Site MapHelpFeedbackChapter 8 Quiz
Chapter 8 Quiz
(See related pages)





1Organizations establish performance management systems to meet three broad purposes including developmental, strategic, and procedural purposes.
A)True
B)False


2Which of the following is not a criterion of effective performance measures?
A)Unreliability
B)Validity
C)Fit with strategy
D)Specific feedback


3A(n) _______ is a type of performance measurement that assigns a certain percentage of employees to each category in a set of categories.
A)paired comparison method
B)alternation ranking
C)simple ranking
D)forced-distribution method


4A paired comparison method is a variation on rankings that involves managers ranking employees from the highest to the poorest performer within the group.
A)True
B)False


5Of the following items, which one is identified as the most widely used method for rating the attributes of an individual employee?
A)Mixed-standard scales
B)Graphic rating scale
C)Behaviorally anchored rating scale
D)Critical-incident method


6Which of the following involves a manager maintaining a record of specific examples of the employee acting in ways that are either effective or ineffective?
A)BARS
B)Graphic rating scale
C)Critical-incident method
D)BOS


7Organizational behavior modification is a plan for managing the behavior of employees through a formal system of feedback and reinforcement. OBM techniques most often possess all but which one of the following components?
A)Reinforcement is based solely on the manager's personal opinion of the employee
B)Feedback is provided based on the employee's behavior
C)Key behaviors necessary for effective job performance are identified
D)A measurement system to assess whether the employee exhibits key behaviors is used


8_________ is a system in which people at each level of the organization set goals in a process that flows from top to bottom so that employees at all levels are contributing to the organization's overall goals.
A)Total quality management
B)Management by objectives
C)Performance management
D)360-degree performance appraisal


9360-degree performance appraisals use charts to detail causes of problems, measures of performance, or relationships between work-related variables.
A)True
B)False


10When a rater inaccurately assigns low ratings to all employees, holding them to unreasonably high standards, the resulting rater error is called _____.
A)horns
B)similar-to-me
C)strictness
D)central tendency


11In the __________ approach, managers tell the employees their ratings and then justify those ratings.
A)problem solving
B)tell-and-listen
C)coach-the-boss
D)tell-and-sell





To learn more about the book this website supports, please visit its Information Center.
(c)2007 McGraw-Hill Higher Education
Any use is subject to the Terms of Use and Privacy Notice.
McGraw-Hill Higher Education is one of the many fine businesses of The McGraw-Hill Companies.


Fundamentals of Human ResourceOnline Learning Center

Home > Chapter 8 > Quiz