Brisa recently had a baby. When she returned from maternity leave, her manager assumed that she would want to work fewer hours and would be distracted by things at home. Although Brisa’s performance remained as high as it had been before the baby, her boss gave her lower marks on her performance appraisal. It is likely his manager made an error due to _______.

A. proximity

B. stereotyping

C. similarity

D. contrast

Tammy is evaluating employees on the 2nd shift. Sara, whose son attends Tammy’s alma mater, receives a higher ranking than her peers. Tammy is exhibiting _________ toward Sara, which affects the outcome of the evaluation.

A. hostility

B. bias

C. discrimination

D. consistency

Which of the following performance characteristics deals with a factual measure of the process that we meant to measure and that works the same way each time it is used?

A. Specific

B. Valid and Reliable

C. Acceptable

D. Feasible

E. Based on mission and goals

In step two of the performance appraisal process, “develop standards” refers to ___________________.

A. federal standards of equal opportunity

B. standards of acceptable behavior

C. production standards

D. process improvement

Max is evaluating Murray’s performance by using data about accounts that Murray manages. Murray maintained 100% of his existing accounts, and added additional services to 35% of his existing accounts. Max is evaluating Murray using a __________ appraisal.

A. behavior

B. trait

C. results

D. statistical

Which of the following concepts is associated with evaluating large sets of capabilities and knowledge, which can significantly improve organizational productivity to a greater extent than just doing a job using an existing skill set?

A. Top centered performance management

B. Holder placement performance management

C. Knowledge-rated performance management

D. Competency-based performance management

E. Employment-based performance management

I have a scale with above average, average, and below average. This scale is called a(n) _____________.

A. Graphic Rating Scale

B. Rank Order Scale

C. MBO

D. BARS

E. Narrative Scale

Which one of the following is NOT true of peers as a source of performance information?

A. Peer ratings are particularly useful when supervisors do not have the opportunity to observe employees.

B. Peers can evaluate the ability of others to interact within the group or team better than supervisors in many cases.

C. Research regarding validity of peer evaluations is overwhelmingly clear on their lack of bias.

D. Peers may know the job requirements better than a supervisor in some cases.

In what type of method are annual performance goals established jointly between the manager and employee?

A. Assessment centers

B. Productivity measurement and evaluation systems

C. OB modification

D. Critical incidents

E. MBO

To avoid problems in the appraisal process, which of the following should generally be minimized?

A. Evaluation of group results

B. Evaluation of ineffective behaviors demonstrated

C. Evaluation of individual traits

D. Evaluation of individual results

E. Evaluation of effective behaviors demonstrated