The consistency in the ratings given by two different individuals who evaluate an employee

The consistency in the ratings given by two different individuals who evaluate an employee's performance is known as _____ reliability. 
 
 

A.internal consistency

 

B.interrater

 

C.inter-method

 

D.test-retest

 

E.parallel-forms

 

 

42.A measure that results in drastically different ratings over time lacks _____ reliability. 
 
 

A.internal consistency

 

B.interrater

 

C.parallel-forms

 

D.test-retest

 

E.inter-method

 

 

43.Which of the following statements best defines the acceptability of a performance measure? 
 
 

A.It is the extent to which the performance management system elicits job performance that is consistent with the organization's strategy, goals, and culture.

 

B.It is the extent to which a performance measure gives detailed guidance to employees about what is expected of them and in what ways they are unsuitable for the job.

 

C.It is the extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.

 

D.It is the extent to which a performance measure is free from random error.

 

E.It is the extent to which a performance measure is deemed to be satisfactory or adequate by those who use it.

 

 

44.The extent to which the performance measure gives guidance to employees about what is expected of them is called _____. 
 
 

A.reliability

 

B.validity

 

C.specificity

 

D.acceptability

 

E.strategic congruence

 

 

45.Which of the following approaches to measuring performance uses some overall assessment of an individual's performance or worth and seeks to develop some ranking of the individuals within a work group? 
 
 

A.The results approach

 

B.The attribute approach

 

C.The comparative approach

 

D.The consequential approach

 

E.The behavioral approach

 

 

46.Which of the following is a comparative approach to ranking that consists of a manager looking at a list of employees, deciding who the best employee is, and crossing that person's name off the list? 
 
 

A.Simple ranking

 

B.Alternation ranking

 

C.Reverse ranking

 

D.Elimination by aspect

 

E.Forced distribution

 

 

47.The ranking technique that requires certain percentages of employees to be categorized into predetermined categories or groups based on their performance is known as _____. 
 
 

A.forced distribution

 

B.high/low ranking system

 

C.paired comparison

 

D.alternation ranking

 

E.simple ranking

 

 

48.The _____ method requires managers to compare every employee with every other employee in the work group, giving an employee a score of 1 every time he/she is considered the higher performer. 
 
 

A.partner measurement

 

B.probability distribution

 

C.forced distribution

 

D.paired comparison

 

E.alternation ranking

 

 

49.Jason is a manager at Eros Corp. He needs to perform an evaluation of his subordinates. He does this by pairing each of his subordinates with every other subordinate in the same group, and then selects the higher performer between the two. At the end of the process, he calculates the number of times a subordinate has been the higher performer in a match-up. Which type of performance management system does Jason employ to perform the evaluation? 
 
 

A.Probability distribution

 

B.Simple ranking

 

C.Forced distribution

 

D.Paired comparison

 

E.Scanlon plans

 

 

50.Roundel Inc. is a company that sells automobile tires. The company is projecting an increase in sales in the next twelve months, and is looking to fill the senior positions through internal recruiting to meet this demand. The company is evaluating the individual performances and seeking to develop some ranking of the individuals within a work group to identify the best performer. Which of the following approaches is the company using? 
 
 

A.The results approach

 

B.The attribute approach

 

C.The comparative approach

 

D.The behavioral approach

 

E.The quality approach