1. Which performance appraisal method involves gathering feedback from supervisors, subordinates, peers, clients, and self-assessment?
2. The appraisal bias where a rater gives uniformly high ratings based on a favorable general impression, unrelated to specific performance areas, is known as the __________ Effect.
3. What is a primary objective of performance appraisal related to employee compensation?
4. For an appraisal system to be effective, it must possess reliability and __________, meaning it consistently and accurately measures what it intends to measure.
5. Which traditional appraisal method requires raters to compare each employee individually against every other employee in the group?
6. The tendency for managers to rate most employees as "average" or "satisfactory," avoiding high or low ratings even when deserved, is known as:
7. A modern appraisal method where performance is measured against the successful achievement of goals mutually agreed upon by managers and employees is called Management by __________.
8. Ensuring that appraisal processes, forms, and rating scales are uniform across the organization relates to which characteristic of an effective system?
9. The appraisal bias where the most recent performance heavily influences the overall rating, overshadowing performance throughout the entire period, is the __________ Effect.
10. What principle emphasizes that performance appraisal should be grounded in clearly defined objectives and standards specific to the job?
11. Evaluating performance based on specific examples of highly effective or ineffective job behaviors observed during the appraisal period is the basis of the __________ Incident Method.
12. Which appraisal error occurs when a manager's initial positive impression unduly influences the entire evaluation?
13. The characteristic ensuring that an appraisal system is easy to use and implement without being overly costly or time-consuming is known as:
14. Providing employees with constructive __________ to help them improve performance and understand their strengths and weaknesses is a key objective of performance appraisal
15. A method that combines critical incidents with graphic rating scales, using specific behavioral examples to define points on the scale, is:
