Performance Appraisal and Feedback Techniques

This assignment focuses on key concepts related to performance appraisal and feedback in the workplace. It delves into different evaluation techniques, highlighting the importance of fairness, accuracy, and minimizing biases like contrast effects. The text also discusses 360-degree feedback as a comprehensive method involving input from various stakeholders. Furthermore, it explores the potential challenges associated with providing honest and constructive feedback within organizational dynamics.

Running head: PERFORMANCE MANAGEMENT
Performance Management
Name of the Student
Name of the University
Author note

1PERFORMANCE MANAGEMENT
Multiple Choice Questions
71. In the leniency perceptual error, a person:
A. Forms an overall impression, and then uses that impression to bias ratings
B. Avoids all extreme judgments and rates everyone as average or neutral
C. Evaluates people by comparing them with characteristics of recently observed people
D. Consistently evaluates people in an extremely positive fashion
E. Relies on most recent information

2PERFORMANCE MANAGEMENT
72. Carolyn is a very likable employee. Recently, her boss rated her at the highest level of all
areas of performance, even though in some areas her performance did not warrant this
judgment. This is an example of a ___________ perceptual error.
A. Halo
B. Leniency
C. Central tendency
D. Recency
E. Contrast

3PERFORMANCE MANAGEMENT
73. Dr. Slotsky is a well-liked professor. Last term, no one received less than a B in any of
his courses. Dr. Slotsky may be suffering from _________ perceptual error.
A. Halo
B. Leniency
C. Central tendency
D. Recency
E. Contrast effects

4PERFORMANCE MANAGEMENT
74. Janelle filled out a peer evaluation rating form for her teammates in her OB class. She
rated everyone as a "3" or "4" on the 6-point scale. This is an example of ___________
perceptual error.
A. Halo
B. Leniency
C. Central tendency
D. Recency
E. Contrast effects

5PERFORMANCE MANAGEMENT
75. Dr. Hogan carefully selected the final examinations written by her best students to read
first. They all received excellent grades. After these, she read the rest of the exams and
graded most of them average or worse. This is an example of _________ perceptual
error.
A. Halo
B. Leniency
C. Central tendency
D. Recency
E. Contrast effects

6PERFORMANCE MANAGEMENT
76
.
To minimize halo perceptual error, a manager should:
A. Record examples of positive and negative performance throughout the year
B. Be fair and realistic in evaluations
C. Define an accurate profile with both high and low points
D. Evaluate employees against a predetermined standard
E. Provide only negative feedback

7PERFORMANCE MANAGEMENT
77. To minimize central tendency bias, a manager should:
A. Record examples of positive and negative performance throughout the year
B. Be fair and realistic in evaluations
C. Define an accurate profile with both high and low points
D. Evaluate employees against a predetermined standard
E. Provide only negative feedback

8PERFORMANCE MANAGEMENT
78. To minimize contrast effects bias, a manager should:
A. Record examples of positive and negative performance throughout the year
B. Be fair and realistic in evaluations
C. Define an accurate profile with both high and low points
D. Evaluate employees against a predetermined standard
E. Provide only negative feedback

9PERFORMANCE MANAGEMENT
79. A process that involves an individual comparing perceptions of his or her of performance
with those of managers, subordinates, and peers is called:
A. Performance monitoring
B. Performance appraisal
C. Goal monitoring
D. 360-degree feedback
E. Self-assessment