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361.The last step in performance appraisal to: A. talk to the employee

Question : 361.The last step in performance appraisal to: A. talk to the employee : 1407031

 

361.The last step in performance appraisal is to: 

A. talk to the employee being appraised.

B. evaluate the employee's performance.

C. take any corrective action that the appraisal indicates is necessary.

D. use the results to make decisions about compensation, promotions, and additional training.

362.A newer form of performance appraisal is called the ___________ because it encourages feedback from all around the employee including those who report to him/her. 

A. 360-degree review

B. roundabout assessment

C. environmental review

D. multilevel assessment

363.The purpose of a performance appraisal is to: 

A. protect the firm from lawsuits by disgruntled employees.

B. improve employee performance.

C. obtain information for the firm's financial performance that must be provided in the annual report to stockholders.

D. give managers the information they need to determine the firm's strengths and weaknesses relative to its most serious competitors.

364.The information contained in performance appraisals helps managers: 

A. write job descriptions.

B. compute the firm's overall performance in terms of a rate of return on investment.

C. evaluate job applicants.

D. make decisions about promotions, compensation, training, and firing.

365.Unlike a traditional performance appraisal, a 360-degree review: 

A. is performed by experts from outside the organization.

B. provides feedback from all around the employee.

C. uses only objective measures of performance.

D. compares the performance of each worker to every other worker.

366.Which of the following statements about performance appraisals is the most accurate? 

A. The most difficult step of a performance appraisal is almost always the actual evaluation of the employee's performance.

B. Performance standards do not have to be measurable in order to be effective.

C. The discussion of the results of a performance evaluation with an employee should allow the employee an opportunity to make suggestions about how to improve on current procedures.

D. Most employees have a good understanding of the standards they are expected to meet, even if their managers do not explicitly communicate these standards.

367.A department manager evaluated the performance of her subordinates as part of a performance appraisal process. If she follows the six-step appraisal process, the next step is: 

A. meet with employees to discuss the results.

B. write up a performance review report and submit it to top management.

C. adjust the standards based on how well the employees did.

D. make decisions about training, promotions, and pay raises.

368.Managers at Wrise & Schein want to make sure their decisions about compensation, promotions and firings are based on sound information that meet legal requirements. One way to achieve this objective would be to: 

A. outsource all such decisions to an outside expert.

B. establish an effective performance appraisal system.

C. make sure that these decisions are not influenced by the employee's immediate supervisor.

D. base all pay, promotion, and firing decisions on the Hay system.

369.Jorge hates to do performance appraisals of his subordinates because he always struggles when he has to evaluate their performance. In order to make the actual performance evaluations a better experience for all, Jorge should: 

A. base his evaluation on a written test.

B. use a democratic approach and let the employees evaluate each other.

C. set performance standards that are reasonable, understandable, and measurable, then clearly communicate these standards to his subordinates.

D. use the principle of motion economy to break down each subordinate's job into a series of steps that can be easily evaluated and compared to ideal performance standards.

370.Managers at the Allerton Bank get a performance appraisal one time each year. The bank uses a relatively new evaluation process that provides feedback about performance not only from superiors but also from subordinates and other managers at the same level. This type of evaluation is known as a(n): 

A. organizationwide appraisal.

B. 360-degree review.

C. circular analysis.

D. multilevel assessment.

 

 

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