MIE 330 Ch 9 – 11 Questions With Complete Solutions
3 types (performance problems) Correct Answers lack of
ability; lack of motivation; lack of both
360 degree (performance appraisal) Correct Answers
performance measurement that combines information from
employees'
acceptability Correct Answers whether or not a measure is
valid and reliable, it must meet the practical standard of being
acceptable to the people who use it
administrative purpose Correct Answers ways in which
organizations use the system to provide information for day-to-
day decisions about salary, benefits, and recognition programs
BARS (Behaviorally anchored rating scale) Correct Answers
scale showing specific statements of behavior that describe
different levels of performance
BOS (Behavioral observation scale) Correct Answers a
variation of a BARS which uses all behaviors necessary for
effective performance to rate performance at a task; also asks the
manager to rate freq with which the employee has exhibited the
behavior during rating period
brand alignment Correct Answers HR policies, practices, and
programs support or are congruent with an organization's overall
culture or brand, including its products and services
, calibration meetings Correct Answers sometimes raters
intentionally distort their ratings to advance their personal goals;
this is an example of a technique to minimize appraisal politics
central tendency Correct Answers the rater puts everyone near
the middle of the scale
contrast error (rating error) Correct Answers rater compares an
individual, not against an objective standard, but against other
employees
critical incident method Correct Answers specific examples of
the employee acting in ways that are either effective or
ineffective
developmental purpose Correct Answers serves as a basis for
developing employees' knowledge and skills
discrimination Correct Answers employers must make
discipline decisions without regard to a person's age, sex, race,
or other protected status; evenhanded, carefully documented
discipline can avoid such claims
distributional errors (rating error) Correct Answers rater tends
to use only one part of a rating scale (leniency, strictness, central
tendency)
employee assistance programs (EAP) Correct Answers a
referral service that employees can use to seek professional
treatment for emotional problems or substance abuse; many are
fully integrated into employers overall health benefits plans
3 types (performance problems) Correct Answers lack of
ability; lack of motivation; lack of both
360 degree (performance appraisal) Correct Answers
performance measurement that combines information from
employees'
acceptability Correct Answers whether or not a measure is
valid and reliable, it must meet the practical standard of being
acceptable to the people who use it
administrative purpose Correct Answers ways in which
organizations use the system to provide information for day-to-
day decisions about salary, benefits, and recognition programs
BARS (Behaviorally anchored rating scale) Correct Answers
scale showing specific statements of behavior that describe
different levels of performance
BOS (Behavioral observation scale) Correct Answers a
variation of a BARS which uses all behaviors necessary for
effective performance to rate performance at a task; also asks the
manager to rate freq with which the employee has exhibited the
behavior during rating period
brand alignment Correct Answers HR policies, practices, and
programs support or are congruent with an organization's overall
culture or brand, including its products and services
, calibration meetings Correct Answers sometimes raters
intentionally distort their ratings to advance their personal goals;
this is an example of a technique to minimize appraisal politics
central tendency Correct Answers the rater puts everyone near
the middle of the scale
contrast error (rating error) Correct Answers rater compares an
individual, not against an objective standard, but against other
employees
critical incident method Correct Answers specific examples of
the employee acting in ways that are either effective or
ineffective
developmental purpose Correct Answers serves as a basis for
developing employees' knowledge and skills
discrimination Correct Answers employers must make
discipline decisions without regard to a person's age, sex, race,
or other protected status; evenhanded, carefully documented
discipline can avoid such claims
distributional errors (rating error) Correct Answers rater tends
to use only one part of a rating scale (leniency, strictness, central
tendency)
employee assistance programs (EAP) Correct Answers a
referral service that employees can use to seek professional
treatment for emotional problems or substance abuse; many are
fully integrated into employers overall health benefits plans
