mgntt ch 9

while the BArs approach takes the critical incidents approach and improves it to be anchored to specific behaviors,

BARS has to be developed for each specific job

nordstorm's is famous for having a customer oriented focus for their employees. given this focus, which of the following would be an approproate method for evalutating thier employees

Behavioral

nathan is a manger at a company and is using performance management to discipline his employees and to figure out where they need to be trianed. with the emphasis, he is not focusing on which of the following performance management goals?

administrative

which of the following likely reflects ethnical concerns when designing a performance management system?

all if employees see the system as ethical if the climate created by the system foster ethical decisions if the employees feel that dimensions the system is measuring is ethical

when a manager is not trained to provide performance feedback,

all of these may occur

when reviewing standards of performance with employees, a good performance evaluation method is ____

behaviorally anchored rating scales

a type of error when employees are compared to one another which results in making their rating higher or lower than their true performance warrants is called a

contrast effect

which of the following absolute approaches focuses on identifying examples of exceptionally good and exceptionally bad performance and evaluating employees aganist those examples?

critical incident approach

which source of performance data is expensive and difficult to attain yet valuable to the company?

customer

performance management can be used for both administrative and developmental purposes. the administrative purposes focus on issues such as

determining who will be getting raises

GE is highly competitive and ranks how poeple perform against each other in their performance management system. Using the 4 Es, it is likely that they will tell the low performers to look for a new job. 3M on the other hand is all about innovation and taking risk. difference in how these two companies appraoch their performane management approach are shaped by

different cultures

every performance management approach has trade-offs. for smal company, what is one of the main reasons they would not use the behaviorally anchored rating scales system?

financial cost of the evaluation approach

assume you are taking a class and the professor tells that class that 10% of the class will recieve an A, 20% will recieve a B and 40% will receive a C, and 20% will recieve a D and 10% will receive a F. What type of evaluation approach is this?

forced distribution

which of the following performance management systems might lead to bias and even discrimination lawsuits by forcing managers to arbitrarily come up with reasons to allocate employees into different rating categories to meet the requirements of the performance management system?

forced distribution

the __ approach to performance evaluation is used to minimize bias in performance evaluation by giving the rater minimal choice on each item of evaluation

forced-choice

the results-based approach is not conductive to all jobs. which of the following is an example of a job that is not conductive to the result-based approach to performancse evalution?

how well a programmer's code worked

a performance dimension approach to performance management is useful because it

is thorough

_______ is used to reduce rater bias.

leniency bias training

which performance evalution apporach focuses on collaborting with employees to identify goals that employees will work toward that become the focus of the evaluation meeting at a later point in time?

management by objectives

in order to get the most out of a performance review, some companies

offer developmental meeting separate from administrative meetings

maria is rated against each of coworkers on certain performance dimensions. her company uses which evaluation method to rate her?

paired comparisons

William and Patrick are in the same position but located in different offices across the country. They re both the top performers, yet Patrick can't work with as many customers on a daily basis. it is likely that ______

patrick has environmental constraints that he cannot control which limit his productivity

getting employee input on setting performance goals and clarifying the specific tasks they are to perform to improve their performance may help with their perception of _____ justice.

procedural

while progressive disciplie is seen as ____. positive disciple is seen as ____.

punitive, developmental

if a manager is rash in firing an employee and does not use progressive discipline for an under-performing employee, he/she may be falling victim to

recency error

if timothy is having performance issues and he has multiple bosses, he may be suffering from ____ which is beyond his control

role conflict

when considering an employee who is rated as "excellent in customer service, they are likely suffering from a lack of _____ performance measures

specific

____ refers to a performance management error that occures when a rater consistently rates employees on the low end of an evaluation scale while a (n) _____ occurs when a rater is unwilling to raet employees as very high or very low o a evaluation scale

strictness error, error of central tendency

which of the following sources of performance data might lead to retaliatory consequences against employees if not managed properly?

subordinates

a deficient performance measure has

unmeasured aspects of an individual's performance are not measured

in order to evaluate employee performance for a relatively simple job with very few tasks, it would be acceptable to use

a "global" perfromance measure