I/O Quiz 06 Welcome to your I/O Quiz 06 Your Name 1. The tendency to give all the workers very positive performance appraisals is called the halo effect severity error central tendency error leniency error2. Objective performance criteria involve the measurement of quantifiable aspects of job performance. are always clearly established by organizations. involve judgments or ratings made by a knowledgeable individual. do not differ from subjective performance criteria.3. By far, most performance appraisals are performed by coworkers All of the above supervisors. customers. workers rating their own performance.4. For the organization, performance appraisals serve as sources of information for employee needs. assessments of productivity of individuals and work units. sources of validation for employee selection and placement methods. all of the above5. The extent to which the means of appraising performance is pertinent to job success refers to criterion deficiency. criterion relevance. criterion usefulness. criterion contamination.6. To be useful, a performance criterion should be relatively easy and cost effective to measure. be seen as relevant by the appraiser and by the employee be seen as relevant by the management of the organization. all of the above7. Comparative methods of performance appraisals include graphic rating scales. checklists. the ranking technique. subjective performance evaluations.8. A common source of criterion contamination is a lack of time to develop accurate performance criteria. appraiser biases. the use of subjective performance criteria the use of objective performance criteria.9. Objective performance criteria would be most easily developed for the job of bank teller. executive vice president. dancer. author.10. Performance appraisals assess worker performance in terms of worker attitude and commitment. all of the above in terms of productivity in comparison to certain predetermined standards.