A true b false 70 ideally performance evaluations

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*a. True b. False
70. Ideally, performance evaluations should be linked to the strategic objectives of the organization.
71. Criterion deficiency occurs when performance standards focus on a single criterion to the exclusion of other important but less quantifiable performance dimensions.
72. Criterion contamination occurs when correlations between two raters of an employee are inconsistent.
*b. False 73. Criterion contamination occurs when factors outside an employee’s control influence his or her performance. *a. True b. False
74. Reliability refers to measures that are consistent across raters and over time.
75. In order to increase employee motivation levels, written performance standards should be objective but not defined in quantifiable and measurable terms.
76. Ineffective handling of performance evaluations may result in court cases or other legal action.
77. In most instances, one person can easily observe and evaluate an employee’s performance. a. True *b. False
78. Surprisingly, self-evaluations are typically equal to or lower than the traditional approach to evaluations where a manager fills them out.
79. Self-evaluations should be used primarily for developmental purposes.
80. Peer evaluations should be used primarily for developmental purposes.
81. Peer evaluations are useful for ratings on dimensions such as leadership and interpersonal skills. *a. True b. False
82. One disadvantage of peer evaluations is that they furnish less valid information than evaluations by superiors.
83. A team evaluation approach is well suited for a company advocating a total-quality management philosophy.
84. Team evaluations are a collection of the individual evaluations of a work unit.
85. Internal customers are the most important source of valuable performance information for both developmental and administrative purposes. *a. True b. False
86. Most organizations that implement 360-degree evaluation start with an exclusive focus on development.
87. A significant weakness of 360-degree evaluation is the complexity associated with combining all the responses.
b. False 88. One weakness of many performance evaluation programs is that supervisors are not adequately trained; consequently, they provide little meaningful feedback to subordinates.
89. Using the evaluation system for compensation decisions rather than developmental purposes may affect how the rater evaluates the employee. *a. True b. False
90. An error of central tendency is a performance-rating error in which all employees are more or less rated as average.
91. Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

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