Chapter 16 performance and appraisal interview

Chapter 16 – Performance and Appraisal Interviews: Practice Exam Questions and

Answers with Explanations

August 11, 2025

1 Questions

1 There are the THREE approaches to appraisal interviews What are they? (Select three)

A Tell and listen

B Sell and gel

C Tell and dwell

D Problem solving

E Talk and walk

F Hit and run

G Tell and sell

2 What three aspects of employment are normally covered at an appraisal interview? (Select three)

A Induction

B Potential

C Resource allocation

D Problem solving

E Performance

F Reward

G Dismissal

3 The prime purpose of an appraisal interview is to chastise employees about poor performance

A False

B True

4 Even if a routine appraisal interview is not carried out well by a manager, little harm will be done

A True

B False

5 Which TWO of the following are the main aims of an employee appraisal system? (Select two)

A For managers to criticise employees

B To improve organisational performance

C To develop the individual

D For employees to criticise colleagues

6 Appraisal interviews should focus solely on past performance

A True

B False

7 The ‘tell and listen’ approach involves the manager giving feedback and al-lowing the employee to respond

A True

B False

8 An effective appraisal interview should include setting future goals

A True

B False

9 The ‘problem solving’ approach to appraisals focuses on:

A Assigning blame for issues

B Collaboratively addressing challenges

C Setting strict performance targets

D Reviewing employee contracts

10 Appraisal interviews are primarily used to:

A Discipline employees

B Evaluate and improve performance

C Assign new job roles

D Discuss salary increases only

11 The ‘tell and sell’ approach involves persuading the employee to accept feedback

A True

B False

12 Appraisal interviews should be conducted in a confrontational manner to ensure honesty

A True

B False

13 An appraisal interview can help identify training needs

A True

B False

14 The ‘tell and listen’ approach is primarily manager-driven

A True

B False

15 Appraisal interviews should only involve negative feedback to motivate im-provement

A True

B False

16 The ‘problem solving’ approach encourages mutual discussion between man-ager and employee

A True

B False

17 Appraisal interviews are only conducted annually

A True

B False

18 Feedback during an appraisal should be specific and evidence-based

A True

B False

19 An appraisal interview can influence employee motivation and engage-ment

A True

B False

20 The ‘tell and sell’ approach is considered the most collaborative appraisal method

A True

B False

21 Appraisal interviews should avoid discussing employee potential to focus

on current performance

A True

B False

22 Poorly conducted appraisal interviews can demotivate employees

A True

B False

23 An appraisal system can help align individual goals with organizational ob-jectives

A True

B False

24 The ‘problem solving’ approach is most effective for addressing perfor-mance issues collaboratively

A True

B False

25 Appraisal interviews are solely for the benefit of the manager

A True

B False

26 Which of the following is a key benefit of an effective appraisal interview?

A Assigning blame for failures

B Enhancing employee development

C Reducing organizational goals

D Limiting employee feedback

2 Answers and Explanations

1 Answer: A, D, G (Tell and listen, Problem solving, Tell and sell)

Explanation: The three approaches to appraisal interviews are tell and sell

(manager delivers feedback and persuades), tell and listen (manager gives feedback and listens to responses), and problem solving (collaborative dis-cussion to address issues) Other options are not recognized approaches

2 Answer: B, E, F (Potential, Performance, Reward)

Explanation: Appraisal interviews typically cover performance (current

job effectiveness), potential (future growth), and reward (recognition or compensation) Induction, resource allocation, problem solving, and dis-missal are not standard focuses

3 Answer: A (False)

Explanation: The prime purpose of an appraisal interview is to evaluate

performance, set goals, and support employee development, not to chastise employees, which can be demotivating

4 Answer: B (False)

Explanation: A poorly conducted appraisal interview can cause harm, such

as demotivating employees, creating misunderstandings, or lowering morale, due to lack of clarity or unfair feedback

5 Answer: B, C (To improve organisational performance, To develop the individual)

Explanation: The main aims of an employee appraisal system are to

im-prove organizational performance (by aligning individual efforts with goals) and to develop the individual (through feedback and growth opportuni-ties) Criticism is not a primary aim

6 Answer: B (False)

Explanation: Appraisal interviews should not focus solely on past

per-formance but also on future goals, development, and potential to ensure growth and alignment with organizational objectives

7 Answer: A (True)

Explanation: The tell and listen approach involves the manager providing

feedback and then allowing the employee to respond, fostering a two-way dialogue

8 Answer: A (True)

Explanation: Effective appraisal interviews include setting future goals to

guide employee development and align with organizational objectives

9 Answer: B (Collaboratively addressing challenges)

Explanation: The problem solving approach focuses on collaborative

dis-cussion to address performance challenges and find solutions, not assign-ing blame or settassign-ing strict targets

10 Answer: B (Evaluate and improve performance)

Explanation: Appraisal interviews are primarily used to evaluate and

im-prove performance, not to discipline, assign roles, or focus solely on salary

11 Answer: A (True)

Explanation: The tell and sell approach involves the manager delivering

feedback and persuading the employee to accept it, often with less dialogue

12 Answer: B (False)

Explanation: Appraisal interviews should be constructive and supportive,

not confrontational, to foster open communication and motivation

13 Answer: A (True)

Explanation: Appraisal interviews can identify training needs by

assess-14 Answer: A (True)

Explanation: The tell and listen approach is manager-driven, with the

manager providing feedback first, followed by listening to the employee’s response

15 Answer: B (False)

Explanation: Effective appraisals include both positive and negative

feed-back to motivate improvement and recognize achievements, not just nega-tive feedback

16 Answer: A (True)

Explanation: The problem solving approach encourages mutual

discus-sion to address issues collaboratively, fostering solutions and engagement

17 Answer: B (False)

Explanation: Appraisal interviews can be conducted more frequently than

annually, such as quarterly or as needed, to provide ongoing feedback

18 Answer: A (True)

Explanation: Feedback in appraisals should be specific and evidence-based

to ensure clarity, fairness, and actionability

19 Answer: A (True)

Explanation: Appraisal interviews can boost motivation and engagement

by recognizing achievements and setting clear goals

20 Answer: B (False)

Explanation: The tell and sell approach is less collaborative than problem

solving, as it focuses on persuading the employee rather than mutual dis-cussion

21 Answer: B (False)

Explanation: Appraisal interviews should discuss employee potential

along-side performance to support long-term development and career planning

22 Answer: A (True)

Explanation: Poorly conducted appraisals can demotivate employees, lower

morale, and create distrust if feedback is unclear or unfair

23 Answer: A (True)

Explanation: An appraisal system aligns individual goals with

organiza-tional objectives, ensuring employees contribute to overall success

24 Answer: A (True)

Explanation: The problem solving approach is most effective for

address-ing performance issues collaboratively, encouragaddress-ing mutual solutions

25 Answer: B (False)

Explanation: Appraisal interviews benefit both the employee (through

feed-back and development) and the organization (through improved perfor-mance), not just the manager

26 Answer: B (Enhancing employee development)

Explanation: A key benefit of effective appraisal interviews is

enhanc-ing employee development through feedback, goal-settenhanc-ing, and identifyenhanc-ing training needs