Which of the following is true about the quality approach to performance measurement?
A.The quality approach techniques usually have very little strategic congruence.
B.The quality approach has very low acceptability.
C.The quality approach does not advocate the evaluation of personal traits.
D.The quality approach adopts a systems-oriented focus.
E.The quality approach relies primarily on a combination of the comparative and results approaches to performance measurement.
72.Both the comparative and the attribute approaches to performance measurement are _____.
A.high on strategic congruence
B.very low on specificity
C.low on acceptability
D.high on reliability
E.very high on validity
73.Which of the following approaches to performance measurement minimizes contamination and deficiency?
A.The comparative approach
B.The attribute approach
C.The behavioral approach
D.The results approach
E.The quality approach
74._____ are the most frequently used source of performance information.
75.Which of the following is true of peers as the source for performance information?
A.Peers have expert knowledge of job requirements and often have the most opportunity to observe the employee in day-to-day activities.
B.Peer evaluations give employees power over their managers, thus putting the manager in a difficult situation.
C.Peers are comfortable providing evaluations for both administrative and developmental purposes.
D.Peers have the ability to discard the fact that they may be friends with the ratee in order to provide an unbiased rating.
E.Peers give feedback that is strongly related to performance and to employee perceptions of the accuracy of the appraisal.
76.The appraisals that involve collecting subordinates' evaluations of manager's behavior or skills are known as _____.
77.Which of the following is a disadvantage of subordinate evaluations?
A.Subordinates tend to focus only on aspects of their manager's performance that are measured, neglecting those that are not.
B.Subordinates do not have adequate opportunity to observe a manager's interactions and behavior.
C.Subordinates have the potential for friendship to bias ratings.
D.Subordinates have power over their managers, thus putting the managers in a difficult situation.
E.Subordinates find the situation of being both rater and ratee uncomfortable when the evaluations are made for administrative decisions.
78.The _____ technique consists of having multiple raters above, equal to, and below the manager providing input into a manager's evaluation.
A.employee integrity testing
79.Which of the following rater errors is based on stereotypes the rater has about how individuals with certain characteristics are expected to perform?
B.Similar to me
80.A competent employee receives lower-than-deserved ratings because of a few outstanding colleagues who set very-high performance standards. This is an example of a _____ rater error.
D.similar to me
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