BAB 6 PERFORMANCE APPRAISAL

1. Reason employee unaccomplishment when use information:

A. Less skilled
B. Less information
C. Motivation issued
D. Personal problem

2. What is the definition of performance appraisal by Mondy & Mortochio?

A. Formal system of review and evaluation of individual or team task
performance
B. A three-step appraisal process involving
C. Goal-oriented process directed toward ensuring that organizational processes
D. Process that systematically measures an employee’s personality and performance

3. What is the definition of performance management (PM) by Mondy & Mortochio?

A. Formal system of review and evaluation of individual or team task performance
B. A three-step appraisal process involving
C. Goal-oriented process directed toward ensuring that organizational processes
D. Process that systematically measures an employee’s personality and
performance are in place to maximize the productivity of employees, teams,
and ultimately, the organization

4. How many use of performance appraisal?

A. 3
B. 4
C. 5
D. 6

5. How cycle use of performance appraisal?

A. HR planning - Compensation program - Assessement of employee potential –
Internal Employee Relations – Career Planning & Development – Training &
Development
B. HR planning - Compensation program - Assessement of employee potential –
Internal employee relations – Training & development - Career planning &
development
C. HR planning - Career planning & development - Compensation program -
Internal employee relations – Assessement of employee potential - Training &
development
D. HR planning - Career planning & development - Compensation program -
Assessement of employee potential – Internal employee relations – Training &
development

6. What is purpose of performance appraisal from the employee’s perspective?

A. Goal-oriented process directed toward ensuring that organizational processes
 B. Tell me what you want me to do, Tell me how well I have done it, Help me
improve my performance, and Reward me for doing well.
C. To establish and uphold the rinciple of accountability
D. Assessing the employee’s actual performance relative to those standards

7. How many process of performance appraisal?

A. 4
B. 5
C. 6
D. 7

8. How the process of performance appraisal by mondy & Martocchio?

A. Identify specific goals – examine works – establish performance criteria – appraise
performance – discuss appraisal
B. Identify specific goals– establish performance criteria – examine works – discuss
appraisal – appraise performance
C. Identify specific goals – discuss appraisal – examine works – establish performance
criteria – appraise performance
D. Identify specific goals – establish performance criteria – examine works–
appraise performance – discuss appraisal

9. Three step of appraisal process involving

A. Setting work standards – Assesing the empolyee’s actual performance –
Providing feedback
B. Assesing the empolyee’s actual performance - Setting work standards –– Providing
feedback
C. Providing feedback - Setting work standards – Assesing the empolyee’s actual
performance
D. Setting work standards – Providing feedback – Assesing the empolyee’s actual
performance

10. How many Performance Criteria (standards)?

A. 1
B. 2
C. 3
D. 4

11. The similar name of establish criteria

A. Goals
B. Standards
C. Work
D. Assesing

12. Represent an individual’s predisposition to think, feel, and behave, and many traits are
usually thought of as being biologically created is …
A. Traits
 B. Behaviour
C. Competencies
D. Work

13. Typically viewed as resulting from a variety of sources including traits and situational
context is …
A. Traits
B. Behaviour
C. Competencies
D. Work

14. Refer to an individual’s capability to orchestrate and apply combinations of knowledge,

skills, and abilities consistently over time to perform work successfully in the required
work situations is …
A. Traits
B. Behaviour
C. Competencies
D. Work

15. How many performance appraisal (PA) method?

A. 1
B. 2
C. 3
D. 4

16. Performance appraisal method focused to evaluate each employee’s traits or

characteristics is …
A. Result-based systems
B. Behavioral systems
C. Comparison systems
D. Trait systems

17. Performance appraisal method focused to evaluate a given employee’s performance

against other employees’ performance attainments is …
A. Result-based systems
B. Behavioral systems
C. Comparison systems
D. Trait systems

18. Performance appraisal method focus on distinguishing between successful and

unsuccessful behaviors.…
A. Result-based systems
B. Behavioral systems
C. Comparison systems
D. Trait systems
19. Performance appraisal method focus on measurable outcomes such as an individual’s
or team’s sales, customer service ratings, productivity, reduced incidence of workplace
injuries, and so forth.
A. Result-based systems
B. Behavioral systems
C. Comparison systems
D. Trait systems

20. Which is performance appraisal method based on the table

A. Result-based systems
B. Behavioral systems
C. Comparison systems
D. Trait systems

21. Definition of forced distribution method by Mondy & Mortochio?

A. Similar to grading on a curve; predetermined percentages of ratees are placed in
various performance categories
B. Performance appraisal method in which the rater is required to assign
individuals in a work group to a limited number of categories, similar to a
normal frequency distribution
C. Supervisors compare each employee to every other employee, identifying the better
performer in each pair
D. Ranking employees by making a chart of all possible pairs of the employees for
each trait and indicating which is the better employee of the pair

22. Definition of forced distribution method by Dessler?

A. Similar to grading on a curve; predetermined percentages of ratees are placed
in various performance categories
B. Performance appraisal method in which the rater is required to assign individuals
in a work group to a limited number of categories, similar to a normal frequency
distribution
C. Supervisors compare each employee to every other employee, identifying the better
performer in each pair
D. Ranking employees by making a chart of all possible pairs of the employees for
each trait and indicating which is the better employee of the pair
23. What this is based on the table

A. Forced distribution method

B. Paired comparison
C. Behavioral systems
D. Traits systems

24. What is meaning of BARS?

A. Behavioral Assesing Rating System
B. Behavior Assessing Rating System
C. Behavioral Anchored Rating Scale
D. Behavioral Anchored Rating System

25. What is example of…

A. BARS
B. MBO
C. Method
D. CIT

26. Combining the benefits of narrative critical incidents and quantified ratings by
anchoring a quantified scale with specific narrative examples of good and poor
performance is …
A. BARS
B. MBO
C. Method
D. CIT
27. What is meaning of CIT?
A. Create Information Technic
B. Create Incident Technique
C. Critical Incident Technique
D. Critical Information Technic

28. Keeping a record of uncommonly good or undesirable examples of an employee’s

work-related behavior and reviewing it with the employee at predetermined times is …
A. BARS
B. MBO
C. Method
D. CIT

29. What is example of …

A. BARS
B. MBO
C. Method
D. CIT

30. What is meaning of MBO?

A. Management behaviour objective
B. Management by objectives
C. Measurable behaviour objectives
D. Measurable by objectives

31. How many step of MBO?

A. 5
B. 6
C. 7
D. 8

32. Steps of MBO

A. Set the organization’s goals – Discuss department goals – conduct performance
review – Provide feedback – Set department goals – Define ecpected results
 B. Set the organization’s goals – Discuss department goals – conduct performance
review– Set department goals – Define ecpected results – Provide feedback
C. Set the organization’s goals – Set department goals – Discuss department goals –
conduct performance review– Define ecpected results – Provide feedback
D. Set the organization’s goals – Set department goals – Discuss department goals
– Define ecpected results - conduct performance review– Provide feedback

33. Establish a company-wide plan for next year and set goals is …
A. Set the organization’s goals
B. Set departemental goals
C. Provide feedback
D. Define expected results

34. Department heads compare each employee’s actual and expected results is …
A. Set departemental goals
B. Provide feedback
C. Define expected results
D. Conduct performance review

35. Department heads hold periodic performance review meetings with subordinates. Here
they discuss the subordinates’ performance and make any plans for rectifying or
continuing the person’s performance is …
A. Set the organization’s goals
B. Set departemental goals
C. Provide feedback
D. Define expected results

36. Department heads and their subordinates set short-term performance targets for each
employee is …
A. Set the organization’s goals
B. Set departemental goals
C. Provide feedback
D. Define expected results

37. Department heads and their superiors jointly set goals for their departments is …
A. Set the organization’s goals
B. Set departemental goals
C. Provide feedback
D. Define expected results

38. Found in manufacturing settings, rewards employees based on their individual hourly
production against an objective output standard and is determined by the pace at which
manufacturing equipment operates is …
A. Piecework plan
B. Feedback
C. Problem
 D. Process

39. Major types of rater errors is …

A. Bias Error, Contrass errors, Errors of central tendency, Error of leniency or
strictness
B. Bias, Contrass, Central tendency, Leniency
C. Bias error, Contrass error, Central error, Human error
D. Bias Error, Contras Error, Error of central tendency, Human error
40. Evaluation errors that occur when the rater evaluates the employee based on a personal
negative or positive opinion of the employee rather than on the employee’s actual
performance is …
A. Bias error
B. Contrass errors
C. Errors of central tendency
D. Error of leniency or strictness

41. A rating error in which a rater (e.g., a supervisor) compares an employee to other
employees rather than to specific explicit performance standards is …
A. Bias error
B. Contrass errors
C. Errors of central tendency
D. Error of leniency or strictness

42. Evaluation appraisal error that occurs when employees are incorrectly rated near the
average or middle of a scale is ….
A. Bias error
B. Contrass errors
C. Errors of central tendency
D. Error of leniency or strictness

43. Giving an undeserved high performance appraisal rating to an employee is …

A. Bias error
B. Contrass errors
C. Error of Strictness
D. Error of leniency

44. Being unduly critical of an employee’s work performance is …

A. Bias error
B. Contrass errors
C. Error of Strictness
D. Error of leniency