Question

5._____ Which of the following statements about MBO is FALSE?

A) It compares quantifiable target goals with actual results achieved by an employee.

B) It has been shown to be useful for defining individual or unit performance related to strategic plans.

C) It is recommended as a method for comparing people or units.

D) It is a popular method of managerial appraisal.

E) It may be effective approach to motivating and improving employee performance.

6._____ Each of the following is TRUE regarding Comparisons to Anchors (e.g., BARS, MBO, graphic rating scales, and summated rating scales) EXCEPT:

A) Method requires rater to compare the employee's performance with specified anchors or descriptors.

B) Method is very useful for providing feedback to employee.

C) Is easy and inexpensive to construct.

D) For the BARs method, actual behaviors are documented.

E) Generally, graphic rating scales use adjectives or numbers as anchors or descriptors.

7._____ One of the primary reasons that companies have turned to using forced distribution in their performance management systems is to overcome __________.

A) fundamental attribution error

B) representativeness bias

C) availability bias

D) leniency bias

E) anchoring bias

8._____ An employee does an excellent job at answering customer’s technical questions related to software. However, they are not effective or efficient when it comes to completing paperwork, or working well with their peers. The manager rates this employee as excellent in all performance categories. This is an example of what performance appraisal error?

A) Halo effect

B) Horns effect

C) Recency

D) Severity

E) Central tendency

9._____ A manager believes that older workers are less likely to be able to improve performance than younger workers. This thinking could lead to what form of performance appraisal error?

A) attribution error

B) bias

C) contamination

D) frame of reference

E) accountability

Please state the letter answer for each question and also provide justification for the answer. Please either restate definitions or provide evidence of the answer for justification.

Answer 1

Question No.	Answers	Justification
5	C	MBO makes comparisons among ratees according to some measure of effectiveness or simply overall effectiveness but does not compare units.
6	C	It's not easy and inexpensive to construct comparisons to anchors such as BARS, MBO, graphic rating scales, and summated rating scales because it required resources and time.
7	D	Leniency bias means the rater is lenient and takes it casually while they are rating the employees so it is difficult to know an employee's true pattern of strength and weakness. While the forced distribution method of performance appraisal rater is bound to evaluate each employee in pre-specified criteria such as poor, good, and excellent or it may have different categories.
8	A	The Halo effect is a tendency for an impression created in a specific skill to influence opinion in other skills/areas. It occurs when managers/raters have an overly positive view of a particular employee.
9	B	A bias can be defined as a prejudice/preassumptions in favor of or against someone. In this problem, the Manager favors the youth worker's performance while against the older worker's performance.