MIE Test 3 Questions With Complete Solutions
acceptability Correct Answers meet practical standards of
being acceptable to the people who use it
administrative purpose Correct Answers to provide info for
day-to-day decisions about salary, benefits, recognition &
retention or termination
-this info has major impact on employees future
alternative dispute resolution (ADR) Correct Answers methods
of solving a problem by bringing in an impartial outsider but not
using the court system
-open-door policy, peer review, mediation (non-binding), &
arbitration (binding)
attribute measure Correct Answers look at performance relative
to uniform set of standards in terms of attributes (characteristics
& traits)
-strategic = usually low, requires managers to make link
-validity = usually low, can be fine if developed carefully
-reliability = usually low, can be improved by specific
definitions of attributes
-acceptability = high, easy to develop & use
-specificity = very low
BARS (Behaviorally Anchored Rating Scale) Correct Answers
method of performance measurements that rates behaviors in
terms of a scale showing specific statements of behavior that
describe different levels of performance
, behavioral measure Correct Answers define behaviors that are
associated with success on the job
-strategic = can be quite high
-validity = usually high, minimizes contamination & deficiency
-reliability = usually high
-acceptability = moderate; difficult to develop but accepted well
for use
-specificity = very high
categories reported in GRI framework Correct Answers -
economic, environment, labor practices & decent work, human
rights, society, product responsibilty
central tendency Correct Answers when the rater puts everyone
near the middle
comparative measure Correct Answers compare 1 individual
performance with that of others
-strategic = poor ( unless managers make time to make links)
-validity = can be high if ratings are done carefully
-reliability = depends on rater, but usually no measure of
agreement used
-acceptability = moderate; easy to develop & use but resistant to
normative standard
-specificity = very low
contrast errors Correct Answers if the rater compares an
individual, not against an objective standard but against other
employees
acceptability Correct Answers meet practical standards of
being acceptable to the people who use it
administrative purpose Correct Answers to provide info for
day-to-day decisions about salary, benefits, recognition &
retention or termination
-this info has major impact on employees future
alternative dispute resolution (ADR) Correct Answers methods
of solving a problem by bringing in an impartial outsider but not
using the court system
-open-door policy, peer review, mediation (non-binding), &
arbitration (binding)
attribute measure Correct Answers look at performance relative
to uniform set of standards in terms of attributes (characteristics
& traits)
-strategic = usually low, requires managers to make link
-validity = usually low, can be fine if developed carefully
-reliability = usually low, can be improved by specific
definitions of attributes
-acceptability = high, easy to develop & use
-specificity = very low
BARS (Behaviorally Anchored Rating Scale) Correct Answers
method of performance measurements that rates behaviors in
terms of a scale showing specific statements of behavior that
describe different levels of performance
, behavioral measure Correct Answers define behaviors that are
associated with success on the job
-strategic = can be quite high
-validity = usually high, minimizes contamination & deficiency
-reliability = usually high
-acceptability = moderate; difficult to develop but accepted well
for use
-specificity = very high
categories reported in GRI framework Correct Answers -
economic, environment, labor practices & decent work, human
rights, society, product responsibilty
central tendency Correct Answers when the rater puts everyone
near the middle
comparative measure Correct Answers compare 1 individual
performance with that of others
-strategic = poor ( unless managers make time to make links)
-validity = can be high if ratings are done carefully
-reliability = depends on rater, but usually no measure of
agreement used
-acceptability = moderate; easy to develop & use but resistant to
normative standard
-specificity = very low
contrast errors Correct Answers if the rater compares an
individual, not against an objective standard but against other
employees
