Michigan State University

HB 307

Chapter 9

True/false Questions

1)Tyler, a manager at Fire Stone Grill, is preparing for an appraisal interview with an employee whose performance is unsatisfactory but correctable. Tyler’s primary objective during the interview should be to encourage the employee with positive reinforcements like job enlargement and compliments.

2. During an exit interview, a supervisor and a subordinate review that appraisal and make plans to correct deficiencies and reinforce strengths,

3. Three hundred and sixty-degree feedback is generally used for development purposes rather than for pay increases

4. Studies suggest that managers who receive upward feedback form identified subordinates view the upward appraisal process more negatively than do managers who receive anonymous upward feedback.

5. In order to ensure that a performance appraisal is legally defensible, a supervisor should use only one performance appraisal tool.

6. The alternation ranking method of performance appraisals can be problematic and unfair if all employees have excellent job performance.

7. Unclear standards on a performance appraisal tool will most likely lead to unfair appraisals become performance traits are too open for interpretation

8. In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate’s performance, progress, and future development plans

9. Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well

MULTIPLE CHOICE QUESTIONS

10. Oshman manufactures small kitchen appliances, such as blenders, toasters, and mixers. The firm has nearly 80,000 employees in 22 countries. Employees receive annual performance appraisals from their supervisors that combine critical incidents with a graphic rating scale. However, the firm’s CEO advocates shifting from performance appraisals to performance management in an attempt to make Oshman more competitive and performance driven.

All of the following questions are relevant to Oshman’s decision to replace its traditional appraisal methods with the performance management approach EXCEPT                                           

1. How would the firm’s mission and vison translate into departmental, team, and individual goals?
2. How would work procedures need to be modified to provide more frequent feedback to employees?
3. What technology is available to help managers gain immediate access to employee

performance data?

4. What procedures are already in place to effectively identify and measure critical incidents?

11. The continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization’s goals is known as

1. Strategic management
2. Performance analysis
3. Performance management
4. Performance appraisal

12. When an employee’s performance is so poor that a written warning is required, the warning should    

1. Provide examples of employees who met the standards
2. Identify the standards by which the employee is judged
3. Provide examples of times when the employee met the standards
4. Be written by labor law attorney in accordance with federal guidelines

13. When a supervisor must criticize a subordinate in an appraisal interview, it is most important for the supervisor to                          

1. Provide specific examples of critical incidents
2. Acknowledge the supervisor’s personal biases in the situation
3. Hold the meeting with other people who can document the situation
4. Limit negative feedback to once every year

14. Peer appraisals have been shown to result in a(n)                    

1. Reduction of social loafing
2. Decrease in task motivation
3. Reduction of group cohesion
4. Decrease in group satisfaction

15. Which of the following would most likely result in a legally questionable appraisal process?

1. Administering and scoring appraisals in a standardized fashion