What are the advantages and disadvantages of completing performance reviews on or around the end of the fiscal year?
What will be an ideal response?
Question 2Disparate treatment is:
A. When employees are treated differently because of their work performance
B. When employees are treated differently because of their position with the company
C. When employees are treated differently because of their gender, race, ethnicity, national origin, age, disability status, or other status protected under the law
D. When employees are treated differently because of their educational levels
Question 3What are the advantages and disadvantages of completing performance reviews on or around an employee's anniversary date?
What will be an ideal response?
Question 4Which of the following is an example of adverse impact?
A. At a large manufacturing company, only employees with college degrees are considered for supervisory positions. The employees working in the factory are predominantly Hispanic and Asian, but there are no Hispanic or Asian supervisors.
B. A small police department has implemented a physical agility test for all its current police officers. The test includes a short distance sprint, a wall to be climbed, and a requirement that each participant do four underhand, free-hang pull-ups. If any officer fails the test, they will be given three months to retest, and if they fail again, they are terminated. Fifteen percent of the police officers currently employed at this department are women, and they all failed the test on the first try. Five percent of male officers failed the test on the first try.
C. Language interpreters for a telephone-based interpreting firm are given written and verbal tests to ensure that their language skills are sufficient for certain types of jobs. If employees fail the test, they are given three months to retest and if they fail again, they are terminated. One quarter of the employees failed the written test the first time they took it.
D. One particular supervisor at an insurance company consistently gives lower performance ratings to employees who are Hispanic or black than he gives to employees who are white or Asian. Low performance ratings effect promotions and pay increases.
Question 5Describe what a decision-making leave is and what it is used for.
What will be an ideal response?
Question 6Why is it important for a manager to be concerned with an employee's core self-evaluation?
What will be an ideal response?
Question 7Providing a glowing recommendation for a former employee who was actually terminated due to poor performance that, if repeated in the future, could present a risk to the future employer, is called _____________________________
.
A. liability
B. defamation
C. misrepresentation
D. libel
Question 8Describe the challenges associated with including an open-ended (i.e., comments) section in performance appraisal forms.
What will be an ideal response?
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