56 an employee is the unit expert on work processes and is recognized throughout the 4351941

56. An employee is the unit expert on work processes and is recognized throughout the organization for this competency.  As a result the manager rates all aspects of the employee’s performance as exceptional.  The manager’s actions are an example of:

a) halo error

b) recency error

c) primacy error

d) central tendency error

57. Which rater errors are related to the time of performance?

a) primacy and contrast errors

b) primacy and recency errors

c) recency and contrast errors

d) central tendency and recency errors

58. Which of the following is NOT true of frame-of-reference training?

a) this training helps raters see different performance episodes in the same way

b) it is one of the most effective types of training to improve rater accuracy

c) it improves rater performance by minimizing central tendency rater errors

d) this training helps raters become aware of the kinds of errors that can arise in the performance appraisal process

59. When a rater consistently rates people with certain characteristics lower:

a) it is a primacy rater error

b) it is a frame-of-reference rater error

c) it is a contrast error

d) it is rater bias

60. Which of the following is NOT true about the impact of citizenship behaviors on performance ratings?

a) the performance of citizenship behaviors have the same effect on performance ratings for men and women

b) when women engage in citizenship behaviors by helping others, their performance ratings don’t necessarily improve

c) when men engage in citizenship behaviors they get higher ratings

d) when men withhold citizenship behaviors, they do not receive lower ratings, but when women withhold citizenship behaviors they receive lower ratings

61. Which of the following is NOT true about situational influences?

a) subjective ratings are frequently contaminated and deficient because raters fail to account for situational influences

b) situational factors can only inhibit performance outcomes

c) situational influences present a greater problem for objective, outcome-oriented performance measures

d) situational influences are factors outside the control of workers that influence performance

62. Which of the following is a situational factor for performance appraisal?

a) in a unit where all employees perform the same duties, the organization provides only one employee training which enhances that employee’s performance outcomes

b) a supervisor receives training to effectively conduct employee performance meetings so employees are at ease during the performance appraisal meeting

c) an employee is unable to meet production standards because she is too tired to work effectively

d) an employee forgets to have routine maintenance performed on her company car and as a result, she misses the opportunity to finalize a large sale

63. What steps can an organization take to minimize possible situational influences?

a) use only behavioral based measures of performance

b) combine information from a variety of different measures

c) provide managers with frame-of-reference training

d) do not take into account any situational variables so all employee are treated the same in the performance appraisal process

64. Performance over time:

a) is usually stable and consistent

b) for a new employee is almost always a pattern of continually increasing performance

c) usually increases to a point, then performance declines rapidly

d) can vary over time because of differences in motivation

65. Narrative ratings:

a) are most useful in comparing the performance of individuals such as in the case of selecting employees to be promoted

b) allow reviewers to easily compare employees

c) are most useful for providing feedback to employees

d) allow organizations to easily determine which employees are high and low performers

Posted in Uncategorized