Positive and negative halo effects represent ________ errors.
A) stereotype
B) central tendency
C) bias
D) leniency
Question 2The basic purpose of a performance appraisal system is to ________.
A) improve performance
B) support strategic planning
C) provide the basis for long-range goals
D) quantify employees' strengths and weaknesses
Question 3At Wilson Manufacturing, evaluators are required to justify in writing extremely high or extremely low performance ratings that are given to employees. Which of the following is the most likely outcome of this requirement?
A) leniency or strictness
B) central tendency error
C) halo error
D) recent behavior bias
Question 4When employees are incorrectly rated near the middle of the scale, this error is referred to as ________.
A) leniency
B) central tendency error
C) halo error
D) recent behavior bias
Question 5The production supervisor at Elmwood Foods is known for being unduly critical of his subordinates' work performance. Which of the following best describes this problem?
A) central tendency
B) stereotyping
C) halo error
D) strictness
Question 6The marketing manager at P&M Consulting is known for giving subordinates undeserved high ratings. Which of the following best describes this problem?
A) leniency
B) central tendency error
C) halo error
D) recent behavior bias
Question 7When a manager generalizes one positive performance feature or incident to all aspects of employee performance, the manager is most likely guilty of ________.
A) leniency
B) central tendency error
C) positive halo error
D) recent behavior bias
Question 8Managers at A-1 Enterprises use the rating scales method to evaluate employee performance. Ratings are based on factors such as attitude, loyalty, and personality. What is the most likely problem with this type of performance appraisal system?
A) leniency
B) lack of objectivity
C) strictness
D) central tendency
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