21. According to estimates, less than half of employers monitor employee Internet connections.
22. Employees are more accepting of electronic monitoring of their computer usage when they are given advance notice that it will be used.
23. Managers dislike preparing performance appraisals primarily because they are just one more assignment that keeps them from dealing with task matters.
24. Contamination occurs when things that should not be measured in a performance appraisal are included in an employee’s performance evaluation.
25. A performance evaluation that fails to include citizenship behavior is deficient because it does not recognize actions that contribute to organizational success.
26. Objective and subjective performance measures will always agree so one can be used to reinforce the other.
27. When faced with a choice whether to use objective or subjective measures, it is always best to use objective measures, as they are more reliable.
28. A significant problem with objective performance measures is that they can hold employees accountable for things they cannot control.
29. Outcome measures assess employee behaviors and end results.
30. A performance appraisal that focuses on outcomes allows an employee more autonomy than one based on behavioral measures.