Question 3 of 40 00 25 points besides the supervisor

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Developing Helping Skills: A Step-by-Step Approach to Competency
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Chapter 5 / Exercise 02
Developing Helping Skills: A Step-by-Step Approach to Competency
Chang/Decker/Scott
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Question 3 of 40 0.0/ 2.5 Points Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information? A. peers B. rating committees C. the employee
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Developing Helping Skills: A Step-by-Step Approach to Competency
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Chapter 5 / Exercise 02
Developing Helping Skills: A Step-by-Step Approach to Competency
Chang/Decker/Scott
Expert Verified
D. all of the above Question 4 of 40 2.5/ 2.5 Points When different supervisors define levels of performance (good, fair, poor. differently, unfair appraisals could result due to a problem with __________.
Question 5 of 40 2.5/ 2.5 Points What process allows top management to diagnose the management styles of supervisors, identify potential people problems, and take corrective action with individual supervisors as necessary? ?
Question 6 of 40 2.5/ 2.5 Points Behaviorally anchored rating scale (BARS. refers to an appraisal method, which __________.
Question 7 of 40 2.5/ 2.5 Points Who is in the best position to observe and evaluate an employee s performance for the purposes of a performance appraisal? A. peers B. rating committees
C. top management D. immediate supervisor Question 8 of 40 2.5/ 2.5 Points Jason is generally considered unfriendly at work. His supervisor rates him low on the trait gets along well with others but also rates him lower on other traits unrelated to socialization at work. Jason s performance appraisal may be unfair due to __________.
Question 9 of 40 2.5/ 2.5 Points Because in most organizations there is a hierarchy of goals, employee performance standards should __________. ?
Question 10 of 40 2.5/ 2.5 Points The __________ problem occurs when supervisors tend to rate all of their subordinates consistently low. ?

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