Performance Appraisal and Management
Pre-Test Questions
Course Introduction
This course delves into the principles and practices of performance appraisal and management within organizational settings. Students will explore various performance evaluation methods, the role of feedback in employee development, and techniques for setting objectives and measuring outcomes. The course examines best practices for conducting fair and effective appraisals, addressing biases, motivating employees, and linking performance management to organizational goals and rewards. Emphasis is placed on both traditional and contemporary approaches, as well as legal and ethical considerations in performance appraisal systems.
Recommended Textbook
Industrial Organizational Psychology An Applied Approach 8th Edition by Michael G. Aamodt
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933 Verified Questions
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Page 2
Chapter 1: Introduction to I/O Psychology
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69 Flashcards
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Sample Questions
Q1) I/O Psychology is a branch of psychology that _____ in the workplace.
A) treats psychological disorders
B) applies the principles of psychology
C) provides therapy to employees
D) all of these equally define I/O psychology
Answer: B
Q2) What are the three sampling methods listed in the text?
Answer: random selection convenience random assignment
Q3) After all the data have been collected, the results are then:
A) filed for future use
B) shared between colleagues
C) statistically analyzed
D) data collection never ends
Answer: C
Q4) What are the three major fields of I/O psychology?
Answer: personnel psychology organizational psychology human factors/ergonomics
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Chapter 2: Job Analysis and Evaluation
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58 Flashcards
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Sample Questions
Q1) To construct a wage trend line, I would use:
A) regression
B) a ruler and graph paper
C) nomological statistics
D) the span of discretion
Answer: A
Q2) Which of the following is not true of job titles?
A) Titles should describe the nature of a job
B) Job titles can affect perceptions of job status
C) Titles provide workers with identity
D) All three of these statements are true
Answer: D
Q3) If you have a small number of incumbents in a job (6 people), how many should you interview as part of your job analysis?
A) all 6
B) 2
C) 4
D) 1
Answer: A
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Page 4
Chapter 3: Legal Issues in Employee Selection
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60 Flashcards
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Sample Questions
Q1) The _______ is thought to be the most important piece of employment legislation since the 1964 Civil Rights Act.
A) Sexual Preference Fairness Act
B) Equal Pay Act
C) Americans with Disabilities Act
D) Vietnam-Era Veterans Readjustment Act
Answer: C
Q2) The case law most pertinent to privacy issues and psychological testing is:
A) Soroka v. Dayton Hudson
B) Oncale v. Sundowner Offshore Services
C) Griggs v. Duke Power
D) Harris v. Forklift Systems
Answer: A
Q3) Which of the following populations is used to statistically determine discrimination?
A) Area population
B) Qualified work force
C) Control group population
D) National census data
Answer: B
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Page 5
Chapter 4: Employee Selection: Recruiting and Interviewing
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Sample Questions
Q1) Both McDonald's and the military often use ______ to recruit new employees.
A) television ads
B) newspaper ads
C) send-resume ads
D) situation-wanted ads
Q2) What are the three methods for scoring structured interview questions?
Q3) An employee moving from Engineer I to Engineer II within a company is an example of a(n):
A) external promotion
B) illegal promotion process
C) career progression promotion
D) competitive internal promotion
Q4) Employment agencies charge the company or the applicant when the applicant takes the job. The amount charged usually ranges from _______ of the applicant's first year salary.
A) 5% to 20%
B) 10% to 30%
C) 15% to 40%
D) 20% to 50%
Q5) What are the three characteristics of effective resumes?
Page 6
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Chapter 5: Employee Selection: References and Testing
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62 Flashcards
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Sample Questions
Q1) _______ testing certainly is one of the most controversial testing methods used by personnel professionals.
A) Personality
B) Ability
C) Drug
D) Agility
Q2) In psychology, it is commonly believed that the best predictor of future performance is:
A) results from a psychological test
B) present performance
C) past performance
D) asking the person if they can do the job
Q3) Which of the following assessment center techniques allows the applicant to demonstrate such attributes as creativity, decision making, and ability to work with others?
A) Business games
B) Out-basket technique
C) Simulations
D) In-basket technique
Q4) What are the reasons for using references and recommendations?
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Chapter 6: Evaluating Selection Techniques and Decisions
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Sample Questions
Q1) _______ is the extent to which a score from a test is stable and free from error.
A) Reliability
B) Validity
C) Psychometrics
D) Stratification
Q2) To compute a band, one needs the:
A) standard error
B) validity
C) F ratio
D) mean
Q3) An HR director determines that all applicants who receive at least an 81 on their test will be able to perform the functions of the job. The hiring decision strategy to be used in this situation is:
A) multiple hurdle
B) top down selection
C) passing score
D) banding
Q4) What are the components of the Brogden-Cronbach-Gleser utility formula?
Q5) What are three important aspects in determining the fairness of a test?
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Chapter 7: Evaluating Employee Performance
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Sample Questions
Q1) To get better customer feedback on employee performance, _______ are used.
A) secret shoppers
B) consultants
C) peer ratings
D) employee comparisons
Q2) When peer ratings are used, research has found that high performers evaluate their peers _______ low performers.
A) the same as
B) more strictly than
C) more leniently than
D) none of these would be true
Q3) In recalling employee performance, what do we typically remember?
Q4) If managers allow their performance ratings of one employee to affect their performance ratings of another employee, they have committed a _______ error.
A) strictness
B) contrast
C) carry over
D) proximity
Q5) What are three employee comparison methods?
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Chapter 8: Designing and Evaluating Training Systems
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Sample Questions
Q1) For an employee to model another's behavior, employees must:
A) pay attention
B) be able to retain the information
C) be able to reproduce the behavior
D) all three of these are required
Q2) Having trainees evaluate how much they learned from and enjoyed a training program?taps which of the following criteria?
A) Employee reactions
B) Content validity
C) Employee learning
D) Application of training
Q3) If an organization provided the same training program twice a week, it would make sense for the training to be conducted by:
A) a consultant
B) an external trainer
C) an internal trainer
D) a large training company
Q4) What are the three learning principles used in programmed instruction?
Q5) What are five training methods that involve sample job performance?
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Chapter 9: Employee Motivation
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Sample Questions
Q1) Taking the entire Chapter into consideration, what are the key elements in motivating employees?
Q2) A waiter is asked to increase his check average by "suggestively selling" appetizers, salads, and desserts. It has been explained to the waiter that the larger his check average, the more he will make in tips. However, the waiter does not believe that suggestive selling will actually result in increased tips. In this scenario, the waiter's belief that suggestive selling is not likely to result in more tips exemplifies:
A) equity
B) expectancy
C) instrumentality
D) valence
Q3) Which of the following plans is most geared toward long-term organizational performance?
A) Merit pay
B) Profit sharing
C) Stock options
D) Gainsharing
Q4) What are the three components to expectancy theory?
Q5) What are the three types of self-esteem?
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Chapter 10: Employee Satisfaction and Commitment
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Sample Questions
Q1) Job satisfaction is most related to performance in:
A) low complexity jobs
B) clerical jobs
C) high complexity jobs
D) moderate complexity jobs
Q2) According to the 2014 SHRM Benefits Survey, the most common type of wellness program offered by employers is:
A) on-site vaccinations
B) on-site medical care
C) smoking cessation programs
D) on-site fitness centers
Q3) ______ is the attitude one has toward her job and ______ is the extent to which an employee identifies with and is involved with an organization.
A) Job satisfaction / cohesiveness
B) Job satisfaction / organizational commitment
C) Organizational commitment / cohesiveness
D) Organizational commitment / job satisfaction
Q4) What causes employees to be satisfied with their jobs?
Q5) What are five scales used to measure job satisfaction?
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Chapter 11: Organizational Communication
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Sample Questions
Q1) In the _____ grapevine, one employee passes information to only a few people who randomly pass the information to others, whereas in the ____ grapevine, those few people pass that information on to a few other selected employees.
A) probability / cluster
B) cluster / probability
C) single strand / cluster
D) gossip / cluster
Q2) Eye contact and touching are nonverbal cues known as:
A) paralanguage
B) artifacts
C) proximity
D) body language
Q3) A ____ contains all of the specific rules under which an organization operates and is a method of ______ communication.
A) policy manual / downward
B) employee handbook / downward
C) policy manual / upward
D) employee handbook / upward
Q4) What are the four grapevine patterns?
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Chapter 12: Leadership
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Sample Questions
Q1) A commonly used instrument to measure a person's need for power and affiliation is the:
A) Rorschach
B) Thematic Apperception Test
C) Employee Personality Inventory
D) Wonderlic Personnel Inventory
Q2) French and Raven (1959) propose five types of power that a leader can use. Which of the following types of power is inherent in the position a person holds?
A) Expert
B) Referent
C) Reward
D) Legitimate
Q3) Which of the following leadership types is not high in task orientation?
A) Impoverished
B) Initiating structure
C) Theory X
D) Team
Q4) According to Fiedler, what factors determine the favorability of a situation?
Q5) According to path-goal theory, what are the four leadership styles?
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Chapter 13: Group Behavior, Teams and Conflict
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Sample Questions
Q1) When something affects one member of the group, it affects all members. This is known as ______ and is a criterion for being considered a group.
A) affiliation
B) corresponding effects
C) identification
D) group status
Q2) A manager wants to increase the quality of his employee's decisions. He should have:
A) some of them work in groups
B) them work individually
C) them work in groups
D) none of these three answers will matter
Q3) What are the four stages in team development?
Q4) What factors affect group performance?
Q5) ______ refers to the extent to which group members like and trust one another.
A) Group cohesiveness
B) Group homogeneity
C) Stability of membership
D) Group status
Q6) What are the common reactions to conflict?
Page 15
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Chapter 14: Organization Development
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Sample Questions
Q1) Name and describe the five types of people involved with change.
Q2) Which of the following is NOT a step in changing organizational culture?
A) Socializing new employees
B) Creating dissatisfaction with the old culture
C) Avoiding rituals
D) Hiring people compatible with the new culture
Q3) Which of the following is a disadvantage of working from home?
A) Lower commuting costs for employees
B) Lower utility costs for employers
C) Unions strongly approve of home work
D) It is difficult to enforce safety and fair treatment standards
Q4) Bob works from 9:00 a.m. to 1:00 p.m. every day as a clerk; Sue works in that same position except from 1:00 p.m. 5:00 p.m. They are working an alternative work schedule called:
A) flex time
B) gliding time
C) job sharing
D) peak time pay
Q5) What are the four common flexible work arrangement strategies?
Q6) Name and briefly describe the three types of sacred-cow hunts.
Page 16
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Chapter 15: Stress Management: Dealing with the Demands
of Life and Work
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Sample Questions
Q1) An employee who works only the morning shift each day has what kind of shift schedule?
A) Rotating
B) Fixed
C) Flexible
D) Gliding
Q2) Andrew is a 21-year old white male. He is an excellent employee who doesn't seem to have much of a life outside of his work. His only hobby is hunting and gun collecting. Which is the only part of this profile that is not consistent with the typical perpetrator of workplace violence?
A) His gender
B) His fascination with guns
C) His self-esteem tied to his job
D) His age
Q3) What are some factors that can affect our predisposition to stress?
Q4) Most of the people who commit workplace violence are:
A) criminally insane
B) jilted ex-lovers
C) criminals committing other crimes
D) employees angry at their supervisors
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