41.The __________ method systematizes ranking and enables better comparisons among the employees being rated.
a.performance rankingc.paired comparison
b.forced rankingd.forced distribution
42.The __________ method requires the rater to distribute performance ratings into a pre-specified performance distribution.
a.performance rankingc.paired comparison
b.forced rankingd.forced distribution
43.The __________ method is based on the premise that an organization should identify its best and worst performers, then reward and nurture the former and rehabilitate and/or remove the latter.
a.performance rankingc.paired comparison
b.forced rankingd.forced distribution
44.Although the __________ method can promote a competitive and achievement-based culture, it can also erode teamwork, decrease employees’ desire to help each other, and encourage an “everyone for himself or herself” attitude.
a.performance rankingc.paired comparison
b.forced rankingd.forced distribution
45.The best performance management process takes place__________.
a.once a yearc.throughout the year
b.twice a yeard.only for discipline
46.A performance appraisal process that involves the employee in evaluating his or her performance and setting performance goals and provides continuous coaching and feedback is called __________ performance appraisal.
a.ongoingc.momentum
b.continuousd.motion
47.A(n) __________ performance appraisal follows three steps: preparation, communication, and follow through.
a.ongoingc.momentum
b.continuousd.motion
48.When using the __________ performance appraisal, employees should be included in the process and asked to evaluate themselves and to explain any performance challenges or deficiencies.
a.ongoingc.momentum
b.continuousd.motion
49.Supervisors should be coached to __________ feedback during performance review meetings.
a.not find and focus solely on negativec.find and focus solely on positive
b.find an focus solely on negatived.find and focus solely on goals
50.Identifying and leveraging an employees’ __________ is often the most valuable part of performance review meetings.
a.weaknessc.strengths
b.goalsd.development