MCQS Chapter 9
MCQS Chapter 9
MCQS Chapter 9
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133
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Which of the following is not one of the guidelines for effective goal setting?
a. assign specific goals
b. assign measurable goals
c. assign challenging but doable goals
d. assign consequences for performance
e. encourage participation
(d; moderate)
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134
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Participatively set goals result in higher performance than assigned goals when
_____.
a. participatively set goals are more difficult
b. assigned goals are more difficult
c. the rewards are also higher
d. participatively set goals are used consistently
e. the goals are doable
(a; moderate)
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14.
Who is the primary person responsible for doing the actual appraising of an
employees performance?
a. the employees direct supervisor
b. the company appraiser
c. the human resource manager
d. the government department contact person
e. none of the above
(a; moderate)
135
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16.
When designing an actual appraisal method, the two basic considerations are
_____.
a. who should measure and when to measure
b. when to measure and what to measure
c. what to measure and who should measure
d. what to measure and how to measure
e. when to measure and how to measure
(d; moderate)
17.
The most popular technique for appraising performance is the ______ method.
a. alternation ranking
b. graphic rating scale
c. Likert scale
d. MBO
e. constant sum rating scale
(b; moderate)
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136
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137
24.
The most popular method for ranking employees is the _____ method.
a. graphic ranking scale
b. constant sum ranking scale
c. alternation ranking
d. paired comparison
e. forced distribution
(c; moderate)
25.
Suppose you have five employees to rate. You make a chart of all possible
pairs of employees for each trait being evaluated. Then, you indicate the better
employee of the pair for each pair. Finally, you add up the number of positives
for each employee. In this case, you have used the _____ method of
performance appraisal.
a. graphic ranking scale
b. constant sum ranking scale
c. alternation ranking
d. paired comparison
e. forced distribution
(d; moderate)
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138
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30.
With the _____ method, the supervisor keeps a log of positive and negative
examples of a subordinates work-related behavior.
a. alternation ranking
b. constant sums rating
c. forced distribution
d. narrative forms
e. critical incident
(e; easy)
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139
32.
All of the following are advantages of using the critical incident method for
appraising performance except that _____.
a. it provides examples of good performance
b. it does not include a numerical rating
c. it provides examples of poor performance
d. it reflects performance from throughout the appraisal period
e. incidents can be tied to performance goals
(b; moderate)
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140
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141
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Graphic rating scales are subject to all of the following problems except
_____.
a. unclear standards
b. halo effects
c. complexity
d. central tendency
e. leniency
(c; difficult)
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Jon 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. Jons performance appraisal may be
unfair due to _____.
a. impression management
b. bias
c. stereotyping
d. halo effects
e. strictness
(d; difficult)
142
45.
Some supervisors, when filling in rating scales, tend to avoid the highs and
lows on the scale and rate most people in the middle. This _____ means that
all employees may be rated average.
a. halo effect
b. stereotyping
c. central tendency
d. strictness
e. leniency
(c; moderate)
46.
47.
The _____ problem occurs when supervisors tend to rate all their subordinates
consistently high.
a. central tendency
b. leniency
c. strictness
d. bias
e. halo effect
(b; easy)
48.
The _____ problem occurs when supervisors tend to rate all their subordinates
consistently low.
a. central tendency
b. leniency
c. strictness
d. bias
e. halo effect
(c; easy)
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143
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144
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While peer appraisals have many benefits, one problem is _____, when
several peers collaborate to rate each other highly.
a. social loafing
b. group think
c. logrolling
d. alliance forging
e. impression management
(c; moderate)
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Firms that use _____ let subordinates anonymously rate their supervisors
performance.
a. downward feedback
b. upward feedback
c. MBO
d. narratives
e. critical incidents
(b; moderate)
145
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146
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Subordinates may feel dissatisfied with their appraisal interview when they
_____.
a. feel threatened during the interview
b. have an opportunity to express their ideas
c. have an opportunity to influence the course of the interview
d. have a constructive interviewer conduct the interview
e. are shown specific examples of their poor performance
(a; moderate)
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147