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Management: Skills and Application, 10/e

Leslie W Rue, Georgia State University - Emeritus
Lloyd L Byars, Georgia Institute of Technology

Appraising and Rewarding Performance

Chapter Quiz


1	Successful performance is a job is always a good predictor of success in a subsequent job.
		A)	TRUE
		B)	FALSE


2	Objectives set up in the MBO process should not be used at standards in performance appraisals.
		A)	TRUE
		B)	FALSE


3	BARS is not a good instrument to use to provide feedback about job performance.
		A)	TRUE
		B)	FALSE


4	Performance appraisals should be job-related.
		A)	TRUE
		B)	FALSE


5	An advantage of a graphic rating scale is that managers are likely to interpret it in the same way.
		A)	TRUE
		B)	FALSE


6	When a manager meets with a subordinate to provide feedback about the job performance of the subordinate, this is part of:
		A)	role perception.
		B)	role conflict.
		C)	performance appraisal.
		D)	effort.


7	Which of the following is an advantage of BARS?
		A)	It provides specific feedback about job performance
		B)	The program is jointly developed by manager and subordinate
		C)	Anchors are based on the experience of the subordinates
		D)	All of the above


8	If a shop foreman is trying to determine a "normal day's output" for a production line, this is an example of developing:
		A)	a halo effect.
		B)	the Hawthorne effect.
		C)	production standards.
		D)	intrapreneuring.


9	An essay appraisal could contain instructions about:
		A)	the quantity of work expected.
		B)	the quality of work expected.
		C)	job knowledge.
		D)	all of the above.


10	A graphic rating scale can include items measuring:
		A)	job knowledge.
		B)	attendance.
		C)	dependability.
		D)	all of the above.


11	When a marketing manager is told by his superior the percentages of his subordinates who should receive each of the possible overall ratings of their job performance, this is an example of:
		A)	a forced distribution.
		B)	alternation ranking.
		C)	a graphic rating scale.
		D)	a paired-comparison ranking.


12	Job analysis includes the tasks associated with a job and the job ______ needed.
		A)	skills
		B)	knowledge
		C)	abilities
		D)	all of the above.


13	The job requirements can include information about:
		A)	the machines to be used.
		B)	the tools to be used.
		C)	the relation of the job to other jobs.
		D)	all of the above.


14	An organization chart which is part of a job description includes a description of:
		A)	the supervision to be exercised.
		B)	the competency requirements of the jobs.
		C)	the career mobility of the jobs.
		D)	the compensation for the jobs.


15	When a shop foreman rates all of his subordinates as "above average" this is an example of a(n):
		A)	central tendency effect.
		B)	halo effect.
		C)	Hawthorne effect.
		D)	leniency effect.


16	Which of the following is an example of an intrinsic reward?
		A)	job satisfaction.
		B)	job status.
		C)	informal recognition.
		D)	All of the above


17	Which of the following is an example of an employee compensation benefit?
		A)	life insurance.
		B)	retirement funds.
		C)	paid vacations.
		D)	All of the above


18	When a sales manager rates all of his sales staff as "below average" because his standards are very high, this is an example of:
		A)	forced distribution.
		B)	central tendency.
		C)	leniency.
		D)	the halo effect.


19	Which of the following is acceptable legally in developing performance appraisal systems?
		A)	Allowing subordinates to give feedback during the performance review
		B)	Emphasizing work behaviors instead of personality traits
		C)	Basing the system on job analysis
		D)	All of the above


20	Which of the following is part of a bona fide performance appraisal system?
		A)	Adverse effects on older workers
		B)	Adverse effects on minority employees
		C)	Adverse effects on female employees
		D)	None of the above

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