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Florida Institute of Technology EMG3331 Chapter 10 1)Tasha, a Boston native, is the director of benefits for a large manufacturing firm in the Northeast

Management

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Florida Institute of Technology

EMG3331

Chapter 10

1)Tasha, a Boston native, is the director of benefits for a large manufacturing firm in the Northeast. Tasha has given Walt a below-average performance appraisal because she feels Walt’s languid Alabama drawl indicates he is not very bright. In this case, the director has committed the different-from-me rating error.

2. At the present time, WilburAviation has an effective performance appraisal system in place for its employees. It does not train hourly employees who are promoted to supervisor because they have been through many appraisal cycles themselves and have internalized the company’s process. This is an acceptable practice because managers and supervisors tend to repeat the past and evaluate their subordinates as they have been evaluated.

 

3. If the performance appraisal system in an organization is properly designed and administered, it will not be a stressful experience for either managers or their subordinates.

 

4. The use of nonnumerical performance standards are a sign of a flawed performance appraisal system. FALSE SolarFire Alternative Energy has grown so rapidly in the last five years that the HR director has not been able to keep job descriptions up-to-date. As long as SolarFire managers conduct formal performance evaluations based on documented performance data, there should be no problem if a terminated employee makes a claim of discrimination in performance appraisal.

 

5. The performance ratings of an employee given by the various evaluators in a multisource performance appraisal system tend to be remarkably consistent with a narrow range of variability.

 

6. Employee performance can be rated by anyone familiar with the performance of the individual. Consequently, customer ratings can provide good sources of performance appraisal information for employees with extensive customer contact.

 

7. Category scaling methods are easy to develop and they help guard against leniency bias of supervisors by forcing the supervisors to rank subordinates against one another on each performance category.

 

8. One advantage of having supervisors and managers rated by their subordinates is that this type of rating program can help make the managers more responsive to employees.

 

9. At Minotaur Consulting, consultants are evaluated primarily on the dollar amount of client revenue they generate each month. This makes unethical behavior by the consultants a concern.