Mgmt 365-Practice 8,9,10

What are the outcomes of succession planning?

-A list of people who will be ready to be emergency replacements with some additional development -A list of potential emergency replacements for critical positions

BARS are considered to be superior to graphic rating scales for measuring performance because they detail the behaviors associated with each level of performance. What are the drawbacks of using BARS for performance appraisal?

-BARS take a very long time and a lot of effort to develop -When using BARS, you need to have a different appraisal form for every different type of job in the company

In order to be effective, onboarding should have which of the following?

-Begins before day one on the job -A basis in what new hires want -An enjoyable format -Clear goals

Think about the characteristics of adult learners. Based on those characteristics, which of the following are questions you might expect an adult learner to ask?

-Can I decide what I'm going to study next? -What problem will this class help me to solve? -Why are we learning this?

In which of the following countries might performance management be considered as inappropriate?

-China -Japan

You have been asked to create a training program on performance management for managers. Which of the following items should you include in that training?

-Conducting and discussing the compensation review -The performance criteria that employees will be rated on -When and how to discuss training and development goals -How to avoid common rating errors

You have decided that you want to manage the talent in your company more successfully. Which of the following steps could you take to do so?

-Embrace a decision science perspective -Revolutionize stale processes -Relinquish some control

You know how important it is to keep the skills of your employees up to date, and you are committed to creating a learning culture in your organization. Which of the following activities will help you do this?

-Emphasize the importance of learning to all member of the organization -Focus on how KSAs can be improved through training -Get the CEO of the company to give a talk supporting the culture -Let middle managers contribute to the development and implementation

What are the advantages of external training for organizations?

-External training allows employees to learn from other companies' employees -External trainers may have more expertise in their topic area than internal trainers -External training can be less expensive than developing internal training

Farhad has just become a manager, and next week, he is scheduled to conduct his first performance reviews with his employees. What advice would it be useful for Farhad's manager to give him before he starts this process?

-Farhad, when an employee is not doing well, take time to listen to their explanation of what's going on -Farhad, be sure to praise those employees who do well -Farhad, you need to give your employees feedback about their work frequently

You have been asked to coach a new executive in your company. Which of the following actions would it be appropriate for you to take as a coach?

-Follow up and reinforce positive behaviors used -Explain the behaviors that are expected of the executive -Make it clear why certain actions were taken -State observations accurately

Forced distribution ratings require that managers identify high, average, and low performers, with a limited percentage of employees falling into each category. What are the drawbacks of this method?

-Forced distribution positions can be difficult to explain to employees -In the past, forced distribution has led to discrimination lawsuits -Forced distribution is a very severe form of appraisal

The text makes the point that organizations in the future will have greater need for soft skills, such as adaptability, innovation, creativity, emotional intelligence, hospitality/customer service, and empathy, and it suggests training in these skills should start now. How can organizations make training in these skill areas more successful?

-Get leaders involved in training -Make the training behaviorally based -Create policies that support the behaviors taught in training

Which of the following performance appraisal methods use an absolute format?

-Graphic rating scales -BARS

Employees may not like the idea of cross-training because they believe that they should be paid more as they learn about different jobs, and that doesn't always happen. What can companies do to make cross-training more acceptable to employees?

-Help employees to understand how cross-training is likely to enhance their careers -Give employees who successfully complete cross-training a bonus

Suppose that you are reviewing the results of your employee's performance appraisal with her. Your employee is polite, but doesn't seem to start listening to anything you say until you tell her how her compensation will be changing in the next year. What could you do to prevent this problem?

-Hold separate performance appraisal and compensation discussions -Prepare performance appraisals and make compensation decisions at different times

According to SHRM, performance management needs which of the following sections?

-Individual performance improvement planning -Goal setting -Performance review

Alice Brennan, the Director of Associate Relations at Ocean House, says that the executive team goes off property every year for executive leadership training. This is likely to be an external training program, as it occurs offsite. What are the advantages to an external training program?

-It might be less expensive than an internal training program, especially if internal training resources are limited -It may be provided by trainers that have more expertise than internal trainers -The company doesn't have to spend as much time developing materials for external training

If Cody Felice, the Housekeeping Director at Ocean House, wanted to evaluate a new housekeeping training program that is supposed to help housekeepers clean rooms more thoroughly at the results level, which of the following evaluation tools could he use?

-Manager reports on hotel room cleanliness -A survey that measures customer satisfaction with the cleanliness of their hotel rooms

What are the most common approaches to leadership development training?

-Mentoring -Coaching -Executive education

Which of the following may be legally required for organizations to do when they offer their employees training?

-Offer training to employees who have received certain performance review evaluation levels, not on the basis of whether or not the employees are male or female -Provide a way for a blind employee to hear what is on the screen in an online training session

Suppose that Jill Leonard Tavello, the Vice President of Culture and Communication for Stew Leonard's, wanted to track the effectiveness of the Future Leader Program at Stew Leonard's. Which of the following metrics would be effective for this analysis?

-Organizational profitability -Success rates of individuals promoted -Annual cost of the program -Turnover rates for individuals that go through the program

May Lin's boss wants to use a pay-for-performance approach to reward his most productive workers. But May Lin is concerned. Which of the following are challenges that companies face when they use pay-for-performance systems?

-Pay-for-performance systems can make teamwork more difficult in the workplace -Pay-for-performance systems can create inequity among employees

The organizational career planning perspective focuses on which of the following?

-Planning career ladders -Developing and auditing career system for success

Many industries, such as hotels and restaurants, hire workers who have poor basic English and math skills. How can these companies increase the skills of their employees?

-They can test job applicants to see if they have remedial skills and not hire anyone whose skills are remedial -They can offer remedial training classes for employees -They can work with local schools to help educate potential applicants

Wendover United, a large paper manufacturing firm, has just implemented a formal succession planning process. What benefits might they expect to get from succession planning?

-They will have a better company brand and be seen as a more desirable place to work -They will have qualified people when future jobs open up -They will have higher retention, because their employees have career plans and opportunities

Miguel's company is putting in a performance appraisal system in which employees are asked to rate their supervisors. Those ratings are used to help supervisors learn to support their employees while they become more effective. What are the primary advantages of such a system?

-This type of rating program can make managers more responsive to employees -This type of appraisal can identify growth areas for managers -Employee ratings are useful in identifying competent managers

Your text points out that 95% of managers say that they are dissatisfied with their organization's performance management system. What could these managers do to better manage performance appraisals?

-Tie goal accomplishment to monetary rewards -Tie feedback to individual goals -Provide timely feedback

Which of the following are typically covered in pre-supervisor training?

-Time management -Employee relations -Basic management responsibilities

If training is to be a strategic investment, which of the following must be true?

-Training must contribute to the achievement of key performance indicators -Training must align with company goals

What are the disadvantages to the make strategy of talent development?

-Using only internal leaders can create tunnel vision in the organization -Developing leaders internally takes time

Many trainers today are starting to use mobile technology for m-learning. Trainees participate in the course using their own mobile devices, such as cell phones. What are the three key strategic questions trainers must answer before developing m-training?

-What system architecture will be used with the training? -Who is the target market for the training? -What learning content should go into the training?

Which of the following statements about modeling are true?

-You can learn as much from a bad model as you do from a good model -Modeling suggests that managers learn by copying someone else's behavior

Jeremiah is a regional manager for a large restaurant chain. Each year, Jeremiah's performance is evaluated by his direct supervisor, other regional managers, all the restaurant location managers who directly report to Jeremiah, and by Jeremiah himself. Which of the following terms best describes this type of performance appraisal?

360-degree feedback

In a different video, Wendy, co-owner of Metropolitan Bakery, outlines their clear-cut training program as an orientation, which includes three shifts with a seasoned associate, scripts, quizzes, follow-up quizzes, and constant check-ins. What kind of performance appraisal would be especially effective with this training program?

A 360-degree appraisal

According to the Nine-Box Talent Grid, which one of the following employees is most likely to get put into the Future Leader Program at Stew Leonard's?

A consistent star

Theo is trying to decide whether or not his company should continue offering their training program for new accountants. Last week, he determined that the cost of designing and delivering the training for 6 months was $50,000. He estimated that the company could save $100,000 after accountants went through the program because of fewer errors in their books, higher employee retention, and more productive work on audits by the accountants. Now he is gathering data to see if the savings he expects are actually happening for the company. What kind of an analysis is Theo conducting?

A cost-benefit analysis

What kind of performance appraisal is this? 1.Lawyer is minimally effective at winning cases. 2. Lawyer is somewhat effective at winning cases. 3. Lawyer is effective at winning cases. 4. Lawyer is very effective at winning cases.

A graphic rating scale

Alice Brennan, the Director of Associate Relations at Ocean House, says that department trainers are responsible for training new employees and testing them as they go along. Suppose that a department trainer tested new bartenders by asking them to list the type of liquor that goes into different mixed drinks, as well as the amount of liquor that goes into the drink. What kind of evaluation would this be?

A learning evaluation

Karl and Kara own a business that specializes in providing outdoor adventure experiences for tourists. They employ a staff of eight adventure guides who are responsible for providing each client with a safe and enjoyable outdoor experience. Recently, Karl and Kara received a number of complaints about the guides from clients. Karl believes that the problem can be resolved by providing the guides with additional customer service and communication training. But Kara suggests that before investing resources into training, they should conduct ______ to see if training is the best solution, and if so, which type of training would be the most beneficial.

A needs assessment

Which of the following performance appraisals would be more effective for use in analyzing development needs?

A performance appraisal that focuses on how an employee approached his or her last project-which of the employee's KSAs were used effectively and which could have been used more effectively or improved.

In the context of transfer of training, ______ is the extent to which someone expects the learner to use the new skills on the job and holds them responsible for doing so.

Accountability

Recruiting, selection, and placement are all part of the _______ segments of the talent management process.

Acquisition and staffing

What does adding a pre-measure do to a post-measure training evaluation design?

Adding a pre-measure lets you determine what the skill level of trainees was prior to training

James Barrett, cofounder and co-owner of Metropolitan Bakery, discusses Will, who started in packing and now does maintenance for the organization as well. James says that because Will is successful, he will continue to add more things to his plate. In doing so, James is illustrating which of the following approaches to performance management?

Administrative determination of transfers and assignments

Michael Eisner, the CEO of the Walt Disney Co., was in trouble. Doctors had just told him that he had to have a coronary bypass. Just before he was wheeled into the operating room, he called his wife and sons over and said to them, "If it becomes an issue, I think that either Ovitz or Diller would be good to replace me." After the surgery, everything was fine, and Eisner went on to run Disney for many more years. But if the company had followed Michael's direction, what mistake would they have been making?

Allowing the CEO to make succession decisions

Genkei is sitting down with his employee, Haruto, to talk about Haruto's performance. They have these meetings whenever Haruto finishes a project. Genkei goes over the project with him, and together they determine what went right, what went wrong, and how to do things better next time. This is ______ performance appraisal.

An informal

-Line managers -HR staff -Top Leaders

Appraisal Responsibilities

Which of the following questions is asked in the third step in the succession planning process?

Are results examined to determine individual talent?

Joel is a young manager, and he is spending the next 3 days at work taking tests and going through a number of exercises designed to see how well he uses his individual skills on the job. He will be monitored by four different judges who will observe him, score his test materials and exercise outcomes, and later share his results with him. What kind of a development needs analysis technique is Joel going through?

Assessment center

What is the current name of the professional association for trainers?

Association for Talent Development (ATD)

-English language -Literacy -Core mathematics

Basic and Remedial Skills

Why is it necessary to weight the importance of job duties when establishing a performance management system?

Because the importance of job duties varies from job to job

Janice is an employee at a marketing firm. Her exceptional performance in the past 2 years at the firm has resulted in four job promotions; as a result, she has reached the topmost position in her department within a significantly short period of time. However, there are no more opportunities for upward mobility for her because the next job position in the firm's hierarchy requires a job experience of 10 to 15 years, which Janice lacks. As a result, Janice has become demotivated and is less satisfied with her job because of a lack of challenges. This scenario illustrates the concept of

Career plateau

Appraisal feedback should be focused on ______.

Coaching and development

When conducting a performance review, which of the following elements of feedback do you NOT want to use?

Comparison

High Performer/High Potential

Consistent Star

Career success is measured by intrinsic satisfaction.

Contemporary View

Individuals are proactive about planning their careers.

Contemporary View

Work-life balance is highly valued.

Contemporary View

Suppose that a manager sees an employee sleeping at his or her desk. The manager writes down a brief description of what happened, and when it is time to give the employee a performance review, the manager uses her write-up to document the reason why she gave the employee a less-than-satisfactory rating. This manager is using the _______ method of performance appraisal.

Critical incident

High Performer/Moderate Potential

Current Star

Implementing a guided self-appraisal system using management by objectives (MBO) is a four-stage process. The second stage in this process is _______.

Developing performance standards

Which of the following is the difference between development and training?

Development is long term, whereas training is short term

Will, an employee at Metropolitan Bakery, says of James that "He'll teach you." This statement indicates Metropolitan Bakery uses which of the following approaches to performance management?

Developmental approach to learning

Wendy Smith Born, co-owner of Metropolitan Bakery, says that Lorie Brennell has a high standard of excellence, and so she likes for new people to be trained by her. In making this statement, Wendy is showing which of the following approaches to performance management?

Developmental recognition of individual performance achievements

-Put the trainees on their own -Check frequently -Reduce follow-up as performance improves

Do Follow-Up

Clarissa manages a group of civil engineers for the city of Tulsa, Oklahoma. Clarissa is a civil engineer herself, and she has only been managing employees for the past 3 months. Currently, she's working hard to be sure her engineers are motivated and that they work together effectively as a team. What kind of training would you recommend for Clarissa?

Employee relations training

Which of the following metrics tells you what percentage of new employees received a positive performance rating?

Employee upgrade rate

Elodie has been asked to submit a self-appraisal for her next performance review. What is the biggest problem companies encounter with self-appraisals?

Employees can be too lenient when they rate themselves

Which of the following would be the best objective to use for a training program?

Employees will be able to operate the Stand-A-Tron 4000 machine to create 200 pairs of running shoe soles in 1 hour without an error

Joe is a roofer for a large solar power company. Last month, he went to a seminar on installing solar panels. The seminar was interesting, and it taught Joe a lot of new skills. But when Joe came back to his job, nobody else was using the new techniques, so Joe went back to putting racks on roofs the way he always had. What kind of a problem is Joe facing?

Encapsulated development

During Henry's performance appraisal, his boss said to him, "Henry, I've noticed that you've included several expensive bottles of wine in your last few company dinners. As you know, our policy here at AspenGlow is to keep the cost of travel expenses to a minimum. Please keep your wine purchases to $40 or less a bottle." What is Henry's manager emphasizing by saying this?

Ethics

Police sergeants measure how often police officers pull their guns after taking a class on gun safety.

Evaluation Level: Behavior

Students identify five rules for creating a good short story after taking a writing class.

Evaluation Level: Learning

Students take a multiple choice exam at the end of their chemistry class.

Evaluation Level: Learning

After a financial seminar, students fill out a form indicating how useful they thought the seminar was.

Evaluation Level: Reaction

A CEO tracks the length of time it takes to hire new engineers after HR representatives take a recruiting and selection class.

Evaluation Level: Results

Who among the following uses a comparative method of performance appraisal?

Finch, who ranks his subordinates from highest performing to lowest performing

Which of the following employees is likely to have high potential for growth in an organization?

Frances, a chemist who is strongly engaged with many different tasks and people in the organization. She has intense curiosity and is always wanting to learn more in her field

Moderate Performer/High Potential

Future Star

Stephanie is an amazing writer. Her boss, Steffan, often asks her to write important documents, such as end-of-year reports and presentations on new products. Steffan routinely gives Stephanie very high performance appraisal ratings. Unfortunately, he doesn't consider the fact that Stephanie does have flaws in some areas—for example, she rarely turns in her timesheet on time and she seems to have difficulty working with some of her teammates. But Steffan feels that if Stephanie is so good at writing, she must be good at everything. Which rating error is Steffan making?

Halo error

Who among the following individuals best matches Ken Blanchard's description of the disillusioned learner in the classic book Leadership and the One Minute Manager?

Henry has been passed over for three promotions within his firm and is now afraid of applying for another promotion

High Performer/Low Potential

High Professional

Low Performer/Moderate Potential

Inconsistent Player

-Performance appraisals -Tests -Records -Assessment centers -Questionnaires -Surveys -Job knowledge tools

Individual Analysis

Training: People who want to become pilots get into simulators so they are doing exactly what a pilot would do in different situations.

Instructional Strategy: Active practice

Training: It's not enough to just think like a leader, you have to act like a leader, too. So in MacKenzie's leadership class, she was asked to persuade one of her classmates to give MacKenzie the research the classmate had done for the course term paper.

Instructional Strategy: Behavior Modeling

Training: In Pedro's firefighting class, the instructor spent 20 minutes telling the class about backfires and how they could be killed by a backfire if they didn't learn and implement the class content.

Instructional Strategy: Error-based

Training: Judy knew that learning to be a certified HR professional was going to take a long time. So she bought a book on the SHRM certification exam and she broke it down into small parts. She reads one half of one chapter per week and really masters that material before she moves on to the next part of the book.

Instructional Strategy: Microlearning

Training: At first Karl thought it was silly, but when he took his CERT (Community Emergency Response Team) class, they made him demonstrate how to do CPR five different times. Now Karl really knows what to do in case of an emergency.

Instructional Strategy: Overlearning

Training: Miguel received four baseball tickets for getting 100% on his final in a course in pruning deciduous trees.

Instructional Strategy: Reinforcement

Rushita is working hard to make sure her gym has the people it needs to grow in the next year. She has established five key skills that she thinks her employees will need, and she's made sure that her employees are trained on those skills, that they are evaluated on those skills in their performance reviews, and that her succession planning program checks to see if employees have those skills before recommending them for promotion. What approach is Rushita using for talent management?

Integrated talent management

How do employees see training and development?

It is something they want and need

Which of the following is a disadvantage of technology-supported training?

It requires significant up-front investment of both time and money

-Customer service -Equipment operations -Quality procedures -IT and technical -Product details

Job and Technical Skills

Compulsory training for receiving a medical degree typically includes _______ in which medical students work in different medical specialties and perform a variety of roles.

Job rotation

In order to be legal, a performance appraisal must be ______.

Job-related

-Employee KSAs -Benchmarks -Effectiveness -Job specifications -Efficiency data -Employees surveys

Job/Task Analysis

Moderate Performer/Moderate Potential

Key Player

Rose is conducting a gap analysis to see what kind of training the employees in her company need. She determines that all of her employees would benefit from learning basic grammar. She contracts with an English teacher to develop a class that will present the employees with information about the rules that govern how to construct sentences. In what area are Rose's gap analysis objectives going to fall?

Knowledge

SnacksForYou delivers snacks to offices. They pride themselves on salespeople who know more about nutrition than anyone else in the business. SnacksForYou provides regular training for their salespeople, and that training gives the sales staff the information that they need to be competitive. In addition, salespeople share their knowledge with their coworkers, discussing sales successes and failures at their weekly meeting. SnacksForYou is participating in ______ to stay sustainable.

Knowledge management

The "VARK" Questionnaire [http://www.ct.gov/ctdn/lib/ctdn/the_vark_questionnaire.pdf/] is designed to assess individual differences in learning preferences. For example, some individuals find it easier to learn through reading while others learn better by doing. Assessments such as the VARK provide information about how training is impacted by ______.

Learner characteristics

The ADDIE model of systematic instructional design process includes five key phases. The design phase of this model is a macro-level phase where

Learning objectives and media selection are determined

-Safety compliance -Driving skills -Nondiscrimination -Harassment prevention -Industry-specific requirements

Legally Required

Jana's supervisor sent her to a national conference to receive training on the latest technology and techniques in the industry. Although the conference was interesting and provided Jana with lots of new information, her company did not actually have any of the technology that was demonstrated in the training sessions. The most likely outcome in this case is _______.

Low transfer of training

At Stew Leonard's, they have decided to _____ their key employees.

Make

The movie Moneyball (based on the book by Michael Lewis) tells the story of Billy Beane, the general manager of Oakland Athletics, a baseball team, and how he transformed baseball using advanced statistical techniques for selecting players. Unlike rich teams such as the New York Yankees, Oakland Athletics had a very low payroll budget, so Beane created a successful ______ strategy of talent creation. He recruited unorthodox players at very low prices and developed them into game-winning players.

Make

Suppose that you are trying to assess the development needs of your team, and you give them all the Myers-Briggs Type Indicator, a psychological test that measures the psychological types of individuals. What is the biggest problem with using this type of test to assess development needs?

Managers may attach meanings to findings that are not supported by the test developers

What is the biggest concern managers have about the kind of training that Elizabeth is receiving?

Managers worry that employees who get outside degrees are more likely to leave the company

Stephen is a 40-year-old employee at a food manufacturing company. He works in the production department and wants to advance to one of the top managerial positions in the company. He focuses on the pursuit of values, integrity, and well-being. From the given information, it can be concluded that Stephen is in the ______.

Mid-career stage

Many companies today have modified their performance management systems to make them more effective. What is typically the biggest change in the new systems?

More frequent check-ins to get feedback on performance

Jasmine receives a promotion based on her performance appraisal rating.

Nature of Appraisal: Administrative

Kaylee received a 20% bonus this year because she was the highest-performing employee in her department.

Nature of Appraisal: Administrative

Lila is demoted after receiving a poor performance appraisal.

Nature of Appraisal: Administrative

Eduardo goes to his mentor, Mateo, to get tips for improving his performance.

Nature of Appraisal: Developmental

In the course of discussing his performance appraisal, Mike and his manager look for ways to resolve the problems that slow down the assembly line.

Nature of Appraisal: Developmental

While reviewing his goals for the year, Tyrell and his manager discuss what training Tyrell might require to accomplish next year's goals.

Nature of Appraisal: Developmental

-Identify key sales elements and train sales force -Assign key people and provide necessary global training -Train production and sales on new products -Assimilate employees from new company, and provide orientation and training

Necessary Outcomes to Implement Strategies

Which of the following scenarios depicts the process of onboarding?

Nina's supervisor introduces Nina to her coworkers and acquaints her with the workflow of the company

Most housekeepers are non-exempt employees. Legally, what does this mean that Ocean House has to do when they train their housekeepers?

Ocean house has to pay housekeepers for the time they spend on training, including time spent outside normal working hours

One potential problem associated with _____ is that the person doing the training might have little experience or interest in training others; the trainers might not be performing the job correctly themselves, thereby transmitting incorrect information and bad habits to the trainees. Another problem can be that the work productivity of the trainers might be low because of the time spent on training new employees.

On-the-job training

When Cody Felice, the Housekeeping Director, was first hired at Ocean House, he had an eight-week training plan in which he worked alongside the room attendants, floor valets, and housekeeping director. What kind of training was Cody participating in?

On-the-job training

After an employee's introductory period, how often are most performance appraisals given?

Once a year

-Grievances -Accidents -Waste/scrap -Training observations -Observations -Customer complaints -Exit interviews -Equipment use -Attitude surveys

Organizational Analysis

-Increase sales -Expand into overseas market -Develop new product line -Acquire competitor company

Organizational Strategies

What is the biggest problem with sales training?

Participants often don't use the skills they have been taught

Which of the following is true about individual-centered career planning?

People develop their own strategies for career movement and success

Employee rating, employee evaluation, performance evaluation, and performance review are all terms for what?

Performance appraisal

Carlita is a hard worker, and she wants to be rewarded for her efforts. She is hoping she can find a company that will pay her with a pay-for-performance plan, as she works very quickly. What pay strategy would a company like that have most likely?

Performance-driven

-Put them at ease -Find out what they know -Get them interested

Prepare the Trainees

-Tell, show, question -Present one point at a time -Make sure the trainees know

Present the Information

Individuals are willing and able to adapt to changes.

Protean View

Individuals seek feedback to form accurate self perceptions.

Protean View

There are numerous short learning cycles.

Protean View

-Have the trainees perform the tasks -Ask questions -Observe and correct -Evaluate mastery

Provide the Trainees with Practice

The Skilled Trades Training Fund in Michigan does what for employers?

Provides funding assistance to offset training costs

Bliss is evaluating the sommelier at her hotel. In order to rate him on customer service, she checks to be sure that he greets every customer when they arrive and that he asks customers about their wine preferences before suggesting wine to them. These are both ______, or ______, measures that should be used with the other type of measures to get a full picture of performance.

Qualitative; subjective

Leeann is evaluating Althea's performance for the past year. At the beginning of the year, Althea was doing very well, but in the last month or so, Althea made mistakes on several large projects. Leeann remembers the mistakes and notes them on Althea's performance review, but she doesn't remember the good work, so that is not included. Which rating error is Leeann making?

Recency error

James Barrett, cofounder and co-owner of Metropolitan Bakery, brings in a lot of employees who have previously been in the prison system. What should he do in terms of performance management if he wants to train these employees in ethical behavior?

Reinforce ethical behaviors and punish unethical behaviors during the performance review

______ performance ratings tend to be more objective than subjective.

Results-based

Tanya is 63 years old and she's not very familiar with instant messaging and other forms of electronic communication. Suriya is 22 years old. She meets with Tanya once a week to help her improve her technology skills. Suriya is acting as a _______ for Tanya. Suriya's actions are a form of ______.

Reverse mentor; coaching

Low Performer/High Potential

Rough Diamond

Employees at Intel are eligible for an 8-week paid _______ after they complete 7 years in the company. The company management believes that employees need time off the job to develop and rejuvenate.

Sabbatical

Which of the following training development tools offers managers the least control over what KSAs an employee develops?

Sabbaticals

James Barrett, cofounder and co-owner of Metropolitan Bakery, says that he likes nurturing, teaching, and developing employees' talent. To accomplish this, he needs culinary graduates to help train others. And Wendy says she provides challenges to Lorie as a reward for the excellent work Lorie does. If James sees only the top 10% of Wendy's work and evaluates her on that, but doesn't evaluate her on her other work, what kind of rating error is he making?

Sampling error

-Rating scales -Comparative methods -Narrative methods -Goal-setting/MBO -Combination

Selecting the Type of Appraisal System

What should senior managers watch out for when using this strategy?

Senior managers have to be careful that the company does not become too ingrown

Performance management does all of the following except: a. Provide feedback to employees b. Separate poor performers from the company c. Document performance for personnel records d. Clarify organizational expectations

Separate poor performers from the company

-Interpersonal communication -Ethics -Team relationships -Conflict management -Problem solving -Coaching and feedback -Diversity and inclusion

Soft Skills

Moderate Performer/Low Potential

Solid Professional

Alice Brennan, the Director of Associate Relations and Recruitment at Ocean House, notes that "...we invest hundreds of thousands of dollars per year on our training program." She also says that they have the Forbes Travel Guide come into the hotel three times per year to do inspections, which then lead to conversations about where the hotel can do better and additional training as needed. This is a sign that Ocean House is doing ______ training.

Strategic

How does succession planning differ from replacement planning?

Succession planning has a development component as well as a list of people who could move into different jobs

Low Performer/Low Potential

Talent Risk

Dual-career ladders can help to solve the career challenges faced by ______.

Technical and professional workers

Which of the following statements is consistent with current research and legislation on organizational succession planning?

The Sarbanes-Oxley Act requires governing boards to engage in CEO succession planning

Jessica hates evaluating her employees. She thinks that performance appraisal is a big waste of time, and she does not like to make distinctions between her employees. This year, therefore, she decides to save time and trouble by giving all her employees a "3" or "average rating" on a 5-point rating scale. Given the information, which rating error will Jessica make?

The central tendency error

Suppose that an employee completes a large work project on time and under budget. He has saved the company several million dollars and you want to reward him for that. But his performance review is not for several months, and your budget for raises this year is small. As a result, your employee gets about the same amount of money this year as all of his coworkers. What is the employee likely to think?

The company's compensation system is unfair

Why is it that a pre/post measure of training is better with a control group than without one?

The control group allows you to check to see if something other than training has influenced performance

Each quarter, Hannah has a formal meeting with her manager, and they review Hannah's performance in the previous quarter; they then establish a list of new performance goals for the next quarter. They also have monthly review sessions to discuss Hannah's progress. Which of the following methods of performance appraisal does this scenario illustrate?

The management by objectives method

What do organizations do when they are viewing training strategically?

They assess if training can solve organizational problems

What is the biggest advantage of off-site development approaches?

They give employees the chance to concentrate solely on what they are learning, without distractions from their jobs

-Informal -Systematic

Timing of Appraisals

Career paths focus on upward moves.

Traditional View

Career success is measured by things like money, power, and status.

Traditional View

Individuals expect employers to lead them through their careers.

Traditional View

-Performance consulting, design training -Intercultural competence, language training -New product training, production practice, sales simulations -Onboarding, corporate culture training

Training Activities

Which of the following types of performance ratings have courts suggested not using?

Trait-based

Elizabeth Arverro has received money from Stew Leonard's while earning her college degrees. This implies that Stew Leonard's is using a _______ approach to training new managers.

Tuition reimbursement

When is classroom training most effective?

When students can question the material being presented

-Direct supervisor -Peers -Employee -External sources -Multiple sources

Who Conducts Appraisals

The Holland Interest Inventory and the Myers-Briggs Type Indicator help individuals answer which of the following questions in career planning?

Who am I?