A major criticism of trait theory is that it: A. places too great an emphasis on early childhood experiences. B. overestimates the consistency of behavior in different situations. C. underestimates the importance of heredity and personality development. D. places too great an emphasis on positive traits.
Trait theory attempts to: A. show how development of personality is a lifelong process. B. describe and classify people in terms of their predispositions to behave in certain ways. C. determine which traits are most conducive to individual self-actualization.
(Close-Up) During a class discussion, Trevor argues that "positive psychology" is sure to wane in popularity, since it suffers from the same criticisms as humanistic psychology. You counter his argument by pointing out that, unlike humanistic psychology, positive psychology: A. focuses on advancing human fulfillment. B. is rooted in science.
Criticisms of management by objectives include short-sightedness, where the company's resources are mobilised solely towards achieving goals, to the expense of other needs. Another criticism is that the collaborative approach to target-setting may not always be compatible with the commercial needs of an organisation.
Which of the following is most likely a true statement about relative and absolute judgment appraisal systems? Absolute judgments allow for equal ratings among employees, but relative judgments do not.
Companies use performance appraisals to determine which employees have contributed the most to the company's growth, review progress, and reward high-achieving workers. Although there are many different kinds of performance reviews, the most common is a top-down review in which a manager reviews their direct report.
Which of the following is the best appraisal format in terms of legal defensibility? The best appraisal format for employee development is: the MBO format.
Q.Which of the following is NOT a characteristic of the critical incident method forperformance appraisal?C.connecting specific incidents with performance goalsD.reflecting performance throughout the appraisal periodAnswer» b. comparing and ranking employees within a group2 more rows
Training implies a systematic procedure whereby employees are imparted technical knowledge and skill for specific jobs. It is not an aim of performance appraisal.
Self-appraisal, rating scale, group appraisal and 360 degree- these are not a method of Performance Appraisal. Performance appraisal includes all formal procedures used to evaluate the relative merit of each employee in a working organization.
Which of the following is not a performance appraisal factor? Explanation: Attendance, attitude, and quality of work are some of the performance appraisal factors. Some of the other performance appraisal factors are efficiency and amount of work. 5.
Performance appraisal allows you to provide positive feedback as well as identifying areas for improvement. An employee can discuss and even create a developmental (training) plan with the manager so he can improve his skills. It motivates employees if supported by a good merit-based compensation system.
There are three primary types of real estate appraisals that may be used, including the "cost approach," the "sales comparison approach," and the "income capitalization approach."
Which of the following is a defining characteristic of the forced-choice approach to appraisal? It requires a supervisor to choose from sets of statements, the most characteristic and the least characteristic ones describing an employee.
An informal appraisal is used when a system is in place to report managerial observations and assessment of employee performance. A strategic use of performance appraisal looks within the organization to provide consistency between individual and organization performance.
A pitfall of using relative judgments for performance appraisal is that they: fail to clarify how great or small the performance differences are between employees. Your CEO is considering the use of a relative judgment system for your company's performance appraisal program.
The goal of appraisal from the political perspective is utility. The goal of appraisal from the rational perspective is accuracy. Managers using a rational perspective to appraise performance believe that: the goal of an appraisal is accuracy.
Automotive, Inc. (A.I.) is an automotive manufacturing company that uses self-managed teams to produce large automotive parts. When performing evaluations, A.I. needs to remember to:
Absolute judgments allow for equal ratings among employees, but relative judgments do not .
You notice that Carrie tends to give each employee the same score across all dimensions of the evaluation. For example, Brian's scores all are in the average range while Karl's all tend to be in the excellent range, even though you know that each man has done very well on some and very poorly on some of the dimensions.
A major difference between psychoanalytic and trait perspectives is that: A. trait theory defines personality in terms of behavior; psychoanalytic theory, in terms of its underlying dynamics. B. trait theory describes behavior but does not attempt to explain it.
A. Freud placed too great an emphasis on the conscious mind.
is generally maladaptive to the individual because it distorts reality by over inflating self-esteem. B. is generally adaptive to the individual because it maintains self-confidence and minimizes depression.