Definition (1): Unclear standards are appraisals that are too open to interpretation. The graphic rating scale seems objective. However, it would probably result in unfair appraisals, because the traits and degrees for merit are ambiguous. For instance, various supervisors may define “fair” performance, “good”
performance, and “poor” performance, and so on in various ways. The same thing can happen in the case of traits like “creativity” or “quality of work”. Definition (2): Unclear standards refer to ambiguous or obscure degrees of merit or traits that can cause an unfair appraisal. Unclear standards undermine performance
and outcomes within a team and also negatively affects relationships, teamwork, and engagement. These standards may also result in severe employee relations problems such as destructive conflict, unjust dismissal claims, and grievances that can be pretty costly for the organization. Leaders should have clear expectations and set clear standards. There can be various occasions when they will need to agree, set, and be led by expectations. Some of these situations are mentioned below:
Human Resource Management, 15e (Dessler)
Chapter 9 Performance Management and Appraisal
1) Which of the following terms refers to the process of evaluating an employee's current and/or
past performance relative to his or her performance standards?
A) employee selection
B) performance appraisal
C) employee orientation
D) organizational development
Answer: B
Explanation: B) Performance appraisal means evaluating an employee's current and/or past
performance relative to his or her performance standards. Performance appraisal always involves
setting work standards, assessing the employee's actual performance relative to those standards,
and providing feedback to the employee.
2) The primary purpose of providing employees with feedback during a performance appraisal is
to motivate employees to ________.
A) apply for managerial positions
B) remove any performance deficiencies
C) revise their performance standards
D) enroll in work-related training programs
Answer: B
Explanation: B) The purpose of providing feedback to the employee is to motivate him or her to
eliminate performance deficiencies or to continue to perform above par.
3) Which of the following is NOT one of the recommended guidelines for setting effective
employee goals?
A) creating specific goals
B) assigning measurable goals
C) administering consequences for failure to meet goals
D) encouraging employees to participate in setting goals
Answer: C
Explanation: C) Effective goals should be specific, measurable, attainable, relevant, and timely.
Goals should be challenging but doable, and employee participation should be encouraged.
Giving consequences for failing to meet goals is not recommended and unlikely to motivate
employees.
4) SMART goals are best described as ________.
A) specific, measurable, attainable, relevant, and timely
B) straightforward, meaningful, accessible, real, and tested
C) strategic, moderate, achievable, relevant, and timely
D) supportive, meaningful, attainable, real, and timely
Answer: A
Explanation: A) The acronym SMART stands for specific, measurable, attainable, relevant, and
timely.
5) All of the following are reasons for appraising an employee's performance EXCEPT________.
A) correcting any work-related deficiencies
B) creating an organizational strategy map
C) determining appropriate salary and bonuses
D) making decisions about promotions
Answer: B