1 (1 point) Sara is a supervisor at a call center. She monitors her employees' calls and keeps a record for each employee of times when they provided exceptional customer service as well as when service was not helpful or substandard. Which appraisal method is Sara using? Question 1 options: Graphic rating scales Critical incident BARS Sliding scale Question 2 (1 point) How is Management by Objective (MBO) BEST defined? Question 2 options: Managers and employees collaborate to set objectives; their collective buy-in increases the organization's success. Managers should direct the company, and employees do what their jobs say they should do. Employees can offer their opinions, but their opinions will not be reviewed or acted upon. Employees do not need to know the company's objectives or the reasons behind them. Question 3 (1 point) What is a formal system used to assess performance and effectiveness of employees and teams of employees known as? Question 3 options: Performance appraisal Performance management None of the answers are correct. Results appraisal Question 4 (1 point) Jimy is concerned that her employees are stagnating and not developing their skills as she had hoped. Jill believes that _____ will help the employees assess their work and generate skill development plans. Question 4 options: collaborative assessments. 360 degree feedback. top down appraisals. self assessments. Question 5 (1 point) Fred is a football coach. The criteria for his appraisal will be how many games his team wins this year. Which type of standards are being used in his appraisal? Question 5 options: Behavioral Trait Results Competencies Question 6 (1 point) Amu, an employee at ABC Corporation, recently had a formal performance appraisal discussion. What is the most effective way to ensure that this discussion leads to improved performance? Question 6 options: Avoiding any discussion about performance issues to maintain a positive work environment. Ignoring the appraisal discussion and relying on Amu's self-improvement efforts. Setting clear performance goals and expectations for Amu to work towards. Punishing Amu for underperforming to motivate her to improve. Question 7 (1 point) At Piku Corporation, John, an employee, has received a formal written warning due to repeated performance issues. What is the most appropriate next step in handling this situation? Question 7 options: Providing additional training and support to help John improve his performance. Terminating John's employment immediately to send a strong message to other employees. Placing John on probation and closely monitoring his progress for a specified period. Ignoring the formal warning and allowing John to continue with his current performance. Question 8 (1 point) At XYZ Corporation, Menu is undergoing a 360-degree appraisal process, which involves feedback from supervisors, peers, and subordinates. What is the primary benefit of conducting a 360-degree appraisal? Question 8 options: Focusing solely on feedback from subordinates to identify areas for improvement. Providing a comprehensive and well-rounded assessment of Menu's performance from multiple perspectives. Limiting the appraisal process to feedback solely from supervisors to ensure consistency. Exclusively relying on self-evaluation for a subjective assessment of Menu's performance. Question 9 (1 point) Bethany is a salesperson at the cellphone store. Her performance appraisal is based on her ability to talk to the customers and build relationships with them. Which type of standards are being used in her appraisal? Question 9 options: Human relations Behavioral Competencies Trait Question 10 (1 point) Match with correct type of Formal Appraisal Discussion type Question 10 options: The objective here is not to improve or develop the person but to maintain satisfactory performance. The purpose is to engage in a conversation about the individual's career aspirations and create a tailored action plan to address their educational and professional development requirements for advancement to the next role. 1. Satisfactory- promotable 2. Satisfactory- Not promotable Question 11 (1 point) Training supervisors on how to eliminate rating errors, such as the halo effect, leniency, and central tendency, can help them avoid appraisal problems Question 11 options: True False Question 12 (1 point) At Google, Jane, a software engineer, is assigned specific performance objectives that are aligned with the company's strategic goals. What is the primary advantage of implementing the management by objective (MBO) approach in this scenario? Question 12 options: Providing Jane with the flexibility to choose her own projects and work independently. Giving Jane complete control over the decision-making process within the company. Assigning tasks to Jane solely based on her personal preferences. Aligning Jane's individual goals with Google's overall objectives to drive performance and focus. Question 13 (1 point) At Amazon, James, a warehouse supervisor, is evaluated using a behaviorally anchored rating scale (BARS) that assesses specific job-related behaviors. What is the primary advantage of using BARS in this scenario? Question 13 options: Giving James complete control over the evaluation process within the company. Relying solely on subjective opinions and general observations to evaluate James's performance. Using concrete behavioral examples to objectively assess James's performance and provide targeted feedback. Providing James with the flexibility to set his own performance standards and criteria. Question 14 (1 point) Which of the following appraisal methods uses vertical scales based, in part, upon job analysis? Question 14 options: Graphic rating scales Critical incident BARS Forced choice Question 15 (1 point) A performance appraisal supported by an organization's members has which characteristic? Question 15 options: Acceptability Reliability Sensitivity Practicality Question 16 (1 point) Which of the following statements is FALSE regarding the role of employees in the Management by Objective (MBO) process? Question 16 options: Employees tend to form a more tightly knit, focused organization. Employees will share common goals. Employees can speak without fear of reprisal or appearing to be a 'big mouth.' Employees are able to benefit financially by purchasing stock in the company. Question 17 (1 point) Critical incidents refer to specific events or situations that have a significant impact on individuals or organizations, often requiring immediate attention and response. Question 17 options: True False Question 18 (1 point) Kate is a data entry clerk. Part of her performance appraisal is how much she is never satisfied with her work if it isn't perfect. Which type of standards are being used in her appraisal? Question 18 options: Performance Behavioral Trait Competencies Question 19 (1 point) Justin is a university professor in economics. The criteria for his performance appraisal is his knowledge of economics and his ability to teach it to students. Which type of standards are being used in his appraisal? Question 19 options: Administrative Trait Behavioral Competencies Question 20 (1 point) Employee appraisals are for _____. Question 20 options: middle management top management all employees salaried employees