PSY 0461 Quiz 3 | San Francisco State University
In Vroom’s Expectancy theory, the extent to which the outcome of a worker’s performance results in a particular consequence is termed:
Agreement in performance ratings is highest between:
a. Two peers
b. Two subordinates
c. Two supervisors
d. Peers and subordinates
When a rater allows external factors like time pressure or fatigue to affect their performance ratings, they have committed a:
a. priming error
b. focus error
c. contrast error
d. change error
In which rating error is the employee rated against other employees instead of according to the performance standards?
a. Priming error
b. Change error
c. Contrast/comparison error
d. Unfavorable impression error
In terms of performance criteria, variance refers to whether:
a. the criterion is administratively and fiscally feasible
b. the performance criterion is objective and can be counted
c. employees show a wide range of performance on the criterion
d. the criterion measures important job factors
Training program needs analysis can be thought of as a three phase sequence consisting of:
a. gap analysis, training design, and evaluation
b. development identification, training analysis, and utility analysis
c. requirements analysis, goal identification, and outcome analysis
d. organizational analysis, task analysis, and person analysis
Equity theory states that employees:
a. compare a ratio of their own inputs and outcomes to that of someone else
b. are more motivated if their effort relates to a desired outcome
c. compare their own motivator needs to other people’s motivator needs
d. are most motivated when there is a variable-ratio schedule of reinforcement
Tim is especially prone to leniency error when he evaluates his subordinates. This means that he is especially likely to:
a. assign everyone a “very good” rating
b. assign those who are like him a “very good” rating and those who are dissimilar to him a “poor” rating
c. give everyone a “poor” rating, no matter how well they did
d. give those he likes personally a “very good” rating
Jennifer’s performance appraisal is based on the performance of her entire work team. This is primarily a problem of:
“Demonstrate the ability to complete a cash transaction by the end of the first week of training” is an example of a(n) __________________ training objective.
Which training technique assigns a new employee to an experience employee who helps him or her learn the basics of the job?
b. Apprenticeship training
c. Job rotation
d. Person analysis
“Improve customer satisfaction ratings by 10% in the first quarter” is an example of a(n) __________________ training objective.
Alderfer’s ERG theory was an attempt to develop an empirical theory of:
a. work stress
b. goal setting
c. organizational commitment
d. need satisfaction
What is the primary disadvantage of the classroom method of training?
a. Not useful for large groups
b. One-way communication
d. Length of training
Which is an example of distance learning?
a. Simulation exercises
b. Job rotation
d. Programmed instruction
What type of rating scale is this?
Job knowledge: Poor 1 2 3 4 5 6 7 Excellent
Dependability: Poor 1 2 3 4 5 6 7 Excellent
a. Graphic Rating Scale
b. Behaviorally Anchored Rating Scale
c. Mixed Standard Scale
d. Behavioral Observation Scale
Which type of criteria measures employees’ personal characteristics that are associated with on-the-job performance?
Which is the correct order for Maslow’s hierarchy of needs, from lowest to highest need?
a. Safety, physiological, esteem, love, self-actualization
b. Self-actualization, esteem, safety, love, physiological
c. Safety, love, physiological, esteem, self-actualization
d. Physiological, safety, love, esteem, self-actualization
The extent to which behaviors learned in training can be applied to the job is termed:
a. Training evaluation
b. Employee mentoring
c. Program assessment
d. Transfer of training
In which type of distance learning do employees complete the training at their own pace and at the time and place of their choosing?
In sales organizations, dollar volume of sales is often used to measure employee performance. However, sales volume may be influenced by other factors such as territory, product quality, and advertising. This is a problem of:
Which type of rater training results in the most significant improvements in rater accuracy and inter-rater agreement?
a. appraisal accuracy training
b. frame of reference training
c. rater error training
d. performance assessment training
An organization identifies one group of cashiers who have a high number of monetary errors on the job and another group who have low customer service ratings. The first group is sent to basic cashier training and the second group is sent to customer service training. This is an example of:
a. Requirements analysis
b. Person analysis
c. Gap analysis
d. Utility analysis
Company XYZ institutes a new performance appraisal system that requires managers to assign a specific percentage of their subordinates to each level of overall job performance (e.g., 5% of subordinates must be rated “Poor”). This system is termed:
a. Differential elevation
b. Paired comparison
c. Performance norming
d. Forced distribution
According to Herzberg’s Two-Factor theory, which of the following would be considered a Motivator?
a. company policy
d. work schedule
Which statement regarding feedback is TRUE?
a. Feedback should be combined with training and goal setting
b. More feedback is always better
c. Feedback generally has a negative impact on learning
d. Negative feedback should be presented before positive feedback
In terms of goal achievement, the most effective goals are goals that:
a. are easy to accomplish
b. are difficult but achievable
c. are imposed by an authority figure
d. encourage people to perform their personal best
When the halo effect occurs in performance appraisal, the supervisor:
a. allows one aspect of an employee’s performance to influence the overall evaluation.
b. evaluates performance based on recent incidents rather than those occurring throughout the evaluation period.
c. rates all employees higher than they deserve on an objective basis
d. compares employees to one another rather than to an established standard.
Bob has been a model employee all year except for the last two to three weeks, but when Bob gets his performance appraisal, it only reflects his performance during this last two-week to three-week period. This type of rating bias is referred to as:
a. contrast error
b. infrequent observation error
c. strictness error
d. proximity error
The relevance of a performance appraisal criterion concerns the extent to which the criterion:
a. has variability.
b. is under the direct control of the employee.
c. measures critical aspects of the job.
d. is a measure of individual employee output.