Supervision of Pol-Ch 13, Personnel Evaluation Systems

Question 1

Studies have revealed that this is one of the highest development needs at the supervisor level of management, exceeded only by the need for developing the supervisors capacity for motivating others

Answer 1

evaluation or appraisal of employees

Question 2

Personnel rating systems are inherently unstable because the instruments are

Answer 2

subjective

Question 3

causes of evaluation system failures

Answer 3

indifference
employee pressures
failure to train raters
rating abuses
slipshod procedures
rating shortcuts

Question 4

evaluations system will be successful only if the raters or those rated really want it to succeed.

Answer 4

indifference- lack of interest or concern

Question 5

the key to the successful administration of a rating system and is its most usual source of weakness

Answer 5

training raters

Question 6

without this training, it is highly probable that the system will collapse because of its cost ____ and ____

Answer 6

inefficiency and uselessness

Question 7

abbreviated versions of rating scales devised to economize on time at the expense of accuracy have been responsible for a high percentage of failures.

Answer 7

rating shortcuts section

Question 8

recording methods

Answer 8

incident reports
record observations
supervisors log

Question 9

critical incident technique

Answer 9

involves the collection of objective data about an employees performance, which can be used as a basis for more effective performance ratings

Question 10

rating forms will usually list from 4 to 12 traits or characteristics that must be considered by rater. Not more than twelve traits relevant to the job performed should ordinarily be used for best results

Answer 10

rating traits section

Question 11

rating traits and abilities can be grouped into broad categories

Answer 11

personal characteristic-honesty,character,attitude
ability-common sense, judgement,stability,job knowl
performance-
suitability for promotion

Question 12

one of the most significant organizational factors contributing to poor performance is the failure of the supervisor to clearly communicate the expected standard of performance to subordinates

Answer 12

performance standards section

Question 13

one of the least useful devices in the evaluation of personnel

Answer 13

arithmetic accomplishment - reports reflecting quantity only

Question 14

____ will provide one tool for measuring employee capabilities and giving management an inventory of them

Answer 14

evaluations

Question 15

_____ employee is usually the most vociferous and may attempt to embarrass his superiors by accusing them of prejudice.

Answer 15

Marginal

Question 16

Failure to train raters:

________ can usually be traced to the lack of training or a failure on part of management to clearly define rating traits.

Answer 16

Deficiencies

*deficiencies are perhaps the greatest source of complaints about administration of the system.

Question 17

Another cause of failure in rating programs results from the neglect of management to give raters an opportunity to learn rating procedures under supervision wherein rating problems and solutions are discussed,

Answer 17

empty

Question 18

Rating system is bound to fail into disrepute if

Answer 18

personnel rated come to lose confidence in it because it has been abused by management.

Question 19

Key figure in rating system is

Answer 19

first line supervisor.

Question 20

who plays a prime part in setting standards of performance for his subordinates

Answer 20

first-line supervisor