behavior.

_________ focus on employee behaviors, either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others

Behavior oriented rating systems

_____ requires only that a rater order all employees from highest to lowest, from "best" employee to "worst" employeeTerm

_____ error results when a rater assigns his/her ratings on the basis of the employee's most recent performance, and is most likely to occur when appraisals are done only after long periods

_________ implies that there are clear links between the performance standards for a particular job and organizational objectives, and between the critical job elements identified through a job analysis and the dimensions to be rated on an appraisal formTerm

When using _____, each employee is compared with every other employee, usually in terms of an overall category such as "present value to the organization."

The process of encouraging performance is concerned with all of the following except:Term

An administrative exercise that is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams is:Term

Which of the following is a disadvantage of forced distribution?

May be inaccurate if a group of employees is either very effective or ineffective.

Appraisals provide legal and formal organizational justification for:

The simplest type of absolute rating system is _____, in which a rater describes, in writing, an employee's strengths, weaknesses, and potential, together with suggestions for improvement.Term

Legal and scientific requirements for a successful appraisal system include all of the following EXCEPT:

_____ is a process of managing that relies on goal-setting to establish objectives for the organization as a whole, for each department, for each manager within each department, and for each employeeTerm

Which of the following is not a supervisory activity that should be done before a performance feedback interview?

Communicate frequently with subordinates about their performance.

_____ implies that appraisal systems are easy for managers and employees to understand and use.

The term BARS stands for:

best anchored rating system

One requirement of sound appraisal systems is _____, which refers to consistency of judgment

The broad process of performance management requires that you do which things well:Term

define performance. facilitate performance. encourage performance. All of the above

________ feedback utilizes input from a variety of sources including managers, subordinates, peers and customers to provide a perspective on performance from all angles.

The advantage of using a behavioral checklist is that:Term

it provides a direct link between job analysis and performance appraisal.

This approach assumes that a candid statement from a rater who is knowledgeable about an employee's performance is just as valid as more formal and more complicated rating methods.

The answer to the question "What really makes the difference between success and failure on a particular job, and according to whom?" determines:

Defining performance requires all of the following EXCEPT:

Graphic rating scales that use critical incidents to anchor various points along the scale are known as ________.

A source of performance ratings that is probably more appropriate for counseling and development than for personnel decisions is:

According to a study, individuals who tend to be most lenient:Term

score high in agreeableness.

Which ratings format is likely to cause a great deal of employee resentment?

What type of team is assembled for a specific purpose and expected to disband after their task is completed?

_____ are brief anecdotal reports by supervisors of things employees do that are particularly effective or ineffective in accomplishing parts of their jobs.

_____ implies that a performance-appraisal system is capable of distinguishing effective from ineffective performers.

Which of the following is an advantage of narrative essays?

Good for individual feedback and development.

Which of the following statements about performance appraisal is false?

It is an exact, human process.

If a rater is asked to assess an employee's performance over a 6- to 12-month period, _____ ratings may result, especially if information has been stored in a rater's memory according to irrelevant, oversimplistic, or otherwise faulty categories.

_____ errors occur when ratings are assigned on the basis of a global impression of a ratee.

How do you determine if a performance appraisal system is effective or ineffective?

What is effectiveness of performance appraisal?

What makes a performance management system effective?

Have you used performance appraisal methods which is the most effective and why?