Question 1 of 20
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5.0 Points |
All of the following are suggestions from Watson Wyat for improving the image and effect of performance management EXCEPT:
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A. put off the difficult decisions. |
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B. eliminate “HR-speak.” |
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C. develop a performance culture. |
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D. set appropriate decisions. |
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Question 2 of 20
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5.0 Points |
Because it is often costly, which of the following methods is generally used only for exceptionally important jobs?
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A. Rating by a committee of supervisors |
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B. Rating by coworkers |
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C. Rating by someone outside the job setting |
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D. Rating by subordinates |
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Question 3 of 20
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5.0 Points |
All of the following are features of a behaviorally anchored rating scale EXCEPT:
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A. six to 10 performance dimensions are identified and defined by raters and the person being rated. |
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B. the dimensions are anchored with positive and negative critical incidents. |
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C. the wording on the form contains jargon commonly used by the person being rated. |
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D. ratings are fed back using the terms displayed on the form. |
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Question 4 of 20
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5.0 Points |
The behavioral observation scale developed by Latham uses the __________ technique to identify a series of behaviors covering the domain of the job.
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A. critical incident |
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B. self-evaluation |
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C. field review |
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D. peer review |
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Question 5 of 20
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5.0 Points |
Performance evaluation systems break down because they are:
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A. poorly communicated. |
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B. misunderstood. |
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C. poorly designed. |
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D. punitive. |
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Question 6 of 20
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5.0 Points |
Raters who see everything as good are __________ raters.
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A. inexperienced |
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B. optimistic |
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C. lenient |
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D. far-sighted |
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Question 7 of 20
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5.0 Points |
If a supervisor lets another employee’s performance influence the ratings that are given to someone else, then a __________ has occurred.
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A. halo effect |
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B. contrast effect |
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C. recency of events error |
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D. central tendency error |
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Question 8 of 20
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5.0 Points |
A supervisor should open a performance review with __________ remarks.
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A. neutral |
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B. positive |
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C. personal |
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D. negative |
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Question 9 of 20
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5.0 Points |
__________ is the chief reason why most individuals seek employment.
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A. Praise |
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B. Compensation |
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C. Satisfaction |
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D. Self-esteem |
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Question 10 of 20
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5.0 Points |
Which of the following is NOT a form of direct financial compensation?
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A. Insurance |
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B. Wages |
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C. Bonuses |
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D. Commissions |
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Question 11 of 20
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5.0 Points |
Global wage differentials verge on the extreme. For example, computer consultants in the U.S. earn over $100 an hour; in India, computer consultants work for the same firm for __________ an hour.
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A. $10 |
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B. $25 |
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C. $50 |
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D. $75 |
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Question 12 of 20
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5.0 Points |
An employee classified as a manager, technical, or professional who is paid on an hourly basis is considered:
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A. exempt. |
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B. nonexempt. |
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C. freelance. |
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D. contract labor. |
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Question 13 of 20
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5.0 Points |
According to Herzberg’s two-factor theory of motivation, which of the following sets of factors influence work behavior?
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A. Hygiene, safety |
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B. Dissatisfiers, satisfiers |
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C. Motivation, satisfiers |
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D. Safety, esteem |
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Question 14 of 20
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5.0 Points |
Relative deprivation theory suggests that pay dissatisfaction is a function of all of the following EXCEPT:
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A. past expectations of receiving more rewards. |
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B. a discrepancy between a comparison outcome and what employees get. |
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C. high expectations for the future. |
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D. a feeling of not being personally responsible for poor results. |
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Question 15 of 20
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5.0 Points |
Increasing payroll costs and global competition have caused managers in the U.S. to seek ways to increase productivity by linking compensation to employees’:
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A. seniority. |
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B. ability. |
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C. motivation. |
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D. performance. |
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Question 16 of 20
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5.0 Points |
Pay for a particular position is set relative to all of the following groups EXCEPT:
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A. employees working on similar jobs in other organizations. |
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B. employees hired to do the job on a temporary basis. |
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C. employees working on different jobs within the organization. |
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D. employees working on the same job within the organization. |
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Question 17 of 20
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5.0 Points |
Pay surveys are used to collect data about compensation paid to employees by all employers in a(n):
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A. geographic area. |
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B. industry. |
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C. occupational group. |
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D. All of the above |
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Question 18 of 20
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5.0 Points |
All of the following are typical of the factors used for job evaluation EXCEPT:
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A. education. |
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B. organizational effectiveness. |
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C. experience. |
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D. work hazards. |
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Question 19 of 20
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5.0 Points |
What is the most negative aspect of the factor comparison method?
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A. Cost |
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B. Complexity |
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C. Lack of precision |
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D. Development time |
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Question 20 of 20
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5.0 Points |
__________ can increase flexibility by allowing employees to move among a wider range of job tasks without having to adjust pay with each move.
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A. Delamination |
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B. Delayering |
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C. Leveling |
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D. Flattening |
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