1wrap-Up Quiz 10 - Session 11 - Human Resource Management-T123WSB-3

3/31/23, 8:37 PM Wrap-up Quiz 10 - Session 11: Human Resource Management-T123WSB-3
Wrap-up Quiz 10 - Session 11

Due Apr 3 at 11:59pm Points 25 Questions 25
Available Mar 28 at 8am - Apr 3 at 11:59pm Time Limit 20 Minutes
Allowed Attempts 3
Take the Quiz Again
Attempt History
Attempt Time Score
KEPT Attempt 1 16 minutes 24 out of 25
LATEST Attempt 2 16 minutes 22 out of 25
Attempt 1 16 minutes 24 out of 25
 Correct answers will be available Apr 9 at 8am - May 1 at 12am.
Score for this attempt: 22 out of 25

Submitted Mar 31 at 8:32pm
This attempt took 16 minutes.
Question 1 1 / 1 pts
The ________ approach assumes that subjectivity can be eliminated

from the measurement process and that outcomes are the closest
indicators of one's contribution to organizational effectiveness.
quality
comparative
attribute
results
https://lms.westernsydney.edu.vn/courses/753/quizzes/11873 1/15
behavior
Which of the following is true regarding the attribute approach to

performance management?

It is easy to develop and is generalizable across organizations and
strategies.

The ratings from this approach are easily accepted by employees during
feedback.

There is usually a high congruence between the techniques used in this
approach and the company's strategy.

The methods usually have clearer performance standards due to which
different raters provide similar ratings and rankings.
It provides specific guidance and feedback to employees.
Which of the following position is not suitable for collecting information

from customers?
restaurant waiter
customer assistant
inventory control analyst
hotel receptionist
supermarket cashier
Incorrect Question 4 0 / 1 pts
As a new strategy this year, Hugo Co. uses subordinate evaluation.

This method gives employees an opportunity to anonymously share
information about how they are being managed. Which of the following
is a disadvantage of this type of performance evaluation?
Friendship has the potential to bias ratings.

Subordinates do not have adequate opportunity to observe a manager's
interactions and behavior.

Subordinates find the situation of being both rater and ratee
uncomfortable when the evaluations are made for administrative
decisions.

Subordinates have power over their managers, thus putting the
managers in a difficult situation.

Subordinates tend to focus only on aspects of their manager's
performance that are measured, neglecting those that are not.
As part of the performance appraisal of the department’s employees,

Anna wants to measure how frequently the employees exhibit certain
behaviors Anna feels are critical to the firm's success. Which of the
following performance appraisal approaches should Anna use to
achieve this goal?
Behaviour observation scale
Management by objectives
Behaviorally anchored rating scale
Graphic rating scale
Mixed standard scale
For employees with high promotability, which measurement method will

be effective?
Ranking method
Mixed-standard scale
Competency model
MBO
Zoe would like to terminate an employee. She claims that the employee
is always on her cell phone and not focusing on her work. You
recommend she use a ________ to track the frequency of the behavior,
so she can share that information with the employee.
graphic rating scale
simple ranking method
organizational behavior modification method
behavioral observation scale
forced distribution scale
When supervisors who are engaged in a performance rating have a

tendency to rate all employees either high or low, this is a problem that
is referred to as:
similar-to-me bias.
halo effect.
horns effect.
leniency/strictness.
central tendency.
Benito, a psychology student, has had an overall negative impression of

his psychology professor. As a consequence, during the end-of-term
appraisal, he rates his professor low on all performance criteria. Which
of the following rater errors has Benito committed?
Contrast
Strictness
Central tendency
Horns
Leniency
The individual ratings that are still the heart of most appraisal systems
are the:
individual ratings.
customer ratings.
peer ratings.
self-paced ratings.
supervisor's ratings.
The following are ways to minimize the impact of appraisal problems of

central tendency EXCEPT:
train supervisors to eliminate rating errors.
choose the right appraisal tool.

refrain from confusing the employee by including him/her in the rating
and evaluation process.
be sure to understand the problem in order to prevent it.

be familiar with the typical rating errors that can undermine rating scale
appraisals.
Which of the following is true regarding behavioral approaches to

performance measurement?

They result in techniques that have a low degree of validity and
acceptability.

They adopt a very subjective approach to evaluating human behavior at
the workplace.
They assume that there are multiple best ways to do the job.

Despite substantial investments in training, the techniques are not
strong enough to be reliable.

They link the company's strategy to the specific behavior necessary to
implement that strategy.
Which of the following attribute approaches to performance

management is most commonly used?
Behaviorally anchored rating scales
Simple ranking scales
Behavior observation scales
Mixed standard scales
Graphic rating scales
Which of the following is true of peers as the source of performance

information?

Peers are comfortable providing evaluations for both administrative and
developmental purposes.

Peers have the ability to discard the fact that they may be friends with
the ratee in order to provide an unbiased rating.

Peers give feedback that is strongly related to performance and to
employee perceptions of the accuracy of the appraisal.

Peer evaluations give employees power over their managers, thus
putting managers in a difficult situation.

Peers have expert knowledge of job requirements and often have the
most opportunity to observe an employee in day-to-day activities.
Which of the following is true about the results approach to

performance management?

The techniques of the results approach usually have very little
congruence with the company's strategy.

The results approach is usually highly unacceptable to both managers
and employees.

The results approach virtually eliminates problems of leniency, central
tendency, and strictness.

The results approach minimizes subjectivity, relying on objective,
quantifiable indicators of performance.

The results approach relies primarily on a combination of the attribute
and results approaches to performance measurement.
The basic problem with employee self-ratings is:
employee reluctance to self-rate.

peers rate themselves lower than they are rated by supervisors or
peers.

employees rate themselves higher than they are rated by supervisors or
peers.
supervisor distrust of employee self-ratings.
lack of anonymity.
To avoid students feeling upset, the professor gives average ratings to

all student despite their performance. This is the ______ rating error.
contrast
leniency
horns
central tendency
strictness
As an appraiser, one should try to avoid which of the following?
Focus on performance aspect.
Be supportive and demonstrate that one cares.
Change the person, not the behavior.
Identify the source of ineffective performance.
Minimize criticism.
Which of the following does not belong to the non-monetary

compensation type?
company cars
learning and development opportunities
commission
parental leave
paid time off
The following statement is incorrect about the measurement method:
BARS is difficult to develop.
a graphic rating scale is difficult to use.
BOS focus on the frequency of employee's behavior.
the mixed standard scale can be high on reliability.
MBO is time-consuming.
Which of the following is true about the quality approach to performance

measurement?

The quality approach relies primarily on a combination of the
comparative and results approaches to performance measurement.
The quality approach has very low acceptability.

The quality approach techniques usually have very little strategic
congruence.

The quality approach does not advocate the evaluation of personal
traits.
The quality approach adopts a systems-oriented focus.
Both the comparative and the attribute approaches to

performance measurement are
high on reliability.
high on strategic congruence.
very low on specificity.
very high on validity.
low on acceptability.
Renu has been hired as the first human resources professional at a

growing landscape architecture firm, Terrastyle Inc. The firm is currently
using a formal appraisal method which lists traits such as "teamwork"
and performance values ranging from "needs improvement" to
"outstanding." Terrastyle is using the following appraisal method:
behaviourally anchored rating scale.
critical incident method.
paired comparison method.
graphic rating scale.

forced distribution method.
In the performance management system, Huge Co. uses a list of five

traits used to evaluate all the employees. The manager considers one
employee at a time and, on a continuum with different points, circles the
number that signifies how much of a particular trait the individual has.
This is an example of ______?
Behaviorally anchored rating scale
Mixed standard scale
Forced distribution
Paired comparison
A competent employee receives lower-than-deserved ratings because

of a few outstanding colleagues who set very high performance
standards. This is an example of a ________ rater error.
distributional
halo
horns
contrast
similar to me
Quiz Score: 22 out of 25

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3/31/23, 8:37 PM Wrap-up Quiz 10 - Session 11: Human Resource Management-T123WSB-3

Wrap-up Quiz 10 - Session 11

Take the Quiz Again

LATEST Attempt 2 16 minutes 22 out of 25

Attempt 1 16 minutes 24 out of 25

 Correct answers will be available Apr 9 at 8am - May 1 at 12am.

Score for this attempt: 22 out of 25

The ________ approach assumes that subjectivity can be eliminated

Which of the following is true regarding the attribute approach to

It provides specific guidance and feedback to employees.

Which of the following position is not suitable for collecting information

inventory control analyst

Incorrect Question 4 0 / 1 pts

As a new strategy this year, Hugo Co. uses subordinate evaluation.

Friendship has the potential to bias ratings.

As part of the performance appraisal of the department’s employees,

Behaviour observation scale

Behaviorally anchored rating scale

Graphic rating scale

Mixed standard scale

For employees with high promotability, which measurement method will

Graphic rating scale

graphic rating scale

simple ranking method

organizational behavior modification method

behavioral observation scale

forced distribution scale

When supervisors who are engaged in a performance rating have a

Benito, a psychology student, has had an overall negative impression of

Incorrect Question 11 0 / 1 pts

The following are ways to minimize the impact of appraisal problems of

train supervisors to eliminate rating errors.

choose the right appraisal tool.

be sure to understand the problem in order to prevent it.

Which of the following is true regarding behavioral approaches to

Which of the following attribute approaches to performance

Behaviorally anchored rating scales

Simple ranking scales

Behavior observation scales

Mixed standard scales

Graphic rating scales

Which of the following is true of peers as the source of performance

Which of the following is true about the results approach to

The basic problem with employee self-ratings is:

employee reluctance to self-rate.

supervisor distrust of employee self-ratings.

To avoid students feeling upset, the professor gives average ratings to

As an appraiser, one should try to avoid which of the following?

Focus on performance aspect.

Be supportive and demonstrate that one cares.

Change the person, not the behavior.

Identify the source of ineffective performance.

Which of the following does not belong to the non-monetary

learning and development opportunities

paid time off

Incorrect Question 20 0 / 1 pts

The following statement is incorrect about the measurement method:

BARS is difficult to develop.

a graphic rating scale is difficult to use.

BOS focus on the frequency of employee's behavior.

the mixed standard scale can be high on reliability.

Which of the following is true about the quality approach to performance