Appraisals provide legal and formal organizational justification for

1-Appraisals provide legal and formal organizational justification for
• keeping unions out
• employment decisions
• high executive salaries
• bringing legal action against employees
2
Prior to the performance-feedback interview, the supervisor should
• set aside a maximum of 15 minutes to write the appraisal
• have a coworker complete the entire appraisal
• refrain from speaking to subordinates
• communicate frequently with subordinates about their performa
3
Supervisors that excel at conducting performance-feedback interviews typically have received _________ prior to conducting appraisals.
• vacation
• a bonus
• a promotion
• training
4
Which of the following is a disadvantage of forced distribution?
• Provides little basis for individual feedback and development
• Forces raters to make distinctions among employees
• Difficult to make comparisons across employees
• May be inaccurate if a group of employees is either very effective or ineffective
5
To avoid legal difficulties regarding performance appraisals, organizations should
• train supervisors on how to skip embarrassing questions
• use the competitors appraisal system
• provide written instructions and train supervisors on the rating system
• allow supervisors flexibility in the appraisal process

6
_____ translate job requirements into levels of acceptable or unacceptable employee behavior.
• Reliability judgments
• Qualitative analyses
• Performance standards
• Absolute rating systems
7
Most companies require that appraisal results be
• discussed with the employee
• only provided on an annual basis
• sent by certified mail to the employee
• e-mailed to the employee
8
________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.
• Reliability
• Sensitivity
• Relevance
• Acceptability
9
Which of the following is an advantage of narrative essays?
• Forces raters to make distinctions among employees
• Good for making comparisons across employees
• Provides a direct link between job analysis and performance appraisal
• Good for individual feedback and development

10
One requirement of sound appraisal systems is _____, which refers to consistency of judgment.
• sensitivity
• acceptability
• relevance
• reliability
11
Psychologically, promotions help satisfy employees’ need for
• separation
• superiority
• security
• discipline
12
From the organizations perspective, the four broad types of internal moves include
• demotions, transfers, relocations, and resignations
• layoffs, retirements, resignations, and demotions
• promotions, demotions, transfers, and relocations
• promotions, demotions, transfers, and layoffs
13
To minimize defensive behavior, procedures used for promotion decisions must be
• flexible
• rigid
• fair
• changed frequently
14
The answer to the question “What really makes the difference between success and failure on a particular job, and according to whom?” determines
• coherence
• relevance
• reliability
• Sensitivity
15
The advantage of using a behavioral checklist is that
• it is good for individual feedback and development
• it focuses directly on job behaviors
• it provides a direct link between job analysis and performance appraisal
• the meaning of response categories is generally interpreted similarly by various raters
16
_____ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels.
• Organization
• Operations
• Demographic
• Individual
16
When trainees are given the opportunity to practice far beyond the point where they have performed a task correctly several times, the task becomes second nature and is
• irrelevant
• overlearned
• repetitive
• boring
17
The impact of training on _____ is the most significant, but it is the most difficult effect to demonstrate.
• trainee self-esteem
• organizational results
• action learning
• demographics
18
The level of training needs analysis that attempts to identify the content of the training is _____ analysis.
• organizational
• environmental
• operations
• individual
19
Which of the following is an example of an on-the-job training method?
• Understudy assignments
• Role playing
• Intelligent tutoring
• Case method
20
The evaluation phase is one phase of the process for effective training to occur. Which of the following is not a part of the evaluation phase?
• Pretest trainees
• Select training media
• Develop criteria
• Monitor training
21
Which theory is founded on the premise that an individual’s intentions regulate his or her behavior?
• Attribution theory
• Grounded theory
• Correspondent inference theory
• Goal theory
22
Training methods used to stimulate learning can be classified in three ways, one of which is
• on-the-job training
• intelligent tutoring
• lectures

• conferences

23
Which of the following is an example of the simulation method of training?
• In-basket
• Correspondence courses
• Job rotation
• Orientation
24
_____ refers to the material that is rich in association for the trainees and is therefore easily understood by them.
• Training paradox
• Meaningfulness
• Pygmalion effect
• Orientation
25
In evaluating training programs, it is important to distinguish _____ from data-collection methods.
• individual participation
• cost-benefit analysis
• organizational payoffs
• targets of evaluation
26
The level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis.
• environmental
• operations
• organization
• individual