A supervisor who rates an employee high on all factors because she is outstanding on one factor is committing what kind of error?

Recency

Proximity

Central tendency

Halo

The phrase $360-$degree feedback means that:

People sit around in a circle and discuss the employee

Everyone is rated the same because they are all within the circle

There are more than $10$ people to be rated

Raters come from a variety of people with whom the employee contacts on the job

Perhaps the greatest advantage of using rating scales in pay$-$for$-$performance programs is:

Their accuracy

Where there are common factors, all employees can be placed on a single ranking

They have less rating error

Managers like to use them in discussing performance appraisals with their employees

The valence of money:

Is high for all employees

Is low for all employees

Varies between employees

Declines with higher wages

A major advantage of a graphic rating scale is that it:

Can be used for many jobs

Describes good and poor behaviors

Is the only true ratio scale

Allows the use of personal characteristics as factors

Although managers in general are strongly in favor of pay$-$for$-$performance, first line supervisors are often not as enthusiastic about it$.$ One reason for this is:

It upsets their budgets

It increases grievances

It may decrease cooperation

Supervisors believe strictly in equity

In a pay$-$for$-$performance system:

Pay can go up but typically not down

Each employee receives an increase, but good performers get more

Employee performance is assumed to be correlated with length of service

Performance standards should NOT include:

Goals

Outcomes

Behaviors

Personal characteristics

Which employee group is least likely to be included in a performance appraisal system?

Blue$-$collar workers

Clerical workers

Professional workers

Supervisors

The ideal salary range for a pay$-$for$-$performance plan will include:

A $10-$step range

A continuum

a minimum, midpoint, and maximum

A broadband