CHAP10.TB - Chapter 10 Strategies for Effective Performance...

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Chapter 10 Strategies for Effective Performance Appraisal Systems True/False 1. The appraisal form for nonmanagement positions did not focus on objectives for individuals or teams. Answer: True Page: 352 Difficult 2. Formal performance appraisals should occur at one-year intervals or more frequently. Answer: True Page: 355 Easy 3. It is possible to use coworkers as a source of information for performance appraisals. Answer: True Page: 359 Difficult 4. Coworker evaluation is essential if autonomous work groups are in place. Answer: True Page: 359 Moderate 5. Research has found that employees who are given the opportunity to evaluate themselves have a tendency to deflate their ratings. Answer: False Page: 359 Easy 6. The development of a performance-appraisal system should begin with a formal job design. Answer: False Page: 364 Difficult 7. A performance assessment is the determination of the employee's skills. Answer: False Page: 364 Moderate 8. The performance review is the actual discussion between the rater and the employee.
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Chapter 10—Strategies for Effective Performance Appraisal Systems Answer: True Page: 365 Easy 9. Effective performance appraisals should only be concerned with evaluating past performance Answer: False Page: 367 Easy 10. A forced-choice method of performance evaluation requires raters to put a certain number of employees in each performance category (for example, some in high and some in low). Answer: False Page: 373 Difficult 11. Paired-comparison appraisal methods work best when there are many employees and many job dimensions to be compared. Answer: False Page: 374 Moderate 12. One element that can cause an ineffective review is an unprepared appraiser. Answer: True Page: 366 Difficult 13. The ranking and paired comparison methods of the appraisal system become difficult to manage when a large number of employees are evaluated. Answer: True Page: 372 Easy 14. One disadvantage to the ranking method is that it does not allow the evaluator to rate everyone high. Answer: False Page: 372 Difficult 15. Because individuals are compared with one another in some rating systems, this can squelch team spirit and can encourage competition. Answer: True Page: 374 Easy 16. MBO is a results-oriented appraisal system. Answer: True Page: 375 Moderate 17. In management by objectives, top management must decide the overall objectives of the organization and the departments. Answer: True Page: 375 Moderate 18. The halo effect occurs when the rater places an employee into a class or category based on one or more traits or characteristics. 10-2
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Chapter 10—Strategies for Effective Performance Appraisal Systems Answer: False Page: 378 Difficult 19. The performance appraisal system never fails if top management supports it. Answer:
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This note was uploaded on 01/31/2011 for the course MGMT 322 taught by Professor N/a during the Spring '10 term at Mountain State.

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CHAP10.TB - Chapter 10 Strategies for Effective Performance...

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