The purpose of each quiz is to make sure you have a thorough comprehension of theoretical aspects of the material covered. To pass a quiz you need a score of 90% or better. If you do not obtain this score, please retake the quiz until you do. The important thing is to understand the materials rather than the number of times you take the quiz.
After each question you will get some feedback, including a smile for correct answers and an X for incorrect ones, as well as a review comment. In order to retain the information, it is worthwhile reading these review comments.
Each topic has two quizzes that must be passed. Gregorio Billikopf will be the only person who will know how you did on the test (unless you are taking this course through a different university, in which case your professor will also be aware of how you did).
The review comments are mostly taken from the book (or may indicate a footnote from the book) Agricultural Labor Management: Cultivating Personnel Productivity unless otherwise notified.
Here are the honor code requirements you agree to abide to by taking this test.
As part of the honor code I agree:
1) Not to bring, nor make use, of any reference materials or notes while taking the test.
2) Not make copies of test questions nor share test contents with others.
3) Not to discuss test questions with others (except Gregorio Billikopf or my professor if this is another person).
4) Not to re-take a test until a) I have studied over the assigned materials again; or b) at least two hours have elapsed.
After the process of employee selection, it could be said that the performance appraisal is the most important human resource management tool.
True
False
The traditional approach to performance appraisal works best by:
Promoting effective two-way communication.
Helping make good follow-up decisions about pay when used in conjunction with the negotiated approach.
Not being used at all.
Helping employees see what their future in the organization is.
One of the purposes of the traditional performance appraisal is to help validate the employee selection process.
True
False
Worker motivation is more important than ability.
True
False
Before a person can be corrected, it is important that good will deposits have been made in the past.
True
False
In what order do topics get covered in the negotiated approach to performance appraisal? Areas where the individual has…
Improved recently, can still improve, been doing a good job.
Improved recently, been doing a good job, can still improve.
Can still improve, improved recently, been doing a good job.
Been doing a good job, improved recently, can still improve.
In psychological terms, the value of the first list (in the negotiated approach to performance appraisal) is:
Give the employee the opportunity to share those areas s/he has improved in recently.
Make good will deposits.
Let the employee share areas where s/he needs to improve.
Show the employee that we can all improve, and this process is not about blaming.
In psychological terms, the value of the third list (in the negotiated approach to performance appraisal) is:
Give the employee the opportunity to share those areas s/he has improved in recently.
Make good will deposits.
Let the employee share areas where s/he needs to improve.
Show the employee that we can all improve, and this process is not about blaming.
It is human nature not to want to expose our faults unless…
We have sufficient time to think about our faults.
We have improved on our performance lately.
Our faults are similar to those of our boss or colleagues.
Our faults are about to be exposed anyway.
The use of a third party in the negotiated approach to performance appraisal transmits the message to employees that:
The process is important.
The supervisor is incapable of listening.
The employee is incapable of listening.
Conflict exists between the supervisor and employee.
The supervisor shares his / hers own first list before the employee shares his / hers.
True
False
If the employee has something positive to say about his /her own performance, it is not necessary for the supervisor to repeat this positive trait when sharing his / her own list.
True
False
During the negotiated approach to performance appraisal, the time spent talking about what employees do well…
Is dangerous and likely to lead to employees asking for a raise.
Is a waste of time.
Can take place if employees have been honest about their shortcomings.
Is time well spent.
One of the reasons why lists are shared during the negotiated approach to performance appraisal is so that misunderstanding can be cleared up.
True
False
It is vital in the negotiated approach to performance appraisal that the employee take responsibility for his / her own shortcomings.
True
False
Sometimes employees seem at a loss as to how to approach an area where they need improvement, even while acknowledging that the improvement is needed.
Actually, employees who acknowledge areas of shortcoming are seldom at a loss for ideas on how to improve.
Supervisor suggestions on how employees can improve tend to be more effective on the long run.
One may suggest ideas to employees as long as employees are not likely to reject or modify them.
One can suggest ideas to employees, but it is critical that employees retain ownership over how to solve a particular problem.
One of the positive outcomes of the negotiated approach to performance appraisal is that employees seldom get emotionally exhausted or depressed during the process.
True
False
One of the positive outcomes of the negotiated approach to performance appraisal is that it does not require follow up.
True
False
Worker comparisons against a standard criterion (in the traditional performance appraisal) still allow for comparisons among workers.
True
False
What is the expression used to describe particularly good or poor instances of employee performance?