When a manager generalizes from the evaluation of one or a few traits to the employee's total performance, she has made:
Answer(s): B
The halo effect occurs when the appraiser judges one or a few employee traits and carries over this judgment to the evaluation of the employee's other traits. The converse of the halo effect is the horn effect. It occurs when the manager allows one negative trait to influence the evaluation of other traits.
A manager discovers by chance that a newly hired employee has strong beliefs that are very different from the manager's and from those of most of the other employees. The manager's best course of action would be to:
Answer(s): C
The only legitimate grounds on which the supervisor may take action is the employee's behavior. Personal beliefs, such as those an religious and political matters, cannot be the basis of personnel actions. Discrimination an the basis of personal beliefs could expose the organization to legal action.
A company allows each of its departments to develop its own system for evaluating performance. How should the personnel director communicate appraisal information to a new employee?
Answer(s): A
The personnel director should tailor the discussion to the listener by describing how the employee's department evaluates performance and what is expected of him/her. The director should also obtain feedback from the employee to determine if everything is clearly understood.
A disadvantage of separating performance evaluations from compensation-increase decisions is that:
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:
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.
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