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SECTION III. DEFINITIONS: Answer all questions. Each question is worth one mark for 15 marks in total WORD OR PHRASE INSERT THE CORRESPONDING LETTER FROM THE DEFINITIONS LISTED BELOW NEXT TO THE CORRESPONDING WORD OR PHRASE 1) Personal Performance Standards 2) 360 Degree Performance Appraisal 3) Weighted application form 4) Setting good rapport 5) Ranking method 6) Critical incident method 7) Job Preview 8) Central Tendency 9) Halo Effect 10) Performance Standards 11) Recency effect 12) Leading questions 13) Situational Interviews 14) Forced Distribution 1 15) Panel Interview A = Certain sections of the application are more highly value (e.g. experience) B = A method of evaluating employees that requires raters to categorize employees. C=the presentation of both positive and negative information about a job and the organization to prospective applicants. D = Rater records statements that describe extremely effective or ineffective behaviour E = The manager ranks or assesses the performance of all employees in order from best to worst F = Reluctance to give very poor or excellent ratings, but preferring to rate employees near the centre of the rating scale. G = An interview using several interviewers with one applicant. H = Ratings are strongly affected by the employee's most recent actions. 1 = Benchmarks against which employee performance is measured J = Interviews that attempt to assess a job applicant's likely future response to particular situations they may or may not have faced in the past. K = The interviewer puts the applicant at ease to foster a comfortable atmosphere L = A favourable opinion of employee performance in one category that skews ratings across multiple categories. M = Self-appraisal, peer appraisals, subordinate appraisals and supervisor's appraisal of performance N = Telegraphing the desired answer by the way they frame their questions. O = The benchmarks against which performance is measured