A disadvantage of separating performance evaluations from compensation-increase decisions is that
Answer(s): C
The employee may not be motivated immediately by a good appraisal because of the delay in receipt of any monetary reward. The evaluation also may not be taken as seriously by the employee if compensation is not correlated with performance.
A company that wishes to improve its rate of retention of its experienced employees might
Answer(s): B
Fringe benefits e.g., pensions and profit-sharing plans) may be contingent on duration of employment. Accordingly, they motivate employees to remain with the company.
The value of retaining employees is determined by
Answer(s): A
Human resource or human asset accounting attempts to measure the value, and the changes in value, of the organization's investment in human assets. Although this "asset" is enormously valuable sometimes estimated at two or three times the annual payroll), it is not shown in balance sheets or accounted for in earnings statements. One experimental measurement approach is a "present value" of human resources. Another is a "cost" approach, with financial investments training, customer goodwill, etc.) offset by reductions e.g., retirement).
Which of the following methods of employee evaluation is best used when employees are heavily involved in teamwork?
The 360-degree performance appraisal is a model for employee assessment in the age of teamwork. It is based on giving workers feedback from peers, customers, supervisors, and those who work for the employee. Feedback is typically provided anonymously and is usually subjective.
If a supervisor fails to give an employee a negative evaluation because of fear of damaging a good working relationship, this is known as the
A leniency error is a manager's failure to give a negative evaluation because of fear of damaging a good working relationship with an employee.
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