HRM 531 Week 4 quiz MCQs

1-Appraisals provide legal and formal organizational justification for
•  keeping unions out
•  employment decisions
•  high executive salaries
•  bringing legal action against employees
2
Prior to the performance-feedback interview, the supervisor should
•  set aside a maximum of 15 minutes to write the appraisal
•  have a coworker complete the entire appraisal
•  refrain from speaking to subordinates
•  communicate frequently with subordinates about their performa
3
Supervisors that excel at conducting performance-feedback interviews typically have received _________ prior to conducting appraisals.
•  vacation
•  a bonus
•  a promotion
•  training
4
Which of the following is a disadvantage of forced distribution?
•  Provides little basis for individual feedback and development
•  Forces raters to make distinctions among employees
•  Difficult to make comparisons across employees
•  May be inaccurate if a group of employees is either very effective or ineffective
5
To avoid legal difficulties regarding performance appraisals, organizations should
•  train supervisors on how to skip embarrassing questions
•  use the competitors appraisal system
•  provide written instructions and train supervisors on the rating system
•  allow supervisors flexibility in the appraisal process

6
_____ translate job requirements into levels of acceptable or unacceptable employee behavior.
•  Reliability judgments
•  Qualitative analyses
•  Performance standards
•  Absolute rating systems
7
Most companies require that appraisal results be
•  discussed with the employee
•  only provided on an annual basis 
•  sent by certified mail to the employee
•  e-mailed to the employee
8
________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.
•  Reliability
•  Sensitivity
•  Relevance
•  Acceptability
9
Which of the following is an advantage of narrative essays?
•  Forces raters to make distinctions among employees
•  Good for making comparisons across employees
•  Provides a direct link between job analysis and performance appraisal
•  Good for individual feedback and development

10
One requirement of sound appraisal systems is _____, which refers to consistency of judgment.
•  sensitivity
•  acceptability
•  relevance
•  reliability
11
Psychologically, promotions help satisfy employees’ need for
•  separation
•  superiority
•  security
•  discipline
12
From the organizations perspective, the four broad types of internal moves include
•  demotions, transfers, relocations, and resignations   
•  layoffs, retirements, resignations, and demotions
•  promotions, demotions, transfers, and relocations
•  promotions, demotions, transfers, and layoffs
13
To minimize defensive behavior, procedures used for promotion decisions must be
•  flexible
•  rigid
•  fair
•  changed frequently
14
The answer to the question “What really makes the difference between success and failure on a particular job, and according to whom?” determines
•  coherence
•  relevance
•  reliability
• Sensitivity
15
The advantage of using a behavioral checklist is that
•  it is good for individual feedback and development
•  it focuses directly on job behaviors
•  it provides a direct link between job analysis and performance appraisal
•  the meaning of response categories is generally interpreted similarly by various raters
16
_____ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels.
•  Organization
•  Operations
•  Demographic
•  Individual
16
When trainees are given the opportunity to practice far beyond the point where they have performed a task correctly several times, the task becomes second nature and is
•  irrelevant
•  overlearned
•  repetitive
•  boring
17
The impact of training on _____ is the most significant, but it is the most difficult effect to demonstrate.
•  trainee self-esteem
•  organizational results
•  action learning
•  demographics
18
The level of training needs analysis that attempts to identify the content of the training is _____ analysis.
•  organizational
•  environmental
•  operations
•  individual
19
Which of the following is an example of an on-the-job training method?
•  Understudy assignments
•  Role playing
•  Intelligent tutoring
•  Case method
20
The evaluation phase is one phase of the process for effective training to occur. Which of the following is not a part of the evaluation phase?
•  Pretest trainees
•  Select training media
•  Develop criteria  
•  Monitor training
21
Which theory is founded on the premise that an individual’s intentions regulate his or her behavior?
•  Attribution theory
•  Grounded theory
•  Correspondent inference theory
•  Goal theory
22
Training methods used to stimulate learning can be classified in three ways, one of which is
•  on-the-job training
•  intelligent tutoring      
•  lectures
•  conferences

23
Which of the following is an example of the simulation method of training?
•  In-basket
•  Correspondence courses
•  Job rotation
•  Orientation
24
_____ refers to the material that is rich in association for the trainees and is therefore easily understood by them.
•  Training paradox
•  Meaningfulness
•  Pygmalion effect
•  Orientation
25
In evaluating training programs, it is important to distinguish _____ from data-collection methods.
•  individual participation
•  cost-benefit analysis
•  organizational payoffs
•  targets of evaluation
26
The level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis.
•  environmental
•  operations
•  organization
•  individual