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.
In the traditional performance appraisal, the supervisor takes on the role of judge in terms of the employee’s perspective.
True
False
When used alone, it is suggested that the traditional approach to performance appraisals be used to make pay decisions.
True
False
Business enterprises should promote competition between employees.
True
False
In the forestry study, regarding the feedback process, truck drivers reduced their performance…
Based on the poor treatment given by management.
Performance never decreased, it was simply not measured properly.
To test if management would pressure them for reducing performance.
Because absenteeism increased.
The traditional performance appraisal is viewed with aversion by both management and the person being evaluated.
True
False
How many weeks, is it suggested, that employees are given time to prepare their lists in the negotiated approach to performance appraisal? ANSWER: ______ weeks (provide a number).
In psychological terms, the value of the second 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 fourth 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.
For the negotiated approach to performance appraisal to work, the supervisor has to be willing to do as much listening as talking. (In contrast to the traditional performance appraisal.)
True
False
While the employee shares lists one with the supervisor, the supervisor can add some of these ideas to his or her own lists.
True
False
If in the process of sharing his lists the employee says something strange or hard to understand, the supervisor… (the most correct answer)
Must wait until it is time to share his lists before raising questions.
Can ask the employee to clarify at any time.
Should not interrupt the employee.
Should not worry as everything will be clarified in due time.
The ‘negative tail’ concept is related to the fact that…
Some of our weak points are an exaggeration of our strong ones.
Employees do not like to wait once they know there will be a performance appraisal taking place
Employee weaknesses, when not dealt with, tend to spread to other employees.
Employees, like farm animals, need to get rid of annoying problems.
It is important to share with employees what they do well, and fortunately employees cannot tell if the compliment is sincere.
True
False
When it is the supervisor’s turn to read his / her list of what employees need to do to improve...
The supervisor shares all the items in his list, including those mentioned by the employee.
The supervisor should only focus on the items mentioned by the employee and should not add any items on his own list.
The supervisor only shares items from his list not mentioned by the employee.
The supervisor shares negative aspects of the employee’s work only if the employee is unlikely to become defensive.
An employee’s weak points need to be dealt with as they surface in the appraisal, rather than waiting until the employee has finished his / her complete list of weak areas.
True
False
The more concrete and specific an employee’s ideas are in terms of how to solve a challenge, the more likely these will succeed.
True
False
When you notice that an employee is emotionally exhausted during the negotiated approach to performance appraisal, one option is to find something positive about the employee’s performance (so you do not finish on a negative note) and re-schedule the remainder of the meeting to another time.
True
False
If there is a follow up to the negotiated approach to performance appraisal, it is less necessary to focus on the positive worker contributions, as supervisors can jump to a discussion of how employees can improve their behavior.
True
False
What do we learn from how olives are packaged? (Traditional performance appraisals.)
That ‘good’ often means ‘bad’ in terms of worker ratings.
That there is a normal distribution curve.
That employees should also be evaluated by co-workers, not just supervisors.
That positive performance areas can lead employees to improve in weaker areas.
It is an excellent idea for employees to be informed ahead of time regarding the criteria that will be used to evaluate their performance.