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Difference between success and failure

HRM/531 HRM 531 HRM531 Week 4 Individual Assignment – Multiple-Choice Quiz – A Guaranteed! • 1 The answer to the question “What really makes the difference between success and failure on a particular job, and according to whom?” determines o coherence o reliability o sensitivity o relevance Correct • 2 _____ translate job requirements into levels of acceptable or unacceptable employee behavior. o Reliability judgments o Absolute rating systems o Performance standards o Qualitative analyses Correct • 3 From the organizations perspective, the four broad types of internal moves include o promotions, demotions, transfers, and relocations o demotions, transfers, relocations, and resignations o layoffs, retirements, resignations, and demotions o promotions, demotions, transfers, and layoffs Correct • 4 Most companies require that appraisal results be o only provided on an annual basis o e-mailed to the employee o sent by certified mail to the employee o discussed with the employee Correct • 5 Prior to the performance-feedback interview, the supervisor should o have a coworker complete the entire appraisal o set aside a maximum of 15 minutes to write the appraisal o refrain from speaking to subordinates o communicate frequently with subordinates about their performance Correct • 6 To minimize defensive behavior, procedures used for promotion decisions must be o fair o changed frequently o flexible o rigid Correct • 7 Which of the following is a disadvantage of forced distribution? o Provides little basis for individual feedback and development o May be inaccurate if a group of employees is either very effective or ineffective o Forces raters to make distinctions among employees o Difficult to make comparisons across employees Correct • 8 One requirement of sound appraisal systems is _____, which refers to consistency of judgment. o reliability o sensitivity o acceptability o relevance Correct • 9 ________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers. o Acceptability o Reliability o Sensitivity o Relevance Correct • 10 Appraisals provide legal and formal organizational justification for o high executive salaries o keeping unions out o employment decisions o bringing legal action against employees Correct • 11 Supervisors that excel at conducting performance-feedback interviews typically have received _________ prior to conducting appraisals. o a bonus o vacation o training o a promotion Correct • 12 Psychologically, promotions help satisfy employees’ need for o superiority o security o separation o discipline Correct • 13 Which of the following is an advantage of narrative essays? o Provides a direct link between job analysis and performance appraisal o Forces raters to make distinctions among employees o Good for making comparisons across employees o Good for individual feedback and development Correct • 14 The advantage of using a behavioral checklist is that o it provides a direct link between job analysis and performance appraisal o it focuses directly on job behaviors o it is good for individual feedback and development o the meaning of response categories is generally interpreted similarly by various raters Correct • 15 To avoid legal difficulties regarding performance appraisals, organizations should o use the competitors appraisal system o allow supervisors flexibility in the appraisal process o provide written instructions and train supervisors on the rating system o train supervisors on how to skip embarrassing questions