This paper concentrates on the primary theme of Which of the following methods is beneficial because it offers open communication between the manager and the employee? in which you have to explain and evaluate its intricate aspects in detail. In addition to this, this paper has been reviewed and purchased by most of the students hence; it has been rated 4.8 points on the scale of 5 points. Besides, the price of this paper starts from £ 45. For more details and full access to the paper, please refer to the site.
|Question 1 of 20||1.0 Points|
A discrete scale is one that shows a number of different points.
|Question 2 of 20||1.0 Points|
Which of the following methods is beneficial because it offers open communication between the manager and the employee?
|A.The ranking method|
|B.The work standards approach|
|C.The management by objectives approach|
|D.The critical incident appraisal|
|E.The checklist scale|
|Question 3 of 20||1.0 Points|
An improvement plan is designed for a short period of time and consists of no long-term goals.
|Question 4 of 20||1.0 Points|
In a _ type of interview, the manager communicates feedback and then addresses the employee’s thoughts about the interview.
|C.tell and listen|
|E.tell and sell|
|Question 5 of 20||1.0 Points|
Which of the following is a disadvantage of the essay appraisal?
|A.The manager’s writing ability can contribute to the effectiveness of the evaluation.|
|B.The method does not allow for detailed answers or explanations.|
|C.This method does not provide much information on the strengths and weaknesses of an employee.|
|D.This method does not allow for any reasonable deviations from the criteria.|
|E.It compulsorily requires that some employees be put in the nonperforming category.|
|Question 6 of 20||1.0 Points|
A(n) _ is a systematic way to examine how well an employee is performing in his or her job.
|B.performance evaluation system|
|C.employee eligibility verification|
|D.progressive discipline program|
|E.employee assistance program|
|Question 7 of 20||1.0 Points|
_ refers to the extent to which the tool measures the relevant aspects of performance.
|Question 8 of 20||1.0 Points|
With a(n) _, a series of questions is asked and the manager simply responds with a “yes” or “no” to the questions.
|C.critical incident appraisal|
|D.work stands approach|
|E.management by objectives approach|
|Question 9 of 20||1.0 Points|
The essay appraisal method is neither a trait nor a behavioral method of performance appraisals.
|Question 10 of 20||1.0 Points|
The disadvantage of the _ is that it does not consider that all employees could be in the top two categories, high or average performers, and requires that some employees be put in the non-nonperforming category.
|A.forced distribution system|
|C.paired comparison system|
|D.management by objectives|
|E.behaviorally anchored rating scale|
|Question 11 of 20||1.0 Points|
An employee improvement plan works best if it is written with the employee, to obtain maximum employee commitment to the objectives determined together.
|Question 12 of 20||1.0 Points|
When using the _, the manager records examples of the employee’s effective and ineffective behavior during the time period between evaluations.
|B.works standards approach|
|C.critical incident appraisal|
|D.mixed standard scale|
|Question 13 of 20||1.0 Points|
Reliability refers to how well the members of the organization-manager and employees-accept the performance evaluation tool as a valid measure of performance.
|Question 14 of 20||1.0 Points|
Halo effects occur when:
|A.several sources of information are used to generate a rational employee performance evaluation.|
|B.one employee’s performance is evaluated by comparing it to that of other employees.|
|C.all areas of performance are rated high because the rater feels one aspect of the performance is high.|
|D.intuitive judgment and gut feeling are used to evaluate the performance of the employee.|
|E.when the performance evaluation of the employee is primarily based on the last two months preceding the evaluation.|