Chapter 11 Reading Quiz

Identify the true statements about the process used in large organizations for collecting potential and readiness information about followers.

- 9-box matrices are used to evaluate the performance and potential of followers. - The performance and potential of followers are usually evaluated once per year.

In the context of an organization, identify the true statements about a balanced scorecard in comparison with a team scorecard.

- It usually defines how the organization as a whole defines winning. - It includes organizational goals involving customers, marketing, sales, finance, operations, human resources, and the like.

Which of the following do leaders need to do in the planning phase of the performance management cycle?

- Make very explicit links between follower performance and team or organizational outcomes. - Set clear, measurable, and agreed-upon goals for the what and how of follower performance.

What are the drawbacks of electronic performance monitoring in an organizational context?

- People do not like the intrusive nature of electronic performance monitoring and being pushed to the limit at work. - It runs counter to the concepts of employee autonomy, empowerment, engagement, and creativity.

Leaders need to be proficient at all the components of the performance management cycle when working with followers to accomplish group or organizational goals. What are the components of the performance management cycle? (

- Planning - Evaluating - Monitoring

Identify the true statements about succession planning in small companies.

- Succession planning is usually episodic and informal - Top managers go with their gut and rarely use data to make the promotion decisions.

Identify true statements about the team effectiveness quotient (TQ).

- TQ scores are calculated using team members' ratings on a standardized measure of team dynamics and performance. - TQ is an individual's ability to create loyal followings.

Why do organizations often use the results of 9-box matrices and replacement tables to identify people to send to high-potential programs?

- To accelerate their ability to take over greater leadership responsibilities - To fill the Ready-now gap for critical leadership positions

Arrange the steps of the systematic process used in large organizations for collecting potential and readiness information about followers in the order that they are followed. (Place the first step at the top.)

1. leaders provide low- moderate, or high performance and potential ratings for each of their direct reports 2. the ratings provided by leaders for their followers are used to indicate where the followers currently stand in the 9-box matrix 3. calibration meetings are heald to standardize ratings across leaders with similar groups of followers

People systematically overestimate their own performance in areas where they lack competence and readily dismiss any information to the contrary. This is referred to as the _____.

Dunning-Kruger effect

Some students routinely overestimate their performance on tests, but they lack competence and readily dismiss any information to the contrary. In the context of performance management, this example refers to the _____.

Dunning-Kruger effect

What is the best way to tackle the leadership talent shortfall in an organization?

Identifying and developing followers who have the most potential to be effective leaders

Why do organizations like electronic performance monitoring?

It provides more control and helps take time-wasting behavior out of the workplace.

Which of the following involves understanding how a team or organization defines success, comprehending the context in which followers operate, determining what followers need to deliver and behave for the team to succeed, and then setting clear expectations for follower performance?

Planning

Leaders need to be proficient at all the components of the performance management cycle when working with followers to accomplish group or organizational goals. Match the components of the performance management cycle (in the left column) with their elements (in the right column).

Planning: Developing a thorough understanding of the team's or organization's goals, the role followers need to play in goal accomplishment, the context in which followers operate, and the behaviors they need to exhibit for the team to be successful Monitoring: Tracking follower performance, sharing feedback on goal progress, providing needed resources and coaching, and the like Evaluating: Providing some type of summary feedback on job performance to followers

Which of the following occurs when leaders insist that followers put in long hours at the office?

Presenteeism

In the context of an organization, match the types of followers based on their readiness (in the left column) with their descriptions (in the right column). Instructions

Ready now followers:Those who need no additional training or experience to move into designated leader roles Ready 12 months followers: Those who need another year of training and experience before they are ready to advance to the next level Ready 36 months followersThose who need three more years of seasoning and training before being promoted

_____ is the process most organizations use to make leadership potential and readiness decisions about followers.

Succession planning

In the context of evaluating followers' performance, match the major components of most performance appraisal systems (in the left column) with their descriptions (in the right column).

The what: Evaluates the performance of followers against the goals outlined during the planning phase of the performance management cycle The how: Choice Concerns evaluations of followers' work related behaviors during the designated time period

In the context of evaluating followers' performance, match the major components of most performance appraisal systems (in the left column) with their descriptions (in the right column).

The what: Evaluates the performance of followers against the goals outlined during the planning phase of the performance management cycle The how: Concerns evaluations of followers' work related behaviors during the designated time period

Identify the true statements about people who are identified as high-performance/high-potential types.

They often get to participate in customized leadership training programs. They are sent back to school to obtain MBAs or other advanced degrees.

True or false: The results of replacement tables used for filling a firm's key leadership positions are reviewed by senior leaders on a monthly basis.

This is false. The results of replacement tables used for filling a firm's key leadership positions are reviewed by senior leaders on an annual basis. Many organizations are reporting that less than 50 percent of their critical leadership roles have Ready-now candidates, which is forcing them to look outside when these leaders need to be replaced.

True or false: The differentiation of followers in an organization is a critical aspect of evaluating their performance, and doing this well should systematically improve the quality of followers over time.

This is true. Although immediate supervisors may have a fairly good handle on the performance of their direct reports in an organization, the higher one goes the less likely he or she will know the performance levels of everyone in their organization. Thus the differentiation of followers is a critical aspect of evaluating performance, and doing this well should systematically improve the quality of followers over time.

True or false: If the same group of followers in an organization comes up on high-potential + high-performance lists every year, then there is likely some problem with how these lists are getting generated.

This is true. Leaders need to know their people and should use data whenever possible when making judgments on followers' potential. If the same group of followers comes up on high-potential + high-performance lists every year, then there is likely some problem with how these lists are getting generated.

True or false: Research shows that certain personality traits, intelligence, and 360-degree feedback ratings are more accurate, less biased, and better predict candidates' effectiveness in new roles than a leader's judgment in an organization.

This is true. One interesting aspect of leadership potential, performance, and readiness is the role that data play in these evaluations. Most companies rely solely on a leader's judgment to evaluate followers, yet ample research shows that certain personality traits, intelligence, and 360-degree feedback ratings are more accurate, less biased, and better predict candidates' effectiveness in new roles.

True or false: Team or organization effectiveness measures all suffer from some degree of criterion contamination.

This is true. Team or organization effectiveness measures all suffer from some degree of criterion contamination. Criterion contamination occurs when effectiveness measures are affected by factors unrelated to follower performance.

True or false: High-performing followers in an organization often become frustrated because of talent hoarding and leave companies in order to get promoted.

True; This is true. High-performing followers in an organization often become frustrated because of talent hoarding and leave companies in order to get promoted. Interestingly, poor-performing organizations were far more likely to engage in talent hoarding than high-performing firms, which only served to exacerbate their talent shortfalls.

In the context of an organization, match the techniques used to identify and evaluate followers' potential and performance (in the left column) with the descriptions of their results (in the right column).

Using measures of relevant experience, personality, and intelligence to identify followers' potential: The results are unlikely to change much over time. Using 360-degree feedback and what and how ratings to evaluate job performance: Choice The results are likely to change from one year to the next.

Which of the following leader problems takes place when leaders are so busy traveling, attending meetings, or being otherwise preoccupied that they hardly have any time for their followers and teams?

absenteeism leadership

The best approach for identifying leadership potential includes boss ratings, personality and intelligence results, and _____.

candidates' team effectiveness quotient (TQ) scores

When team or organization effectiveness measures are affected by factors unrelated to follower performance, ____ ______ occurs

criterion contamination

When using replacement tables for filling key leadership positions, companies first _____.

identify those leadership roles most critical to strategy execution

In the context of evaluating followers' performance, most organizations consider themselves _____, where those who get the best results are given the best rewards.

meritocracies

In the context of tackling the leadership talent shortfall in an organization, a follower's capacity to advance one or more levels within his or her organization is known as leadership __________.

potential

Most firms use information such as certain personality traits, intelligence, and 360-degree feedback ratings to _____.

provide candidates already on high-potential + high-performance lists with developmental feedback

In the context of an organization, an evaluation of a follower's immediate promotability is known as _____.

readiness

Some followers in an organization are such high performers that leaders are loath to let them go or let others know about their exceptional performance. This is referred to as _____ _____.

talent hoarding

Most teams and organizations have a set of goals or key performance indicators that they use to define winning, and progress against these goals is usually published in the form of a(n) ____ or _____ _____.

team or balanced scorecard

Most firms use information such as certain personality traits, intelligence, and 360-degree feedback ratings to _____.

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