Test Bank For People And Work in Canada Industrial And Organizational Psychology 1st Edition

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Test Bank For People And Work in Canada Industrial And Organizational Psychology 1st Edition

Chapter 5—Performance Management
MULTIPLE CHOICE
1. Athena tends to assign an applicant the same rating across different job dimensions, regardless
of actual performance. She may be accused of making what type of error?
a. halo
b. leniency
c. severity
d. central tendency
ANS: A PTS: 1 BLM: Higher Order REF: 167

2. Raters who tend to assign an applicant an average rating across different job dimensions,
regardless of actual performance, may be suspected of making what type of error?
a. halo
b. leniency
c. severity
d. central tendency
ANS: D PTS: 1 BLM: Remember REF: 167

3. Which of the following is a strength of Behaviourally Anchored Rating Scales (BARS)?
a. BARS integrate job analytic information directly into the performance appraisal
measure.
b. BARS incorporate a frequency rating scale for each behaviour to identify the
specific rate of incidence.
c. Raters are able to create their own anchors to ensure flexibility in ratings.
d. BARS are simple and inexpensive to develop.
ANS: A PTS: 1 BLM: Higher Order REF: 163–165

4. According to your text, what can we conclude about behavioural observation scales (BOS)?
a. They do not involve any analysis of critical incidents.
b. They take more time and money to develop than do BARS.
c. They use a standardized rating scale created by detailed explanations of what
behaviours are required for each rating level.
d. The development of BOS requires the participation of the supervisors and workers.
ANS: D PTS: 1 BLM: Remember REF: 164

5. A performance appraisal technique in which employees are assessed on their performance in a
“fake” setting (which tries to duplicate a real situation) is known as which of the following?
a. job knowledge test
b. 360-degree feedback test
c. simulation
d. multi-source assessment
ANS: C PTS: 1 BLM: Remember REF: 175

6. Shelley is in charge of hiring employees for new positions in the health care field. A team of HR
specialists will review all applications, conduct interviews, and administer the selection tests.
She wants to ensure high rater accuracy in selecting new employees, and she ensures that all of
them have the same understanding of the rating system’s instructions, and the same interpretation
of the performance dimensions. She is using what type of process?
a. frame of reference training
b. performance domain definition
c. rater accountability
d. 360 degree ratings
ANS: A PTS: 1 BLM: Higher Order REF: 169

7. According to the text, what do we know about peer ratings?
a. Peer feedback is one of the best predictors of job performance.
b. Most organizations involve coworkers in the assessment process.
c. Peer evaluations are unrelated to work-group tensions and group performance.
d. Peer ratings tend to exclude information about contextual performance.
ANS: A PTS: 1 BLM: Remember REF: 170

8. Brad is implementing a new 360-degree performance feedback rating system. In which situation
would this feedback be most ideal?
a. Brad’s organization is a very hierarchical “command and control” environment.
b. Brad is concerned about the disadvantages of using peer ratings.
c. Brad wants to provide employees with feedback for development and training
purposes.
d. Brad is looking for an alternative to supervisor ratings.
ANS: C PTS: 1 BLM: Higher Order REF: 172-173

9. Arlene is using a balanced scorecard method for her business. Through what perspectives does
this method assess performance?
a. supervisor, peer, client, self
b. customer, financial, internal business processes, and learning and growth
c. internal; external client & customer organizational, and societal
d. job (task), fiscal, and interpersonal performance
ANS: B PTS: 1 BLM: Higher Order REF: 173

10. In addition to supervisor ratings, Jack wants to include measures such as absenteeism, number of
customer complaints, and rate of sales growth. What are these measures known as?
a. individual rating-system measures of job performance
b. subjective measures of job performance
c. 360-degree measures of performance
d. objective measures of job performance
ANS: D PTS: 1 BLM: Higher Order REF: 158

11. Which of the following best defines voluntary behaviours that violate significant organizational
norms, jeopardizing the well-being of the organization and the employees?
a. organizational citizenship behaviours
b. counterproductive behaviours
c. contextual performance
d. typical performance
ANS: B PTS: 1 BLM: Remember REF: 151

12. When does typical performance usually occur with employees?
a. when they are aware that they are being evaluated
b. when they are involved in a short-term, evaluative training session
c. when they experience high motivation at their jobs
d. when they are assessed over an extended period of time
ANS: D PTS: 1 BLM: Higher Order REF: 156

13. Alyssa knows that her performance evaluation is coming up shortly, and her performance is
being monitored, so she is motivated to work hard and perform to her best. Which of the
following best describes this performance?
a. her maximal performance
b. her contextual performance
c. her typical performance
d. her task performance
ANS: A PTS: 1 BLM: Higher Order REF: 156
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14. Sam is trying to assess the sales performance of sales people. He inadvertently assesses the
extent to which the sales people have good organizational citizenship behaviours (attend
meetings, attend staff functions, etc.). What is the measurement of aspects not related to job
performance known as?
a. criterion deficiency
b. criterion relevance
c. criterion contamination
d. criterion reliability
ANS: C PTS: 1 BLM: Higher Order REF: 152–153

15. Stephanie has developed a performance measure of administrative assistants in a large
manufacturing organization. The measure includes the assistants’ performance in their key job
tasks (i.e., typing, filing, and scheduling). Unfortunately, she didn’t include any measurement of
their performance in dealing with clients, which is a major part of their job. What is this
oversight in her performance measure called?
a. criterion deficiency
b. criterion relevance
c. criterion contamination
d. criterion reliability
ANS: A PTS: 1 BLM: Higher Order REF: 152–153