Appraisals provide legal and formal organizational justification for

Appraisals provide legal and formal organizational justification for

1-Appraisals provide legal and formal organizational justification for keeping unions out employment decisions high executive salaries bringing legal action against employees2Prior to the performance-feedback interview, the supervisor should set aside a maximum of 15 minutes to write the appraisal have a coworker complete the entire appraisal refrain from speaking to subordinates communicate frequently with subordinates about their performa3Supervisors that excel at conducting performance-feedback interviews typically have received prior to conducting appraisals. vacation a bonus a promotion training4Which of the following is a disadvantage of forced distribution? Provides little basis for individual feedback and development Forces raters to make distinctions among employees Difficult to make comparisons across employees May be inaccurate if a group of employees is either very effective or ineffective5To avoid legal difficulties regarding performance appraisals, organizations should train supervisors on how to skip embarrassing questions use the competitors appraisal system provide written instructions and train supervisors on the rating system allow supervisors flexibility in the appraisal process6 translate job requirements into levels of acceptable or unacceptable employee behavior. Reliability judgments Qualitative analyses Performance standards Absolute rating systems7Most companies require that appraisal results be discussed with the employee only provided on an annual basis sent by certified mail to the employee e-mailed to the employee8 implies that a performance appraisal system is capable of distinguishing effective from ineffective performers. Reliability Sensitivity Relevance Acceptability9Which of the following is an advantage of narrative essays? Forces raters to make distinctions among employees Good for making comparisons across employees Provides a direct link between job analysis and performance appraisal Good for individual feedback and development10One requirement of sound appraisal systems is , which refers to consistency of judgment. sensitivity acceptability relevance reliability11Psychologically, promotions help satisfy employees need for separation superiority security discipline12From the organizations perspective, the four broad types of internal moves include demotions, transfers, relocations, and resignations layoffs, retirements, resignations, and demotions promotions, demotions, transfers, and relocations promotions, demotions, transfers, and layoffs13To minimize defensive behavior, procedures used for promotion decisions must be flexible rigid fair changed frequently14The answer to the question What really makes the difference between success and failure on a particular job, and according to whom? determines coherence relevance reliability Sensitivity15The advantage of using a behavioral checklist is that it is good for individual feedback and development it focuses directly on job behaviors it provides a direct link between job analysis and performance appraisal the meaning of response categories is generally interpreted similarly by various raters16 analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels. Organization Operations Demographic Individual16When trainees are given the opportunity to practice far beyond the point where they have performed a task correctly several times, the task becomes second nature and is irrelevant overlearned repetitive boring17The impact of training on is the most significant, but it is the most difficult effect to demonstrate. trainee self-esteem organizational results action learning demographics18The level of training needs analysis that attempts to identify the content of the training is analysis. organizational environmental operations individual19Which of the following is an example of an on-the-job training method? Understudy assignments Role playing Intelligent tutoring Case method20The evaluation phase is one phase of the process for effective training to occur. Which of the following is not a part of the evaluation phase? Pretest trainees Select training media Develop criteria Monitor training21Which theory is founded on the premise that an individuals intentions regulate his or her behavior? Attribution theory Grounded theory Correspondent inference theory Goal theory22Training methods used to stimulate learning can be classified in three ways, one of which is on-the-job training intelligent tutoring lectures conferences23Which of the following is an example of the simulation method of training? In-basket Correspondence courses Job rotation Orientation24 refers to the material that is rich in association for the trainees and is therefore easily understood by them. Training paradox Meaningfulness Pygmalion effect Orientation25In evaluating training programs, it is important to distinguish from data-collection methods. individual participation cost-benefit analysis organizational payoffs targets of evaluation26The level of training needs analysis that focuses on identifying whether training supports the companys strategic direction is called analysis. environmental operations organization individual


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