81. Which rater error makes it difficult to distinguish among employees rated by the same rater and creates problems in comparing the performance of individuals rated by different raters?
A. Contrast
B. Distributional error
C. Halo/horns
D. Similar to me
Distributional errors are the result of a rater's tendency to use only one part of the rating scale.
82. If a student evaluating his/her professor at the end of term rates the professor low on all performance criteria due to dissatisfaction with the professor's grading scale, the student has likely committed which rater error?
A. Contrast
B. Halo
C. Central tendency
D. Horns
Horns error works in the opposite direction: one negative aspect results in the rater assigning low ratings to all the other aspects.
83. Which rater error leads employees to believe that no aspects of their performance need improvement?
A. Contrast
B. Halo
C. Horns
D. Similar to me
Halo error occurs when one positive performance aspect causes the rater to rate all other aspects of performance positively.
84. A situation in which evaluators purposefully distort a rating to achieve personal or company goals is referred to as:
A. upward feedback.
B. downward feedback.
C. appraisal politics.
D. calibration politics.
Appraisal politics refer to evaluators purposefully distorting a rating to achieve personal or company goals.
85. What type of training attempts to emphasize the multidimensional nature of performance and thoroughly familiarize raters with the actual content of various performance dimensions?
A. Performance training
B. Error reduction training
C. Multidimensional training
D. Rater accuracy training
Appraisal politics are most likely to occur when raters are accountable to the employee being rated, there are competing rating goals, and a direct link exists between performance appraisal and highly desirable rewards.
86. _____ attended by managers provide a way to help ensure that performance is evaluated consistently across managers and to reduce the influence of rating errors and politics on appraisals.
A. Calibration meetings
B. Employee-review meetings
C. Multidimensional training
D. Rater accuracy training
Calibration meetings include managers responsible for conducting performance appraisals and their managers and are facilitated by an internal HR representative or an external consultant. In the meetings, each employee's performance rating and the manager's reasons for the ratings are discussed.
87. To improve the performance feedback process, managers should do all but one of the following. Name the exception.
A. Give employees feedback frequently, not just during the feedback session.
B. Let employees rate their performance before the feedback session.
C. Conduct the feedback session in his/her office.
D. Focus on behavior or results, not on the person.
To improve the performance feedback process, managers should give employees feedback frequently, not just during the feedback session, create the right context for the discussion, ask the employee to rate his or her performance before the session, encourage the subordinate to participate in the session, recognize effective performance through praise, focus on solving problems, focus feedback on behavior or results, not on the person, minimize criticism and agree to specific goals and set a date to review progress.
88. An employee that is performing at a barely acceptable level because of lack of ability and/or motivation to perform well, not poor work conditions, is called a(n):
A. marginal employee.
B. inconsistent employee.
C. social loafer.
D. mediocre performer.
Chronic poor performance by employees with low ability and motivation (deadwood) indicates that outplacement or firing may be the best solution. Poor performance resulting from lack of ability but not motivation (misdirected effort) may be improved by skill development activities. Managers with employees who have the ability but lack motivation (underutilizers) need to consider actions that focus on interpersonal problems or incentives.
89. In what legal suit would the plaintiff allege that the performance measurement system varies according to individuals?
A. Harassment suit
B. Reverse discrimination suit
C. Unjust dismissal suit
D. Discrimination suit
There is an evidence that the discriminatory biases in performance rating are worse when one group makes up a small percentage of the work group.
90. In what legal suit does the plaintiff claim that the termination was for reasons other than those the employer claims?
A. Harassment suit
B. Reverse discrimination suit
C. Unjust dismissal suit
D. Discrimination suit
Unjust dismissal can result from terminating for poor performance an employee who has a history of favorable reviews and raises.