MBA Performance Appraisal — practice questions
22 free MCQs with worked solutions. Tap any question for the answer + explanation, or practice them all in the app.
Practice MBA Performance Appraisal in the app →A supervisor rates almost every employee in a narrow middle band. This error is:A supervisor who marks everyone very high, regardless of work, shows:An employee rated above average on one factor is then rated the same on every factor. This is the:A supervisor judging a whole year mainly on last month's work commits:A manager recalling only the incidents that fit what she already believes shows:Managers naturally favouring people who resemble them shows:Letting a personal like or dislike shape a rating is described as:To reduce rating errors, each factor on the form should represent:Vague terms like 'average' should be avoided on rating forms because different evaluators:Raters are advised to observe subordinates regularly through the period and to:Keeping the number of people one rater evaluates reasonable matters because rating fatigue:The most popular method of evaluation used in organisations is the:A serious drawback of that popular method is that it is open to:A method where supervisors record examples of unusually good or poor behaviour is the:A scale whose points are described by concrete behaviours is called a:A drawback of that behaviour-anchored method is that a separate version is needed for:The method where employee and supervisor jointly set goals for the coming year is:Goals set under that method are described as being stated in:Reducing appraisal errors matters mainly because it makes the information:A manager who is overly strict with every subordinate is committing which error?The halo effect is described as arising when managers hold a view of an employee that is overly:How many common sources of error in appraisal systems are listed?