Jason is generally considered unfriendly at work. his supervisor

Question 1 2.5 / 2.5 points

When different supervisors define levels of performance (good, fair, poor. differently, unfair appraisals could result due to a problem with __________.

Question options:

unclear standards

halo effects



Question 2 2.5 / 2.5 points

The __________ problem occurs when supervisors tend to rate all of their subordinates consistently low.

Question options:

central tendency




Question 3 0 / 2.5 points

Because in most organizations there is a hierarchy of goals, employee performance standards should __________.

Question options:

be standard

make sense in terms of the broader organizational goals

be decided by the top executive

all of the above

Question 4 2.5 / 2.5 points

Which of the following could result in a legally questionable appraisal process?

Question options:

conducting a job analysis to establish criteria and standards for successful performance

basing appraisals on subjective supervisory observations

administering and scoring appraisals in a standardized fashion

using clearly defined job-performance dimensions

Question 5 2.5 / 2.5 points

Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to __________.

Question options:

impression management


halo effects


Question 6 2.5 / 2.5 points

Career planning refers to the __________.

Question options:

process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals

lifelong series of activities that contributes to a person’s career exploration, establishment, success, and fulfillment

process of using activities like training and appraisal to provide a career focus

occupational positions a person has over his or her lifetime

Question 7 2.5 / 2.5 points

Miranda wants to become a partner at her law firm. But she is worried because everyone understands that 70-hour work weeks are the norm for someone striving to become a partner. Miranda wants to be fair to her family as well as excel at work. To address this problem, the law firm could help by __________.

Question options:

providing Miranda with a career coach

encouraging Miranda to join a career success team

eliminating institutional barriers that disproportionately affect women

encouraging Miranda to temporarily work in a different job

Question 8 2.5 / 2.5 points

John, the supervisor of the manufacturing department, is in the process of evaluating his staff’s performance. He has determined that 15% of the group will be identified as high performers, 20% as above-average performers, 30% as average performers, 20% as below-average performers, and 15% as poor performers. John is using a __________ method.

Question options:

graphic rating scale

constant sum ranking scale

forced distribution

alternation ranking

Question 9 2.5 / 2.5 points

What process allows top management to diagnose the management styles of supervisors, identify potential “people” problems, and take corrective action with individual supervisors as necessary?

Question options:

strategic performance appraisal

organizational development

upward feedback

critical incidents

Question 10 2.5 / 2.5 points

Performance appraisals may be conducted by __________.

Question options:

the immediate supervisor


rating committees

all of the above

Question 11 2.5 / 2.5 points

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called __________.

Question options:

strategic organizational development

performance management

performance appraisal

human resource management

Question 12 2.5 / 2.5 points

When an employee’s personal characteristics such as gender influence a supervisor’s evaluation of his or her performance, the problem of __________ has occurred.

Question options:



central tendency

halo affect

Question 13 2.5 / 2.5 points

Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information?

Question options:


rating committees

the employee

all of the above

Question 14 2.5 / 2.5 points

Who is responsible for planning, guiding, and developing an employee’s career?

Question options:

the immediate supervisor

the employee

the organization

the development officer

Question 15 2.5 / 2.5 points

Behaviorally anchored rating scale (BARS. refers to an appraisal method, which __________.

Question options:

is based on progress made toward the accomplishment of measurable goals

combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance

requires that the supervisor keep a log of positive and negative examples of a subordinate’s work-related behavior

requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories

Question 16 2.5 / 2.5 points

All of the following are advantages of using the critical incident method for appraising performance except that __________.

Question options:

it provides examples of good performance

it does not include a numerical rating

it provides examples of poor performance

incidents can be tied to performance goals

Question 17 2.5 / 2.5 points

When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide __________.

Question options:

reality shock

a realistic job interview


a challenge

Question 18 2.5 / 2.5 points

Which of the following is a criticism of the forced distribution method?

Question options:

It damages morale.

It promotes unfairly.

It promotes those who play the game well.

None of the above.

Question 19 2.5 / 2.5 points

Peer appraisals have been shown to result in a(n) __________.

Question options:

reduction of social loafing in the team

reduction of group cohesion

decrease in satisfaction with the group

tendency to inaccurately predict who would be promoted

Question 20 2.5 / 2.5 points

The __________ method of performance appraisal involves listing the subordinates to be rated, indicating the highest- and lowest-rated employee on each characteristic being measured, and then alternating between the next highest and lowest until all employees have been ranked.

Question options:

alternation ranking

graphic rating scale


constant sum rating scale

Lesson 5

Question 21 2.5 / 2.5 points

What type of profit-sharing plan involves the awarded shares of stock as part of the incentive plan?

Question options:

cash plan

Lincoln incentive system

Jefferson incentive system


Question 22 2.5 / 2.5 points

Which compensation-related law contains minimum wage, maximum hours, overtime pay, equal pay, and child labor provisions?

Question options:

Davis-Bacon Act

Fair Wages Act

Civil Rights Act

Fair Labor Standards Act

Question 23 2.5 / 2.5 points

According to the Family and Medical Leave Act, eligible employees can take unpaid, job-protected leave for the __________.

Question options:

care of a child

birth of a child

care of a parent

all of the above

Question 24 2.5 / 2.5 points

Which law makes it illegal to discriminate against any individual with respect to compensation because of race, color, religion, sex, or national origin?

Question options:

Fair Labor Standards Act

Civil Rights Act

Employer Retirement Income Security Act

Davis-Bacon Act

Question 25 2.5 / 2.5 points

Internal equity refers to __________.

Question options:

how a job’s pay rate in one company compares the job’s pay rate in other companies

how fair the job’s pay rate is when compared to other jobs within the same company

the fairness of an individual’s pay as compared with what his or her coworkers are earning for the same or very similar jobs within the company, based on each individual’s performance

the perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay

Question 26 2.5 / 2.5 points

A company using competency-based pay compensates for all of the following except an employee’s __________.

Question options:

range of skills

job title

depth of knowledge

type of skills

Question 27 2.5 / 2.5 points

Which of the following is true of recognition programs?

Question options:

They have a positive impact on performance.

They are expensive to administer.

They reduce extrinsic motivation.

both A and B

Question 28 2.5 / 2.5 points

A __________ is comprised of jobs of approximately equal difficulty or importance as established by job evaluation.

Question options:

pay group


pay grade


Question 29 2.5 / 2.5 points

When using the job classification method of job evaluation, raters categorize jobs into groups of similar jobs called __________.

Question options:





Question 30 2.5 / 2.5 points

A __________ plan is an incentive plan that engages many or all employees in a common effort to achieve a company’s productivity objectives with any resulting cost-savings gains shared among employees and the company.

Question options:


Lincoln incentive



Question 31 2.5 / 2.5 points

External equity refers to __________.

Question options:

how a job’s pay rate in one company compares the job’s pay rate in other companies

how fair the job’s pay rate is when compared to other jobs within the same company

the fairness of an individual’s pay as compared with what his or her coworkers are earning for the same or very similar jobs within the company, based on each individual’s performance

the perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay

Question 32 2.5 / 2.5 points

Supplemental executive retirement plans and supplemental life insurance are classified as __________ in executive compensation packages.

Question options:

base pay

short-term incentives

long-term incentives

executive benefits

Question 33 2.5 / 2.5 points

The __________ prohibits discriminating against employees who are 40 years of age and older in all aspects of employment, including compensation.

Question options:

Fair Labor Standards Act

Civil Rights Act

Equal Pay Act

Age Discrimination in Employment Act

Question 34 2.5 / 2.5 points

The point method of job evaluation entails __________.

Question options:

identifying several compensable factors, each having several degrees, and the degree to which each of these factors is present in the job

ranking each job relative to all other jobs based on some overall factor

using raters to categorize jobs into groups

deciding which jobs have more of the chosen compensable factors

Question 35 2.5 / 2.5 points

__________ is a formal and systematic comparison of jobs to determine the worth of one job relative to another.

Question options:

Job analysis

Job evaluation

Benchmark analysis

Job ranking

Question 36 2.5 / 2.5 points

__________ refers to all forms of pay or rewards going to employees and arising from their employment.

Question options:


Employee compensation



Question 37 2.5 / 2.5 points

__________ is any salary increase the firm awards to an individual employee based on his or her individual performance.

Question options:

Merit pay

Variable pay

Competency-based pay


Question 38 2.5 / 2.5 points

Which of the following is categorized as an indirect payment portion of employee compensation?

Question options:



employer-paid insurance


Question 39 2.5 / 2.5 points

Which of the following is typically included in compensation packages for a company’s top executives?

Question options:

short-term and long-term incentives


executive benefits

all of the above

Question 40 2.5 / 2.5 points

What is the purpose of the wage curve?

Question options:

to show the relationship between the value of the job as determined by one of the job evaluation methods and the current average pay rates for your grades

to equate jobs of approximately equal difficulty or importance as established by job evaluation

to assign pay rates to pay grades

to choose benchmark jobs within each pay grade

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