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Question
Explain the differences between an “appraisal perspective” and a “developmental perspective” for performance reviews.
Answer
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A fact is something that can be or has been observed.
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Leave-taking should be done quickly.
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Uncertain future is a possible objection an interviewee might have.
a. True
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“What concerns you most about this situation?” is an example of an information-gathering question.
a. True
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If your university began using the phrase “You can get there from here” in their new billboard ads, it is known as a _____.
a. slogan
b. clich
c. euphemism
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In the context of closing techniques, a(n) _____ limits an interviewee’s choices, then shows that the solution advocated by the interviewer has the most advantages and the fewest disadvantages.
a. summary close
b. sense of urgency close
c. price close
d. either-or close
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When people believe that an item is more different than it actually is, it is known as _____.
a. the contrast principle
b. the standard/learned principle
c. reciprocal concessions
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Which of the following should an interviewer do during the trial closing stage of an interview?
a. Discard nonverbal cues such as enthusiastic vocal expressions, head nods, and smiles
b. Watch and listen for verbal cues that the interviewee is moving toward a decision
c. Refrain from giving the interviewee time to think and self-persuade
d. Continue talking even if the interviewee is sold on a proposal
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Which of the following is an importance of using repetition?
a. It helps enhance understanding.
b. It helps gain and maintain attention.
c. It makes an interviewee aware of what is most important.
d. All of the answers are correct.
Q:
When analyzing an interviewee, interviewers should consider:
a. age, wage, and address.
b. degrees, debts, and interest.
c. attitudes, platitudes, and values.
d. personal characteristics, socioeconomic background, and cultural values.
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More frequent communication between supervisors and employees results in less favorable job-related performance ratings.
a. True
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Prior to the performance review, the interviewer should NOT consult the employee’s past record.
a. True
b. False
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An employee assists in selecting his or her evaluators in the 360-degree approach.
a. True
b. False
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It is best to state your conclusions about an employee during the performance problem interview.
a. True
b. False
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Fear of performance reviews in individuals often comes from a history of unpleasant and nonproductive encounters with interviewers and teams.
a. True
b. False
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Fair and equitable treatment of each employee in a job class is called _____.
a. just cause
b. discipline
c. coaching
d. assessment
Q:
Which of the following should reviewers do when setting new goals for employees during performance review interviews?
a. Use either-or statements, demands, and ultimatums.
b. Combine feedback with intentional or unintentional imposition of goals.
c. Make goals few in number, specific, well-defined, and measurable.
d. Set new goals before reviewing previous goals.
Q:
The phenomenon where all facets of an employee’s ratings are negative due to an interviewer’s dislike of the employee or his or her traits is known as the _____.
a. halo effect
b. pitchfork effect
c. recency error
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Q:
Using a panel approach to performance review provides all of the following EXCEPT:
a. higher judgment validation.
b. better developmental action planning.
c. more realistic promotion expectations.
d. increased perception of favoritism.
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In the context of performance review models, which of the following statements is true about the behaviorally anchored rating scales (BARS) model?
a. It classifies all work in terms of four major elements: inputs, activities, outputs, and feedback.
b. It fails to inform employees what skills they are expected to have, their relative worth to the organization, and how their performance will be measured.
c. It allows interviewers to identify skills essential to a specific position through a position analysis and set standards with the aid of industrial engineers.
d. It is a counseling model that centers on four phases based on affective (emotional) and cognitive (thinking) functions.
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Research suggests that a team approach produces all of the following EXCEPT:
a. higher validation of judgment.
b. reduced perception of favoritism.
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d. better developmental action planning.
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Explain why the “central tendency” of an interviewer can ruin a performance review.
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In the context of guidelines for asking questions for interviewees, which of the following is revealed to a recruiter when applicants ask lot of questions? a. maturity b. professionalism c. interests d. All of the answers are correct.
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In the context of the appearance and layout of a rsum, which of the following statements is true?
a. Applicants should keep color and graphics to a minimum when applying for a position in fields such as advertising.
b. Applicants should use script rsum fonts or use several font styles and sizes.
c. Applicants should refrain from constructing single-page rsums.
d. Applicants should use bullet points that separate and call attention to important information.
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Which of the following is the essential first step for a job applicant to locating and obtaining a position he or she wants in an organization?
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d. Draft a rsum.
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Which of the following statements is true about tag questions?
a. They are used to elicit information.
b. They are used to summarize and confirm information.
c. They are used to express empathy and provide positive feedback.
d. All of the answers are correct.
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List five blocking tactics used during health care interviews.
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How can interviewers improve information getting in health care interviews?
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Avoid curious probes into feelings and embarrassing incidents.
a. True
b. False
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A situation is the least important variable in determining self-disclosure.
a. True
b. False