24 Lecture

1. What is the purpose of a performance appraisal? a. To determine an employee's salary b. To identify areas for improvement c. To discipline an employee d. To evaluate an employee's work-life balance

Answer: b. To identify areas for improvement

2. Who typically conducts a performance appraisal? a. The employee being appraised b. The employee's supervisor or manager c. The human resources department d. An external consultant

Answer: b. The employee's supervisor or manager

3. Which of the following is NOT a common performance appraisal method? a. Management by objectives b. Behaviorally anchored rating scales c. Cost-benefit analysis d. Graphic rating scales

Answer: c. Cost-benefit analysis

4. Which of the following is a potential consequence of a poorly conducted performance appraisal? a. Increased employee morale and job satisfaction b. Decreased employee turnover c. Improved job performance d. Decreased trust in the organization

Answer: d. Decreased trust in the organization

5. Which type of performance appraisal focuses on specific job-related tasks and activities? a. Trait-based appraisal b. Behavioral appraisal c. Results-based appraisal d. Task-based appraisal

Answer: d. Task-based appraisal

6. Which of the following is an advantage of using a 360-degree feedback system in a performance appraisal? a. It is easy and quick to implement b. It provides a well-rounded view of an employee's performance c. It is unbiased d. It is typically more cost-effective than other methods

Answer: b. It provides a well-rounded view of an employee's performance

7. What is a potential drawback of using a graphic rating scale in a performance appraisal? a. It can be subjective and lack specificity b. It can be time-consuming and expensive c. It can be confusing for employees to understand d. It can be biased in favor of certain employees

Answer: a. It can be subjective and lack specificity

8. Which type of performance appraisal focuses on an employee's personal characteristics, such as their personality and attitude? a. Trait-based appraisal b. Behavioral appraisal c. Results-based appraisal d. Task-based appraisal

Answer: a. Trait-based appraisal

9. Which of the following is an example of a performance appraisal error? a. Central tendency bias b. Leniency bias c. Recency bias d. All of the above

Answer: d. All of the above

10. Which of the following is a potential benefit of using a behaviorally anchored rating scale in a performance appraisal? a. It is easy to understand and use b. It is cost-effective c. It provides specific examples of job behaviors d. It is not subject to bias

Answer: c. It provides specific examples of job behaviors

1. What is the purpose of a performance appraisal? Answer: The purpose of a performance appraisal is to evaluate an employee's job performance, provide feedback on areas of strength and improvement, and identify training needs.

2. What are some common methods of performance appraisal? Answer: Common methods of performance appraisal include graphic rating scales, behaviorally anchored rating scales, 360-degree feedback, and management by objectives.

3. What is a potential disadvantage of using a graphic rating scale in a performance appraisal? Answer: A potential disadvantage of using a graphic rating scale is that it can be subjective and lack specificity.

4. How often should performance appraisals be conducted? Answer: Performance appraisals are typically conducted annually or bi-annually.

5. What is a potential consequence of a poorly conducted performance appraisal? Answer: A potential consequence of a poorly conducted performance appraisal is decreased trust in the organization.

6. How can performance appraisals benefit an organization? Answer: Performance appraisals can benefit an organization by identifying areas for improvement, providing feedback to employees, and identifying training needs.

7. What is a potential advantage of using a behaviorally anchored rating scale in a performance appraisal? Answer: A potential advantage of using a behaviorally anchored rating scale is that it provides specific examples of job behaviors.

8. What is a potential drawback of using a trait-based appraisal in a performance appraisal? Answer: A potential drawback of using a trait-based appraisal is that it focuses on an employee's personal characteristics, which may not be relevant to job performance.

9. What is a potential consequence of using a biased performance appraisal? Answer: A potential consequence of using a biased performance appraisal is decreased employee morale and job satisfaction.

10. How can performance appraisals be used for employee development? Answer: Performance appraisals can be used for employee development by identifying training needs and opportunities for career growth.

Performance appraisal is a process of evaluating an employee's job performance and providing feedback on areas of strength and improvement. It helps in identifying the training needs of an employee and provides a platform for setting goals and objectives. Common methods of performance appraisal include graphic rating scales, behaviorally anchored rating scales, 360-degree feedback, and management by objectives. A well-conducted performance appraisal provides several benefits to an organization, such as identifying areas for improvement, providing feedback to employees, and identifying training needs. However, a poorly conducted performance appraisal can have negative consequences, such as decreased trust in the organization and decreased employee morale and job satisfaction. It is important to conduct performance appraisals regularly, typically annually or bi-annually. The process should be fair, unbiased, and based on objective criteria. Biases such as central tendency bias, leniency bias, and recency bias can negatively impact the results of a performance appraisal. Performance appraisals can also be used for employee development. By identifying training needs and opportunities for career growth, an organization can help employees improve their skills and advance their careers. In this way, performance appraisal can be a powerful tool for both employee and organizational growth.