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Question
For a merit-pay plan to be effective, which of the following is necessary?a. Employees must be involved in its development.
b. The organization must have valid and reliable measures of what merit entails.
c. The performance measurement system must not differentiate too greatly among employees.
d. It must focus on pay for knowledge.
e. It must result in relatively equal merit raises among employees.
Answer
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Q:
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a. human resource manager.
b. line supervisor.
c. organization.
d. individual.
e. recruiter.
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All of the following would place limitations on the effectiveness of career planning EXCEPT
a. individuals may find new opportunities outside the employing organization at unexpected times.
b. the organization has little flexibility in altering the career paths it predicts for its employees over time.
c. the organization's human resource needs can change over time.
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Q:
At Lorenzo's workplace, the performance appraisal process includes measurements of organizational citizenship behaviors, such as volunteering for unpleasant tasks and helping new employees socialize into the work team. Lorenzo's employer is
a. enforcing job requirements.
b. using inappropriate information.
c. committing a halo error.
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Q:
The following item appears on a student evaluation form, to assess a student's preparation outside of class. What type of performance appraisal is represented by this example?
1 = Often unprepared when called on. Frequent late assignments.
2 = Sometimes unprepared when called on. Hands in 2-3 assignments late.
3 = Unprepared on occasion, but not often. Hands in 2 or fewer late assignments.
4 = Usually well-prepared when called on, but may be unprepared on 1-2 occasions. All assignments handed in on time.
5 = Always prepared when called on. Hands in every assignment early or on time.
a. Management by Objective (MBO)
b. Critical incident
c. Simple ranking
d. Behaviorally Anchored Rating Scales (BARS)
e. 360-degree feedback
Q:
A career includes all of the following EXCEPT
a. the various specific jobs that a person performs.
b. the kinds of responsibilities and activities that make up those jobs.
c. movements and transitions between jobs.
d. wages.
e. an individual's overall assessment of and feelings of satisfaction with these various components of her or his career.
Q:
Which of the following is NOT a potential problem associated with the use of graphic rating scales in the performance appraisal process?
a. Attribution of too much objectivity to results
b. Leniency or severity error
c. The number of included performance dimensions must be restricted to a few
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Q:
Supervisor Katy is establishing a list of the best to worst performers in the department. Which performance appraisal method is Katy utilizing?
a. Paired comparison
b. Behaviorally Anchored Rating Scales (BARS)
c. Behavioral Observation Scale (BOS)
d. Forced distribution
e. Simple ranking