1. Performance appraisal methods can use a variety of techniques and these techniques can
be grouped
by how they focus, and can include
A. past-oriented appraisal methods
B. subjective-based appraisal methods
C. discriminatory-approach appraisal methods
D. reverse-future-oriented appraisal methods
E. presented-oriented appraisal methods
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #40
41.
(p. 314-
316)
Past-oriented performance appraisal approaches can include all the following except
A. rating scale
B. performance test and observation
C. critical incident method
D. behaviourally anchored rating scales
E. management by objectives
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #41
42.
(p. 315)
Non-comparative performance evaluation methods can include
A. ranking method
B. rating method
C. self-appraisal
D. forced distributions
E. forced checklist
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #42
43.
(p. 315)
Likely, the most used form of performance appraisal (though not necessarily the most
effective)
continues to be the
A. checklist
B. behaviourally anchored rating scale
C. rating scale
D. assessment centre
E. self-appraisal
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #43
44.
(p. 310)
A rater bias that occurs when the evaluator allows some piece of information about the
employee to disproportionately influence the outcome is called
A. the halo effect

2. B. the error of central tendency
C. the leniency bias
D. fundamental attribution error
E. the disproportionate influence bias
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #44
45.
(p. 315)
The performance appraisal method that requires a rater to provide a subjective evaluation
of an
individual's performance is called
A. checklist
B. rating scale
C. self-assessment scale
D. forced-choice method
E. paired-comparisons method
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #45
46.
(p. 315)
The critical incident method of performance appraisal
A. is another name for the rating scale method
B. is easily standardized and reduces rater bias
C. is disliked by both raters and employees because it provides little useful feedback
D. is easy for supervisors to maintain an interest in and carry out
E. has a drawback in that supervisors tend to lose interest in recording incidents
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #46
47.
(p. 318)
The performance evaluation method that requires a rater to place each employee in order
from best to
worst is the
A. critical incident method
B. behaviourally anchored rating scale
C. ranking method
D. performance tests and observations
E. forced distribution method
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #47
48.
(p. 317)
Human resource specialists design behaviourally anchored rating scales for any given job
by
collecting descriptions of what would constitute effective and ineffective performance for
that job.
Information is collected from all the following except
A. incumbents

3. B. peers
C. superiors
D. job analysts
E. customers
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #48
49.
(p. 318)
Comparative evaluation methods for performance appraisals can include
A. rating scales
B. forced distributions
C. assessment centres
D. management by objectives
E. behaviourally anchored rating scales
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #49
50.
(p. 318)
Comparative evaluation methods differ from non-comparative methods in that
A. they compare one person's performance with that of co-workers
B. they compare an employee's performance with his or her job description
C. they directly compare employee performance to job performance standards
D. comparative methods are illegal when evaluating people in a protected class
E. supervisors compare notes about employees
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #50
51.
(p. 318)
The ranking method and forced distributions are examples of __________ performance
evaluation
methods
A. non-comparative
B. comparative
C. behaviourally anchored
D. critical incident
E. future-oriented
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #51
52.
(p. 319)
Future-oriented appraisal methods can include
A. behaviourally anchored rating scales
B. self-appraisals
C. critical incident method
D. ranking method
E. forced distributions
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #52

4. 53.
(p. 319)
The management-by-objectives performance evaluation approach is based upon the
premise that
A. employees will achieve the objectives set for them by management
B. achieving objectives will produce satisfied employees
C. each employee and superior jointly establish goals for a future period
D. there is little connection between performance and objectives
E. employees will always manage to have difficulty with performance appraisals
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #53
54.
(p. 319)
One employee evaluation method that attempts to appraise future potential by using
multiple types of
evaluation and multiple raters is
A. critical incident method
B. assessment centre technique
C. management-by-objectives
D. self-evaluation
E. behaviourally anchored rating scales
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #54
55.
(p. 320)
A recent popular method for evaluating an employee's performance involves using all
possible sources
for information on the employee's performance. This method is referred to as
A. management-by-objectives
B. the 360-degree performance appraisal
C. the assessment centre technique
D. the 180-degree performance appraisal
E. the all-agreement appraisal method
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #55
56.
(p. 320)
While the 360-degree appraisal method is gaining popularity, it requires at the least
__________ in
order to have a chance to work
A. a suitable corporate culture
B. professional evaluators
C. cost-effective management
D. a minimum 500 person employee base
E. a decent employee benefit plan
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #56
57.

5. (p. 321)
Performance evaluation for contingency employees tends to have particular challenges
attached, including
A. that they are specialists
B. that their jobs are too complex
C. that they are sometimes paid differently and are not included in the employee benefit
package
D. that they may have little knowledge of the organization's culture and goals
E. that since contingency workers are only hired under employment equity, they have to
be judged
differently
Difficulty: Medium
Objective: #7
Schwind - Chapter 08 #57
.
anchored rating scales and critical incident methods are both future-oriented
performance evaluation approaches.
FALSE
)
The rating scale is likely the oldest and still most widely use performance appraisal
method.
TRUE
The appraisal method for employee performance that requires a supervisor to record
statementsthat describe extremely effective of ineffective behaviour related to job
performance is called thebehaviourally anchored rating scales method.
FALSE
)
The critical incident appraisal method for employee performance requires a supervisor to
record
statements that describe extremely effective or ineffective behaviour related to job
performance.
TRUE
One feature of behaviourally anchored rating scales is that they attempt to reduce the
subjectivity and
biases of subjective performance measures.
TRUE
Comparative performance evaluation methods include the ranking method and forced
distributions.
TRUE
Comparative performance evaluation methods include all of the following: ranking
method, forced
distributions, and management by objectives.
FALSE

6. A good method for overcoming the biases of leniency, strictness, and central tendency in
performance
appraisal is the forced distributions method.
TRUE
Future-oriented performance appraisal methods include the management-by-objectives
approach.
TRUE
)
A recent method of employee appraisal involving evaluations made by the employee as
well as by hisor her peers, supervisors, and subordinates is called the 360-degree
performance appraisal.
TRUE
)
Rating scales, behaviourally anchored rating scales, and critical incident method are all
examples of
__________ ___________ appraisal methods.
past-oriented
One past-oriented evaluation method that is particularly useful in giving employees job-
related
feedback on both positive and negative behaviours is the __________ ___________
method.
critical incident
One evaluation method that attempts to reduce subjective biases by rating employees
along a scale of
specific behaviour examples for each activity is/are __________ ____________
____________.
behaviourally anchored rating scales (bars)
Performance evaluation methods where employees are compared to one another in some
way are
referred to as __________ evaluation methods.
comparative
___________ _______________ require raters to categorize employees into different
classifications.
forced distributions
The basic premise of the management-by-objectives approach as a performance
evaluation technique
is that future performance goals are jointly discussed and agreed upon by each
__________ and
__________.
employee/supervisor

7. A type of future-oriented evaluation of employee performance and potential, involving
multiple types
of raters and evaluation tools, is called the __________ ___________ technique.
assessment centre
Difficulty: Easy
)
One newer model that divides the performance appraisal process into the four steps
including
attention, recall, and categorization is shifting emphasis to the __________ aspect of the
rating
process.
cognitive
Difficulty: Easy
Objective: #7
Schwind - Chapter 08 #162
What types of rater biases may occur in a performance appraisal? What can be done to
avoid or reduce
them?
Answers will vary
)
How do past-oriented and future-oriented appraisal methods compare?
Answers will vary