莲喇母矮降贸多大学 人力资源管理 Chapter 6 Appraising and Managing Performance True/False Questions 8-1.Performance management is the method managers use to manage workflow. Ans:F Difficulty:E Page 276 L02 8-2.Through performance management,managers can determine whether or not employees are working to meet organizational goals. Ans:T Difficulty:E Page 276 L02 8-3.Performance feedback is a means for employees to adjust their performance to meet organizational goals. Ans:T Difficulty:E Page 276 L02 8-4.The link between performance management and the organization's strategies and goals is often neglected. Ans:T Difficulty:E 第1页共26页
人力资源管理 Chapter 6 Appraising and Managing Performance True/False Questions 8-1. Performance management is the method managers use to manage workflow. Ans: F Difficulty: E Page 276 LO2 8-2. Through performance management, managers can determine whether or not employees are working to meet organizational goals. Ans: T Difficulty: E Page 276 LO2 8-3. Performance feedback is a means for employees to adjust their performance to meet organizational goals. Ans: T Difficulty: E Page 276 LO2 8-4. The link between performance management and the organization’s strategies and goals is often neglected. Ans: T Difficulty: E 第 1 页 共 26 页
爸剥斗煙降餐多大学 人力资源管理 Page 277 L02 8-5.Performance planning and evaluation systems specify a desired level of performance at the beginning of the evaluation period. Ans:T Difficulty:E Page 278 L02 8-6.Formal performance appraisal systems do not focus on organizational strategy. Ans:F Difficulty:E Page 278 L02 8-7.Organizational culture can inhibit the employee from performing effectively. Ans:T Difficulty:E Page 278 L02 8-8.The extent to which a performance management system seeks performance consistent with organizational goals is referred to as strategic congruence. Ans:T Difficulty:E Page 280 LO3 第2页共26页
人力资源管理 Page 277 LO2 8-5. Performance planning and evaluation systems specify a desired level of performance at the beginning of the evaluation period. Ans: T Difficulty: E Page 278 LO2 8-6. Formal performance appraisal systems do not focus on organizational strategy. Ans: F Difficulty: E Page 278 LO2 8-7. Organizational culture can inhibit the employee from performing effectively. Ans: T Difficulty: E Page 278 LO2 8-8. The extent to which a performance management system seeks performance consistent with organizational goals is referred to as strategic congruence. Ans: T Difficulty: E Page 280 LO3 第 2 页 共 26 页
喇牛煙将多大是 人力资源管理 8-9.Validity is concerned with maximizing the overlap between actual job performance and the measure of job performance Ans:T Difficulty:E Page 281 L03 8-10.XYZ Corporation uses actual sales figures for evaluating salespeople across different regional territories.This is an example of a contaminated value. Ans:T Difficulty:H Page 281 LO3 8-11.Validity refers to the consistency of the performance measure. Ans:F Difficulty:M Page 281 LO3 8-12.A reliable performance measure yields consistent results over time. Ans:T Difficulty:M Page 281 LO3 8-13.Subjective measures of job performance tend to exhibit low interrater reliability. Ans:T Difficulty:M Page 282 第3页共26页
人力资源管理 8-9. Validity is concerned with maximizing the overlap between actual job performance and the measure of job performance. Ans: T Difficulty: E Page 281 LO3 8-10. XYZ Corporation uses actual sales figures for evaluating salespeople across different regional territories. This is an example of a contaminated value. Ans: T Difficulty: H Page 281 LO3 8-11. Validity refers to the consistency of the performance measure. Ans: F Difficulty: M Page 281 LO3 8-12. A reliable performance measure yields consistent results over time. Ans: T Difficulty: M Page 281 LO3 8-13. Subjective measures of job performance tend to exhibit low interrater reliability. Ans: T Difficulty: M Page 282 第 3 页 共 26 页
能男牛语降贸多大 人力资源管理 LO3 8-14.Specificity refers to the extent which a performance measure instructs employees about what is expected of them. Ans:T Difficulty:E Page 282 LO3 8-15.In the forced distribution technique,employees are ranked from highest to lowest. Ans:F Difficulty:M Page 284 L04 8-16.In Brito v.Zia,the Supreme Court criticized the subjective nature of graphic rating scales. Ans:T Difficulty:M Page 286 L04 8-17.Attribute-based performance methods are the least popular performance evaluation approaches. Ans:F Difficulty:M Page 287 L04 8-18.The critical incident technique is a behavioral approach to performance management. 第4页共26页
人力资源管理 LO3 8-14. Specificity refers to the extent which a performance measure instructs employees about what is expected of them. Ans: T Difficulty: E Page 282 LO3 8-15. In the forced distribution technique, employees are ranked from highest to lowest. Ans: F Difficulty: M Page 284 LO4 8-16. In Brito v. Zia, the Supreme Court criticized the subjective nature of graphic rating scales. Ans: T Difficulty: M Page 286 LO4 8-17. Attribute-based performance methods are the least popular performance evaluation approaches. Ans: F Difficulty: M Page 287 LO4 8-18. The critical incident technique is a behavioral approach to performance management. 第 4 页 共 26 页
链剥将发多大是 人力资源管理 Ans:T Difficulty:E Page 288 L04 8-19.The critical incident approach relies on behaviorally anchored rating scales. Ans:F Difficulty:M Page 288 L04 8-20.An advantage of behaviorally anchored rating scales is increased interrater reliability. Ans:T Difficulty:M Page 290 L04 8-21.The results approach to performance measurement assumes that subjectivity can be eliminated from the measurement process. Ans:T Difficulty:M Page 292 L04 8-22.Management by Objectives (MBO)systems seldom link employee performance to an organization's strategic goals. Ans:F Difficulty:M Page 292 L04 第5页共26页
人力资源管理 Ans: T Difficulty: E Page 288 LO4 8-19. The critical incident approach relies on behaviorally anchored rating scales. Ans: F Difficulty: M Page 288 LO4 8-20. An advantage of behaviorally anchored rating scales is increased interrater reliability. Ans: T Difficulty: M Page 290 LO4 8-21. The results approach to performance measurement assumes that subjectivity can be eliminated from the measurement process. Ans: T Difficulty: M Page 292 LO4 8-22. Management by Objectives (MBO) systems seldom link employee performance to an organization’s strategic goals. Ans: F Difficulty: M Page 292 LO4 第 5 页 共 26 页