HRM XXX Ch 10.10
The _____ performance management method requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period.
Behavior observation scale
Keith, a human resource manager at Uno Inc., is considering the use of self-appraisals. Which statement is TRUE about self-appraisals?
Employees have a tendency to inflate their self-assessments.
Which statement about self-appraisals is true?
Employees have a tendency to inflate their self-assessments.
T/F The paired-comparison method measures the consistency of results over time.
False
True or false: In most companies, annual feedback is sufficient for performance review.
False
Customer service is a key attribute of Sharon's Shoe Shop. Sharon expects all of her employees to provide excellent service, and her performance appraisals go over this area in detail. Which criterion for effective performance is Sharon using?
Fit with strategy
Which of the following should raters do to try to avoid rating errors?
Focus on all of the aspects of performance that deserve attention. Attend trainings that offer hypothetical scenarios and rating tips.
Margaret, a production manager at Falcon Inc., needs to measure the performance of 12 of her subordinates. She divides the number of employees into categories like exceptional, above average, average, and below average. She assigns a certain percentage of employees to each category to determine the quality of their performances. In the context of methods for measuring performance, Margaret is using the _____ method.
Forced distribution
Paul is a manager at Firefly Corp., and he uses a rating approach to evaluate his employees. He considers one employee at a time and circles a number or a word to signify the degree to which that employee demonstrates a particular trait in the scale. Which of the following approaches is Paul using to assess his employees?
Graphic rating scale
Name the rating error that leads employees to believe that no aspect of their performance needs improvement.
Halo error
When Xavier joined Big Tuna Corporation as its human resource manager, he was surprised to hear some of the executives repeatedly laughing over stories about how the company's founder ensured that his fraternity brothers moved into management positions. According to the stories, these employees had a routine of Friday-night drinks and basketball, during which time they painted rosy pictures of one another's accomplishments—stories that embellished the performance appraisals and influenced later staffing decisions. Xavier talked to some employees about performance management at Big Tuna and learned that the system was widely viewed as corrupt. What can Xavier do, besides discouraging the storytelling, to decrease the political behavior related to performance management?
He should persuade executives not to tolerate or ignore distorted ratings.
Gary, the CEO of Zansofel Inc., believes in providing employees with a flexible and open environment to enhance their skills and growth in the company. In the context of performance management and ethical issues associated with it, which of the following would Gary most likely oppose and why?
He would be against electronic monitoring systems because they make the employees feel like robots and that they are being watched.
Jordan, the CEO of Sinc Co., believes in providing employees with a flexible and open environment to enhance their skills and growth in the company. In the context of performance management and ethical issues associated with it, which of the following would Jordan most likely oppose and why?
He would be against electronic monitoring systems because they make the employees feel like robots and that they are being watched.
Having more than one rater evaluate the same individual is a way to assess which of the following?
Interrater reliability
What concerns are often expressed by those who criticize electronic monitoring of employee productivity?
It allows companies to treat employees as robots. It places too much emphasis on time spent at one's desk. It might be used as a substitute for careful management.
Which statement about effective performance management is accurate?
It can communicate to top performers that they are valued.
Which of the following statements is true of effective performance management?
It can tell top performers are valued.
Which of the following statements is true of effective performance management?
It can tell top performers they are valued.
which of the following is a benefit of ranking employees as part of performance management?
It helps avoid the tendency to rank everyone near the center of the rating scale.
What is an advantage of using results-oriented performance measurement?
It is relatively easy to link to the organization's goals.
How does TQM differ from traditional performance measures?
It judges both the individual's performance and the system in which the individual works.
What concerns are often expressed by those who criticize electronic monitoring of employee productivity?
It might be used as a substitute for careful management. It allows companies to treat employees as robots. It places too much emphasis on time spent at one's desk.
What is a major disadvantage of using a behavior observation scale (BOS) to rate employees?
It requires large amounts of information.
Identify a true statement about the mixed-standard scale.
It uses several statements describing each trait to produce a final score for that trait.
Which statement about the mixed-standard scale is most accurate?
It uses several statements describing each trait to produce a final score for that trait.
Jim, a sales manager at Elexon Inc., finds that Bill, a salesman, lacks motivation to perform well in his job. In the context of finding solutions to performance problems, which of the following is the right way to deal with this situation?
Jim must counsel Bill to help him understand the factors that are affecting his motivation.
Fernando, a production manager at Wind Chimes Inc., thinks subordinates are unreliable sources of performance appraisal information for evaluating the performance of managers. However, Jose, the sales manager, thinks subordinates act as good sources of performance appraisal information. Whose argument is most likely to be correct and why?
Jose is right because subordinates often have reliable information about a manager's behavior towards employees.
Joseph, a supervisor at H2O Chemicals Inc., needs to assess the behavior of 25 people, who constitute a large group of his subordinates. Which of the following must Joseph ideally do to assess the behavior of his subordinates and why?
Joseph must use a behavioral observation scale because it is relatively easier than other methods of assessing behavior and providing feedback.
Kate, the CEO of Era Co., wants to carry out the first company-wide performance appraisal. However, she needs to make sure that the information obtained for performance appraisal is free of bias and that the managers have provided information about subordinates without any personal issues influencing the information. Which option will assist Kate in obtaining her objective?
Kate must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates
Roberto, a manager at Z-Cart Inc., is asked by his manager to rate his subordinates' performance. He needs to rate 30 employees on a scale that ranges from 1 to 10. He rates 25 employees with a score of 8. In doing so, Roberto commits a rating error. In the context of types of rating errors, Roberto's mistake is called _____.
Leniency
Lillian is the purchasing manager at Ceramic Central, a maker of housewares. She has evaluated the first year's performance of Jason, a purchasing agent. In the evaluation, she noted that he places orders accurately, but when employees in the company ask about the status of their orders, he has difficulty finding the information for them in a timely manner. What should be the next step in performance management in this situation?
Lillian should arrange for training so Jason can learn how to look up the status of orders
Lillian is the purchasing manager at Ceramic Central, a maker of housewares. She has evaluated the first year's performance of Jason, a purchasing agent. In the evaluation, she noted that he places orders accurately, but when employees in the company ask about the status of their orders, he has difficulty finding the information for them in a timely manner. What should be the next step in performance management in this situation?
Lillian should arrange for training so Jason can learn how to look up the status of orders.
management by objectives
MBO people at each level of the organization set goals in a process that flows from top to bottom so that all levels are contributing to the organizations overall goals
Ray, the CEO of Textiles Inc., believes the goals of the company must be divided into smaller departmental and individual goals, and the accomplishment of these smaller goals will result in accomplishment of the bigger goals of the company. In the context of measuring performance results, Ray's belief can be best justified using _____.
Management by objectives
Lydia, a supervisor at Sansen Inc., needs to appraise the performance of her subordinate, Charlie. In the context of performance information, which of the following is the least biased source of information for appraisal and why?
Managers are the least biased source of information for appraisal because their success depends on the employee's productivity.
Cameron, a supervisor at Margolia Co., needs to appraise the performance of her subordinate, Stefan. In the context of performance information, what is the least biased source of information for appraisal and why?
Managers because their success depends on the employee's productivity.
Which of the following is NOT a component of a management by objectives (MBO) system? -Goals are difficult to achieve. -Managers set the goals to be achieved for employees. -Managers provide objective feedback through the rating period to -monitor progress toward goals. -Goals are specific in nature.
Managers set the goals to be achieved for employees.
he _____ method of performance measurement uses several statements describing each trait to produce a final score for that trait.
Mixed-standard
what is the performance measurement method that uses several statements describing each trait to produce a final score for the trait?
Mixed-standard scales
Roxanne, a new employee at Fenz Pharmaceuticals, has demonstrated low productivity for a long period. Her manager evaluates her performance and finds that she requires more training to improve her productivity. In the context of improving employee's performance, Roxanne lacks _____
Necessary abilities
Paula, the CEO of Gester Inc., wants to carry out the first company-wide performance appraisal. However, she needs to make sure that the information obtained for performance appraisal is free of bias, and that the managers have provided information about subordinates without any personal needs influencing the information. Which of the following options will be assist Paula in obtaining her objective?
Paula must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates.
Paula, the CEO of Gester Inc., wants to carry out the first company-wide performance appraisal. However, she needs to make sure that the information obtained for performance appraisal is free of bias, and that the managers have provided information about subordinates without any personal issues influencing the information. Which of the following options will be assist Paula in obtaining her objective?
Paula must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates.
Paula, the CEO of Gester Inc., wants to carry out the first company-wide performance appraisal. However, she needs to make sure that the information obtained for performance appraisal is free of bias, and that the managers have provided information about subordinates without any personal needs influencing the information. Which of the following options will be assist Paula in obtaining her objective?
Paula must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates.
James, the production manager of Zenfax Inc., is writing a recommendation to begin gathering performance appraisal information from peers along with other sources of information. Which of the following statements best supports James's recommendation?
Peers have expert knowledge of job requirements.
What is the most obvious problem associated with a self-rating system?
People tend to inflate assessments of their performance.
Lily, a manager at Pyramid Inc., uses a rating tool to evaluate the performance of her subordinates. However, she finds that the scale she used did not yield consistent results and could not determine if a change had taken place in the performance of the employees. Which of the following was lacking in the rating scale?
Reliability
How can an organization protect itself against discrimination and unjust dismissal lawsuits?
Requirements for job success should be clearly communicated to employees.
James, the production manager of Zenfax Inc., thinks performance appraisal information from peers is a less reliable source than other sources of information. However, Ron, a sales manager in the company, thinks peers give valuable information for appraisal. Whose argument is most likely to be correct and why?
Ron is right because peers have expert knowledge of job requirements.
Selena, a supervisor at Truck-All Transport, asks Curtis, the human resource manager, for advice on delivering performance feedback. Selena finds that the meetings tend to be confrontational and don't lead to performance improvement. She tells Curtis how she carefully fills out the appraisal form ahead of time and then invites the employee into the conference room to discuss her feedback immediately, before the employee has time to think up excuses for poor performance. What advice should Curtis give Selena for delivering performance feedback?
Selena should give employees a chance to complete a self-assessment ahead of time.
Donna, a supervisor at Cenate Inc., wants to compare her subordinate John's performance with other employees to assess their effectiveness. Which of the following methods for measuring performance is best suited for this task?
Simple ranking
Which performance management system has as a drawback the fact that it requires a lot of information that needs to be remembered by the manager conducting the evaluation?
Simple ranking
Which technique for making comparisons as part of a performance appraisal asks that managers order employees in a ranked group from highest performer to lowest performer?
Simple ranking
The human resource department of Bio-Pharma Enterprises brings in a consultant to evaluate its performance management system. The consultant says he evaluated the validity of the system's performance measures and identified some deficiencies. What does the consultant mean?
Some behaviors that contribute to business success are not being measured.
Which of the following helps performance management meet the goals of supporting strategy and developing employees?
Specific feedback
Which step in the performance management process involves giving employees training and ongoing feedback from managers?
Step 3 provide support
Jacinta, a production manager at Alphonso Inc., needs to evaluate the performance of her employees. She asks her subordinate, June, to carry out this job. June uses a rating scale, which ranges from 1 to 10, to rate 50 employees. She gives a score of 3 to 39 employees. In doing so, June commits the _____ error.
Strictness
Dina, the human resource manager at K-Pack Inc., wants to use subordinates as sources of performance appraisal information. Which statement best supports that idea?
Subordinates often have reliable information about a manager's behavior toward employees.
Jose, the human resource manager at Wind Chimes Inc., wants to use subordinates as sources of performance appraisal information. Which statement best supports that idea?
Subordinates often have reliable information about a manager's behavior toward employees.
The _____ approach to performance feedback is used by most managers.
Tell-and-sell
Charles, the HR manager at Telcare Inc., establishes a performance management system for his company. He wants to check the consistency of results over time. In the context of criteria for determining the effectiveness of performance measures, Charles is trying to check the _____ of the performance management system
Test-retest reliability
In the context of performance management, which of the following terms refers to a measure that obtains consistency of results over time?
Test-retest reliability
Which performance management system has as a drawback the fact that it requires a lot of information that needs to be remembered by the manager conducting the evaluation?
The behavioral observation scale
In an effort to overcome some of the subjectivity in the attribute-based performance rating system, many organizations evaluate employees instead on specific behaviors.
The behavioral rating approach focuses on the behaviors an employee must exhibit to be effective on the job and the behaviors that help the organization achieve its goals. Other companies use a results approach, which measures the objective outcomes of a job or work group.
Oswald & Rutabaga, CPAs, brought in an HR consulting firm to evaluate the firm's performance management system. The firm has offices in six locations, and the manager of each location rates the office's staff members using a 5-point rating scale. After studying the appraisal results from the past three years, the consultants reported that they cannot make comparisons among the offices. Which of the following is the most likely problem?
The managers are making distributional errors, each using only part of the rating scale.
Spencer & Solomon, CPAs, brought in an HR consulting firm to evaluate the firm's performance management system. The firm has offices in six locations, and the manager of each location rates the office's staff members using a 5-point rating scale. After studying the appraisal results from the past three years, the consultants reported that they cannot make comparisons among the offices. What is the most likely problem?
The managers are making distributional errors, each using only part of the rating scale.
How can an organization protect itself against discrimination and unjust dismissal lawsuits?
The requirements for job success should be clearly communicated to employees.
Maddie, an HR manager, is coaching a supervisor who needs to develop her leadership skills. Maddie suggests that the supervisor use performance feedback as a tool for the development of her employees. Which action would be an example of this purpose of performance feedback?
The supervisor uses performance measures to identify assignments that will help employees build on their strengths.
What attitude do employees typically express toward performance feedback?
They appreciate regular feedback, because they want to know if they are on track.
Which of the following is true of rating errors? -They are actually somewhat rare. -They can be reduced through training. -They are an inevitable part of the rating process. -They render most performance measurements unusable
They can be reduced through training.
Which statement accurately characterizes behavioral approaches to performance measurement?
They link the company's goals to the specific behavior required to achieve those goals
Identify the statement that accurately characterizes behavioral approaches to performance measurement.
They link the company's goals to the specific behavior required to achieve those goals.
Identify a way in which an organization can promote fairness and reduce political behavior in the appraisal system.
Train managers to use the appraisal process
A disadvantage of behaviorally anchored rating scales (BARS) is that it can bias a manager's memory.
True
Appraisal politics are most likely to occur when a performance appraisal is directly linked to highly desirable rewards.
True
In a "tell-and-sell" approach, managers tell the employees their ratings and then justify those ratings.
True
In the simple ranking method of performance measurement, managers rank employees in their group from the highest performer to the poorest performer.
True
Lawsuits filed against performance management usually involve charges of discrimination or unjust dismissal.
True
Management by objectives (MBO) links employee performance with the organization's strategic goals.
True
Peer reviews are an excellent source of information about performance in a job where the supervisor does not often observe the employee.
True
Performance management requires knowing what activities and outputs are desired, observing whether they occur, and providing feedback to help employees meet expectations.
True
Performance management systems are established to meet three broad purposes of the organization: strategic, administrative, and developmental.
True
T/F In the simple ranking method of performance measurement, managers rank employees in their group from the highest performer to the poorest performer.
True
T/F Performance management requires knowing what activities and outputs are desired, observing whether they occur, and providing feedback to help employees meet expectations.
True
The critical-incident method requires managers to keep a record of specific examples of the employee acting in ways that are either effective or ineffective.
True
The improvement of an employee's performance varies according to the employee's ability and level of motivation.
True
The paired-comparison method involves comparing each employee with each other employee to establish rankings.
True
The requirements for job success are clearly communicated to employees to protect against lawsuits.
True
True or false: The principles of total quality management (TQM) provide a basis for performance measurement.
True
Using an employee's manager for feedback is very useful because their own success depends so much on their employees' performance.
True
Barry, a supervisor at Yenzen Hotels Inc., thinks self-appraisal is a valid measure of performance appraisal. However, his colleague Vincent disagrees. Whose argument is most likely to be correct and why?
Vincent is right because employees have a tendency to inflate their self-assessments.
There are a variety of approaches that can be used to measure, rate, and discuss the performance of an employee.
Whatever the approach used, a performance management system must be thoughtfully designed in order to achieve its goals of linking employee behavior with the organization's goals.
When BBG Inc. was preparing to roll out a new performance management system, Kayla, the human resource executive, insisted that for the new system to succeed, they must first explain it to employees. Kayla said employees need to perceive the system as fair. Why would this effort make the performance management system more effective?
When employees see performance measures as fair, they are likelier to apply the feedback.
Halo Error
When rating bias are positive can mistakenly tell employees they don't need to improve in any areas
Under which of the following circumstances is appraisal politics most likely to occur?
When senior employees tell newcomers stories about distorted ratings
The most commonly utilized source of performance observation and judgment comes from _____.
`an employee's manager
Joseph, a supervisor at H2O Chemicals Inc., needs to assess the behavior of 25 people, who constitute a large group of his subordinates. Which of the following methods combines ease of use with objectivity and a basis for providing feedback?
a behavioral observation scale
When preparing for a feedback session, the location for the meeting should be _____.
a neutral location
fit with strategy
a performance management system should aim at achieving employee bahavior and attitudes that support the organizations strategy, goals and culture
specific feedback
a performance measure should specifically tell employees what is expwcted of them and how they can meet those expectations.
The strategic purpose of an effective performance management process is to help the organization _____.
achieve its business objectives
Payton was recently dismissed from her job in a hardware store. She had often been late for work, and she was so unresponsive to customers' needs that the store had received several complaints about her. Furthermore, she frequently complained about policies and procedures. A week after Payton's dismissal, the store's manager learned that Payton intended to sue the company for wrongful dismissal. She was saying she had complained of management's misdeeds, so the company retaliated. How should the human resource department have prepared the company for this situation?
by setting up a performance management system that documents employee performance problems
Legal challenges related to performance management usually involve ______. (Select all that apply) charges of discrimination unjust dismissal lack of promotion opportunities rater errors
charges of discrimination unjust dismissal
subjective feedback
comes from managers, peers and customers about the employees personal qualities such as cooperation and initiative
paired comparision
compares each employee with each other employee to establish ranking
A 360-degree performance appraisal provides a more (blank) assessment of an employee's work than other types of assessments.
complete
A 360-degree performance appraisal provides a more ______________ assessment of an employee's work than other types of assessments.
complete
Crimson Inc. is conducting their annual performance review process for employees. The company uses a tool that measures entrepreneurial behavior, and found there was a lot of irrelevant information that was also gathered. The irrelevant information gathered from the results is termed _____.
contamination
In the context of validity in performance appraisal, information that is gathered but irrelevant is called _____.
contamination
Jonathan, a supervisor, needs to assess Megan, a subordinate's, performance. He considers that Megan is reliable and meets all his requirements, so he will rate her as a good performer. But then Jonathan thinks about an exceptional employee, Sue, in his department, and decides that, compared with her, Megan is just average. In this way, Jonathan's rating is a _____ error.
contrast
If a rater compares an individual against other employees and not against objective standards, which type of error is likely to occur?
contrast error
The company had received many complaints about Mahie's work as a repair technician. In order to evaluate these complaints, her manager started keeping a record of her ineffective behavior that showed how she failed to show up for an appointment, bring necessary tools on work calls, and offer the extended warranty to customers. This is an example of using the (blank) incident method to rate behavior.
critical
ethical issues in pm
employee monitoring via electronic devices and computers may raise concern over employee privacy
In the paired-comparison of performance management, the employee with the lowest number of points is considered the top-rank employee.
false
True or false: In most companies, annual feedback is sufficient for performance review.
false
Performance appraisals should measure whether employees are engaging in behaviors that support the organization's goals and culture. This criterion is described as _____.
fit with strategy
The fact that the behavioral diversity measure was compatible with the overall culture and goals of the organization is an example of _____________.
fit with strategy
According to researchers, when performance feedback forms require that subordinates identify themselves as part of the evaluation, they tend to _____.
give managers higher ratings
Joel is a manager at Malan Inc., and he uses a rating approach to evaluate his employees. He considers one employee at a time and circles a number or a word to signify the degree to which that employee demonstrates a particular trait in the scale. Which approach is Joel using to assess his employees?
graphic rating scale
Paul is a manager at Firefly Corp., and he uses a rating approach to evaluate his employees. He considers one employee at a time and circles a number or a word to signify the degree to which that employee demonstrates a particular trait in the scale. Which of the following approaches is Paul using to assess his employees?
graphic rating scale
The most common method for rating employee traits and qualities is called the _____.
graphic rating scale
the most widely used method for rating employees attributes is called the..........
graphic rating scale
Name the rating error that leads employees to believe that no aspect of their performance needs improvement.
halo error
What is the name of the rating error that leads employees to believe that no aspect of their performance needs improvement?
halo error
interrater reliability
has consistency of results when more than ONE person measures perforamnce
Strategic Purpose of Performance Management
help the organization achieve its business objectives. it helps link employees' behavior with the organization's goals
Identify a way in which an organization can promote fairness and reduce political behavior in the appraisal system.
hold a calibration meeting in which managers discuss employee performance ratings and provide evidence supporting their ratings
What is one way in which an organization can promote fairness and reduce political behavior in the appraisal system?
hold a calibration meeting in which managers discuss employee performance ratings and provide evidence supporting their ratings
When an employee evaluates his or her manager low on all performance criteria due to dissatisfaction with the manager's disposition, the employee has most likely committed a(n)
horns error
What is the first step in the performance management process?
identifying what the company is trying to accomplish
Once performance management systems are designed and evaluation measures have been developed,
implementing the system and providing feedback to employees becomes the focus.
In which type of jobs are co-workers an excellent source of performance information?
in a job where the supervisor does not observe the employee.
In which type of job are co-workers an excellent source of performance information?
in a job where the supervisor does not often observe the employee
In which type of job are co-workers excellent source of performance information?
in a job where the supervisor does not often observe the employee.
Rebecca, a supervisor, is meeting with an employee whose performance has deteriorated since the previous year. The employee used to do the same work well, so Rebecca believes the problem is not likely to be related to ability. Which response would be most likely to help in this situation?
investigating whether the employee feels she has been treated fairly
Total Quality Management (TQM)
is a process through which employees and their customers work together to set standards and measure performance, with the overall goal being to improve customer satisfaction.
productivity
is an important measure of the success because getting more done with a smaller amount of resources increases the companys profits
Which statement is true of effective performance management?
it can tell top performers they are valued
performance management requires
knowing what activities and outputs are desired observing whether they occur providing feedback to help employees meet expectations
Roberto, a manager at Z-Cart Inc., is asked by his manager to rate his subordinates' performances. He needs to rate 30 employees on a scale that ranges from 1 to 10. He rates 25 employees with a score of 8. In doing so, Roberto commits a rating error. In the context of types of rating errors, Roberto's mistake is called _____.
leniency
Ray, the CEO of Textiles Inc., believes the goals of the company must be divided into smaller departmental and individual goals, and the accomplishment of these smaller goals will result in accomplishment of the bigger goals of the company. In the context of measuring performance results, Ray's belief can be best justified using _____.
management by objectives
Ray, the CEO of Textiles Inc., believes the goals of the company must be divided into smaller departmental and individual goals. The accomplishment of these smaller goals will allow employees at all levels to contribute to accomplishment of the bigger goals of the company. In the context of measuring performance results, Ray's belief can be best justified using _____.
management by objectives
What are the two most popular methods for measuring results?
management by objectives measurement of productivity
In most companies, performance information is generated by the ___________
managers
problem solving
managers and employees work together to solve performance problems
which of the following is not a component of a management by objectives system (MBO)?
managers set the goals to be achieve.
tell and sell
managers tell employees their ratings and then justify those ratings
tell and listen
managers tell employees their ratings and then let employees explain view
Measurement of productivity and management by objectives are two of the most popular _____.
methods for measuring results
statistical quality control
methods use charts to detail causes of problems, measures of performance, or relationships between work-related variables. statistical quality control
The _____ method of performance measurement uses several statements describing each trait to produce a final score for that trait
mixed standard scale
The _____ method of performance measurement uses several statements describing each trait to produce a final score for that trait.
mixed-standard scale
The ________ method of performance measurement uses several statements describing each trait to produce a final score for that trait.
mixed-standard scale
What is the performance measurement method that uses several statements describing each trait to produce a final score for that trait?
mixed-standard scales
In the (blank)-(blank) scales approach to performance management, a manager scores employees in terms of how each compares to various statements associated with a trait.
mixed-standards
To perform at or above the acceptable standards, what are the two essential qualities an employee must demonstrate?
motivation anility
An effective performance management process......
must be given visible support by the CEO and others senior management.
the process through with managers ensures employee's activities and outputs contribute to the organization goals is called:
performance management
legal issues in PM
performance management processes are often scrutinized in cases of discrimination or dismissal
360 degree performance appraisal
performance measurement that combines information from employees: managers-most used peers- second best subordinates-people reporting to managers self customers
When subordinates submit performance evaluations regarding their supervisors, there are potential problems because of the _____ relationship between them and their managers.
power
The biggest concern with the use of electronic monitoring of an employee's performance is _____.
privacy
Which approach to providing feedback is considered to be superior since it focuses not only on the past, but also on the future?
problem solving
What are the three approaches a manager can take in a feedback session?
problem-solving tell-and-sell tell-and-listen
performance management
process through which managers ensure that employees activities and outputs contribute to the organizations goals
measuring results
productivity managemeny by objectives
Lily, a manager at Pyramid Inc., uses a rating tool to evaluate the performance of her subordinates. However, she finds that the scale she used did not yield consistent results and could not determine if a change had taken place in the performance of the employees. Which of the following was lacking in the rating scale?
reliability
Simple Ranking
requires managers to rank employees in their group from the highest performer to the poorest performer.
simple rankin
requires managers to rank employees in theri group from highest performer to lowest
Developmental purpose of Performance Management
serves as a basis for developing employees' knowledge and skills
developmental purpose
serves as a basis or developing employees knowledge and skills
In which industry would customer evaluations of employee performance be the most useful?
service sector
Which rating approach asks that managers maintain a detailed log of specific examples of employees' effective and ineffective work behaviors?
the critical-incident method
Who has the greatest opportunity to observe an employee's behavior on the job?
the employee
Roxanne, a new employee at Fenz Pharmaceuticals, has demonstrated low productivity for a long period. Her manager evaluates her performance and finds that she requires more training to improve her productivity. In the context of improving employee's performance, Roxanne lacks _____.
the necessary abilities
The strategic purpose of effective performance management is to help
the organization achieve its business objectives.
what is a major drawback of using a ranking system to evaluate employee performance?
the ranking system is not to the organizations goals.
strict
the rater favors lower rankings
central tendency
the rater puts everyone near the middle of the scale
leniency
the reviewer rated everyone near the top
using managers to evaluate employees performance is an advantage because........
their own success depends on the employees performance.
Which of the following is an advantage of using the results-oriented performance measurement?
they are relatively easy to link to the organization's goals.
An important factor to be aware of when measuring performance is the possibility for errors or bias in ratings. Humans are naturally subjective, and when they observe behavior on the job,
they interpret what they see based on their own judgment, sometimes without knowing all the related circumstances. It's important that managers understand what some of the common errors are in the performance appraisal process and work to avoid them.
Its methods for measuring performance must fit with the organization's strategy, they must be valid and measure what they intend to measure,
they must be reliable and deliver consistent results, they must be acceptable to the people who use it, and they must provide specific feedback.
Under which circumstance is appraisal politics most likely to occur?
when senior employees tell newcomers stories about distorted ratings
Corrective action is needed when an employee lacks which two skills? ability empathy self-assessment motivation
ability motivation
To perform at or above the acceptable standards, what are the two essential qualities an employee must demonstrate?
ability motivation
The strategic purpose of an effective performance management process is to help an organization _____.
achieve its business objectives
he ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs falls under the ________ purpose of a performance management system
administrative
rating individuals behaviors
critical incident method behaviorally anchored rating scare BARS behavioral observation scale BOS organization behavior modification
what is the downside to using customers service for performance measurement?
customer service can be expensive to conduct.
reliability
describes the consistency of the results that the performance measure will deliver
Bill and Nancy, managers at Sanzen Inc., want to the check the consistency of results for a performance measure that uses ratings by a supervisor. They want to know if different supervisors would rate the same behavior the same way. In the context of criteria for effective performance management, Bill and Nancy are interested in the measure's _____.
interrater reliability
paired comparison method
involves comparing each employee with each other employee to establish rankings.
Behavioral Observation Scale (BOS)
A variation of a BARS which uses all behaviors necessary for effective performance to rate performance at a task. may use 15 behaviors to define levels of performance. asks the manager to rate the frequency with which the employee has exhibited the behavior during the rating period.
What is the final step in performance management process?
providing consequences for performance results
The third step in the performance management process involves _____.
providing employees with training
the third step in the process management process involves
providing employees with training
a key component of performance feedback is......
providing feedback to help employees meet expectations.
contrast errors
rater compares one employee aganist another
distributional errors
rater tends to use only one part of a rating scale
distributional errord
rater tends to use only one part of a rating scale leniency strictness central tendancy
BARS
rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance
What is the most popular way to measure performance in organizations?
rating attributes
test-retest reliability
refers to consitency of results over time. if a performane measure lacks test retest reliability, determining whether an employees performance has truly changed over time will be impossible
validity
refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance
Kathryn, a manager at Harper Haw, uses a rating tool to evaluate the performance of her subordinates. However, she finds that the scale she used did not yield consistent results, and she could not determine if a change had taken place in the performance of the employees. What was lacking in the rating scale?
reliability
What are the three approaches a manager can take in a feedback session?
tell - and - listen tell - and - sell problem solving
The ______ approach to performance feedback is used by most managers
tell and sell
The _________ approach to performance feedback is used by most managers
tell and sell
feedback session three approaches managers can take
tell and sell tell and listen problem solvin g
Evaluating individuals across multiple time periods would provide Heavenly Handbags with information related to __________.
test-retest reliability
In the context of performance management, which term refers to a measure that obtains consistency of results over time?
test-retest reliability
which performance methods rates behavior by using a scale that shows specific statement of behavior describing different levels of performance?
the behavioral anchored rating scale (BARS).
Which performance method rates behavior by using a scale that shows specific statements of behavior describing different levels of performance?
the behaviorally anchored rating scale
contrast error
when the rater compares an individual, not against an objective standard, but against other employees
What is a horns error?
when the rating bias is negative. can cause employees to feel frustrated and defensive
Jeremiah, a vice president of human resources, wants to ensure that his company's performance management process is effective, so he sets up an annual review of the process. What should that review measure?
whether measures of individual performance support the department's and company's objectives
acceptability
whether or not a measure is valid and reliable, it must meet the practical standard of being acceptable to the people who use it
What is a disadvantage to using the graphic rating scale
The result is low reliability because managers are likely to arrive at different judgments.
Bailey, an HR manager, is coaching a supervisor who needs to develop her leadership skills. Bailey suggests that the supervisor use performance feedback as a tool for the development of her employees. Which of the following actions would be an example of this purpose of performance feedback?
The supervisor uses performance measures to identify assignments that will help employees build on their strengths.
Which of the following is true of rating errors?
They can be reduced through training.
While rating attributes of individuals, measurement of attributes is rarely linked to the organization's strategy.
True
Which of the following describes a lawsuit filed on the grounds that a person was fired for reasons besides the ones that the employer states? Privacy violation Discrimination claim Unjust dismissal suit Electronic monitoring complaint
Unjust dismissal suit
In the context of effectiveness of performance management, _____ means the extent to which a measurement tool actually measures what it is intended to measure.
Validity
In the context of effectiveness of performance management, _____ means the extent to which a measurement tool actually measures what it is intended to measure.
Validity
What is the major downside of using the ranking method as part of a performance appraisal method?
Validity
What term refers to whether an appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance?
Validity
what is the major downside of using the ranking method as part of the performance appraisal method?
Validity
Vanessa is the purchasing manager at General Things, a maker of housewares. She has evaluated the first year's performance of Hunter, a purchasing agent. In the evaluation, she noted that he places orders accurately, but when employees in the company ask about the status of their orders, he has difficulty finding the information for them in a timely manner. What should be the next step in performance management in this situation?
Vanessa should arrange for training so Hunter can learn how to look up the status of orders.
legal requirements for PM: a legally defensible PM system
1.based on valid job analysis, with requirements for job success clearly communicated to employees. 2.evaluates behaviors or results rather than traits 3.multiple raters used 4.all performance ratings reviewed by upper level managers 5.appeals mechanism for employees.
steps-performance management process
1.define performance outcomes for company division and department 2. develop employee goals, behaviors and actions to achieve outcomes 3.provide support and ongoing performance discussions 4.evaluate performance 5.identify improvements needed 6. provide consequences for performance results
To obtain a complete assessment of employees, some organizations combine information from many sources in what is called a _____ appraisal.
360- degrees
To obtain a complete assessment of employees, some organizations combine information from many sources in what is called a _____ appraisal.
360-degree
Management by Objectives (MBO)
A system in which people at each level of the organization set goals in a process that flows from top to bottom, so employees at all levels are contributing to the organization's overall goals; these goals become the standards for evaluating each employee's performance.
Zachary was recently made the manager of his department at Cyscon Co. He has to evaluate his subordinates' behavior in the next two weeks and is unsure if he should use the behaviorally anchored rating scale (BARS) or the behavioral observation scale (BOS) to assess their behavior. Which characteristic of the two would help Zachary decide the scale that would be most appropriate for him to use?
A BOS uses many instances to define the behaviors necessary for effective performance.
James was recently made the manager of his department at Patches Inc., and he has to evaluate his subordinates' behavior in the next two weeks. He is unsure if he should use the behaviorally anchored rating scale (BARS) or the behavioral observation scale (BOS) to assess their behavior. Which of the following characteristics of the two would help James decide the scale that would be most appropriate for him to use?
A BOS uses many instances to specify the behaviors necessary for effective performance.
Organizational Behavior Modification (OBM)
A plan for managing the behavior of employees through a formal system of feedback and reinforcement.
Ronald realized that Cara couldn't complete the project because she hadn't been trained on the new software. In which area of performance is Cara lacking?
Ability
Examining the perceived fairness of the factors included on the performance measure at Heavenly Handbags would provide information on which of the following?
Acceptability
Latosha was excited to sit down with her manager and discuss the results of her performance evaluation because she wanted to know how she could improve her performance. However, when she found out the evaluation just compared her performance to the performance of her co-workers, she felt it was unfair. Which criterion for an effective performance measure was ignored?
Acceptability: Latosha was not able to accept the results of her performance
Salman, a production manager at Telecal Inc., needs to measure the performance of 10 subordinates. He writes their names on a paper and circles Karim's name as the best-performing employee of the group. He then circles Dillon's name as the worst employee of the group. He rates the remaining employees as second best, second worst, and so on. In the context of methods of performance measurement, Salman is using the _____ method.
Alternation ranking
what is the most used of source performance information?
An employee's manager
Which of the following should raters do to try to avoid rating errors?
Attend trainings that offer hypothetical scenarios and rating tips Focus on all of the aspects of performance that deserve attention
_____ is a variation of BARS that uses all behaviors necessary for effective performance to rate performance at a task.
BOS
Why would customers be the best source of performance information for some workers?
Because customers may be the only ones to directly observe a worker's performance
Why does rating employee attributes on a graphic rating scale have low reliability?
Because manager ratings tend to be subjective
Payne Corp. wants to assess the performance of its employees. It uses a questionnaire that has a high fit with strategy, high validity, high reliability, moderate acceptability, and very high specificity. Which of the following approaches to employee performance is being focused on by this questionnaire?
Behavioral
How can managers improve employee satisfaction with the feedback process?
By letting employees voice their opinions and discuss performance goals during the feedback process.
Which of the following would be an example of a contrast error?
Comparing one professor's performance to another professor's.
Which of the following should an employee do to prepare for a feedback session?
Complete a self-assessment given by his or her manager.
Which of the following should employees do to prepare for a feedback session?
Complete a self-assessment given by the employee's manager.
Crimson Inc. is conducting their annual performance review process for employees. The company uses a tool that measures entrepreneurial behavior and found there was a lot of irrelevant information that was also gathered. The irrelevant information gathered from the results is termed ____
Contamination
In the context of validity in performance appraisal, information that is gathered but irrelevant is called _____.
Contamination
Jonathan, a supervisor, needs to assess his subordinate's performance. He uses a method that compares one employee with another. In doing so, he rates an exceptional employee as an average performer by mistake. Jonathan's manager tells him that he can avoid this type of error if he uses an assessment method that compares an employee with an objective standard rather than another employee. In the context of types of rating errors, Jonathan commits the _____ error
Contrast
If a rater compares an individual against other employees and not against objective standards, which type of error is likely to occur?
Contrast error
The HR team at Gray Pharma is meeting to discuss ways to improve the validity of its performance management system. One staffer suggests adding customer evaluations of the sales representatives in order to gauge their impact on customer satisfaction and sales. What is the major challenge of this approach?
Customer evaluations could cost hundreds of dollars for each salesperson.
The HR team at Rod Inc. is meeting to discuss ways to improve the validity of its performance management system. One staffer suggests adding customer evaluations of the sales representatives in order to gauge their impact on customer satisfaction and sales. What is the major challenge of this approach?
Customer evaluations could cost hundreds of dollars for each salesperson.
What is the most important downside to using customer surveys for performance measurement?
Customer surveys can be expensive to conduct.
The best feedback comes to an employee (blank)
instantly
The best feedback comes to an employee ____________
instantly
Which of the following managers is using the most effective approach to conducting a performance feedback session?
Dan works with each employee to solve performance problems respectfully, focusing on behaviors.
4 Components of OBM
Define a set of key behaviors necessary for job performance. Use a measurement system to assess whether the employee exhibits the key behaviors. Inform employees of the key behaviors, perhaps in terms of goals for how often to exhibit the behaviors. Provide feedback and reinforcement based on employees' behavior.
Which of the following is the first step in performance management process?
Defining performance outcomes for company division and department
Derrick, a sales manager at Kappa Corp., finds that Jack, a salesman, lacks motivation to perform well in his job. In the context of finding solutions to performance problems, what is the right way to deal with this situation?
Derrick must counsel Jack to help him understand the factors that are affecting his motivation.
For which of the following purposes is it most appropriate to use performance results when making subordinate evaluations of performance?
Developmental
"Performance management serves as a basis for improving employees' knowledge and skills." This statement corresponds to which of the following purposes of performance management?
Developmental purpose
Clayton, a supervisor, needs to rate the performance of 20 subordinates. He uses a rating scale to rate them on a scale of 1 to 10. He rates 18 employees at 5, which leads to central tendency. In the context of types of rating errors, Clayton commits the _____ error.
Distributional
Cole, a vice president of human resources, recommends adding self-appraisals to the company's performance management system. The other executives wonder why, since people would certainly want to inflate scores of their own performance. Which of the following statements best supports Cole's idea of using self-appraisals?
Evaluating one's contributions gets employees thinking about their performance.
The human resource department of Alpha-Omega Corp. is reviewing its performance management system to make sure it can show fairness if an employee ever complains of discrimination. Which of the following statements is a problem that must be addressed if Alpha-Omega is to meet that goal?
Evidence shows that raters tend to give higher ratings to persons of the rater's own race.
The human resource department of Tull Time is reviewing its performance management system to make sure it can show fairness if an employee ever complains of discrimination. Which statement is a problem that must be addressed if Tull Time is to meet that goal?
Evidence shows that raters tend to give higher ratings to persons of the rater's own race.
When an employee evaluates his or her manager low on all performance criteria due to dissatisfaction with the manager's disposition, the employee has most likely committed a(n) _____.
Horns error
When an employee evaluates his or her manager low on all performance criteria due to dissatisfaction with the manager's disposition, the employee has most likely committed a
Horns error
What is the first step in the performance management process?
Identifying what the company is trying to accomplish
Ignacio is a hardworking, reliable employee in a warehouse. His supervisor notices that this is the fifth year in a row in which Ignacio's performance appraisal shows that he has met requirements for every performance standard of his job. Even so, the supervisor has identified areas for improvement. Which statement gives the most significant reason for seeking improvement in Ignacio's performance?
Ignacio may seek further career development within the company, which will be aided by improving his performance.
In which type of job are co-workers an excellent source of performance information?
In a job where the supervisor does not often observe the employee
Bill and Nancy, managers at Sanzen Inc., want to the check the consistency of results for an employee on a scale of 1 to 10. This will help them evaluate his performance. In the context of criteria for effective performance management, Bill and Nancy are testing the _____.
Interrater reliability
Janet, a production manager, thinks management by objectives is a good way to measure performance results of employees in an organization. However, her colleague, Ferdinand, disagrees with her. Whose argument is correct and why?
Janet is right because results-oriented performance measurement is relatively easy to link to the organization's goals.
Janet, a production manager, thinks management by objectives (MBO) is a good way to measure performance results of employees in an organization. What advantage does this method offer Janet?
MBO is relatively easy to link to the organization's goals.
Mathew was an employee at Bolton Inc., and he was dismissed for poor performance. He filed a lawsuit against Bolton Inc. on the grounds of unjust dismissal. Which of the following is likely to be a reason for Mathew's claim?
Mathew was dismissed after he complained to senior management about his manager's unethical practices.
What must take place for performance management to achieve its strategic purpose? (Select all that apply) It must serve as a basis for developing employees' knowledge and skills. Measurements must be linked to the organization's goals. It should provide for day-to-day decisions on salary, benefits, and recognition programs. Goals and feedback about performance are communicated to employees.
Measurements must be linked to the organization's goals. Goals and feedback about performance are communicated to employees.
critical incident method
Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective. Requires managers to keep a record of specific examples of the employee acting in ways that are either effective or ineffective. Builds on the critical-incidents approach.
When Thomas Inc. dismissed Jim, his supervisor told him the reason was that he did not meet performance standards. The supervisor assumed that would prevent Jim from claiming he had been dismissed unjustly. What is the main flaw in the supervisor's assumption?
People who sue for unjust dismissal usually claim the real reason for the dismissal differs from what the employer said.
The process through which managers ensure that employees' activities and outputs contribute to the organization's goals is the definition of
Performance management
_____ is the process through which managers ensure that employees' activities and outputs contribute to the organization's goals.
Performance management
Miguel, the HR manager at A1 Appliances, is preparing a newly promoted employee for her role as a supervisor. In his experience, he will need to address the new supervisor's nervousness about conducting performance appraisals. What is the most likely cause of this nervousness?
Performance management supports administrative decisions that have a great impact on employees.
Ty, the HR manager at Elrod Engines, is preparing a newly promoted employee for her role as a supervisor. In his experience, he will need to address the new supervisor's nervousness about conducting performance appraisals. What is the most likely cause of this nervousness?
Performance management supports administrative decisions that have a great impact on employees.
360-Degree Performance Appraisal
Performance measurement that combines information from the employee's managers, peers, subordinates, self, and customers.
Which of the following approaches to performance feedback is generally most effective?
Problem-solving
Which of the following is the last step in performance management process?
Providing consequences for performance results.
Gina considers Craig, her office assistant, to be both highly skilled and highly motivated. Craig frequently surprises Gina with his creative problem solving, above and beyond the basic job requirements. What response should Gina make to Craig's performance?
She should reward Craig and offer him opportunities for career development.
Virginia considers Howard, her office assistant, to be both highly skilled and highly motivated. Howard frequently surprises Virginia with his creative problem solving, above and beyond the basic job requirements. What response should Virginia make to Howard's performance?
She should reward Howard and offer him opportunities for career development.
Alternation ranking is a variation of ______ ranking
Simple
Alternation ranking is a variation of _______ ranking
Simple
In the context of methods for measuring performance, alternation ranking is a variation of _____ ranking.
Simple
William, a supervisor, is discussing an employee with Barb, the human resource manager at his company. The employee's performance has been falling, and the employee has been absent on several workdays. William is concerned about this change in behavior. The HR manager suggests that William encourage the employee to contact the employee assistance program (EAP) for a referral to a counselor. In which situation would Barb's advice be most appropriate?
The employee has the necessary skills but lacks motivation.
The receptionist at Brunt Inc. is punctual, polite, and always cheerful. The firm's employees and customers all love her. However, she has difficulty with the clerical tasks that the firm's prior receptionists handled. The receptionist's supervisor recommends redesigning the receptionist's job. That recommendation would be most appropriate in which situation?
The employee is highly motivated but lacks ability, and training is not expected to help.
Alison needs to evaluate the performance of her employees. She uses a rating scale that ranges from 1 to 10, with 10 being the best, to rate 50 employees. She gives a score of three to 39 out of the 50 employees. In doing so, she commits a __________ error.
The evaluation process by which Alison gives a score of 3 to 39 candidates out of 50 shows that she committed a strictness error What is a strictness error? Strictness error is a typical management error in which a supervisor is overly severe in evaluating staff performance, resulting in decreased motivation and performance in the employee's work. Strictness error demonstrates the propensity to rank everyone on the bottom end of the scale and to be unduly critical of the performance.
After a manager has conducted a performance evaluation, what is the next step?
The manager identifies what the employee can do to capitalize on performance strengths and address weaknesses.
In this variation of ranking technique, managers work from a list of employees, crossing off names of employees who are the best and worst, and continuing to review the list until all the names are crossed off and ranked. This is called.............. ranking
alternation
Salman, a production manager at Telecal Inc., needs to measure the performance of 10 subordinates. He writes their names on a paper and circles Karim's name as the best-performing employee of the group. He then circles Dillon's name as the worst employee of the group. He rates the remaining employees as second best, second worst, and so on. In the context of methods of performance measurement, Salman is using the _____ method.
alternation ranking
The most commonly utilized source of performance observation and judgment comes from _____.
an employee's manager
forced distribution
assigns a certain percentage of employees to each category in a set of categories
forced distribution method
assigns a certain percentage of employees to each category in a set of categories.
critixal incident method
based on managers records of specific examples of employee acting in ways that are either effective or ineffective
why does rating employees attributes on a sliding scale have low reliability?
because manager rating tends to be subjective.
Why does rating employee attributes on a graphic rating scale have low reliability?
because manager ratings tend to be subjective
The rating scale known as BARS defines performance dimensions using statements of _____.
behavior
Braddington Inc. wants to assess the performance of its employees. It uses a questionnaire that has a usually high fit with strategy, usually high validity, usually high reliability, moderate acceptability, and very high specificity. Which approach to employee performance is being focused on by this questionnaire?
behavioral
Payne Corp. wants to assess the performance of its employees. It uses a questionnaire that has a usually high fit with strategy, usually high validity, usually high reliability, moderate acceptability, and very high specificity. Which of the following approaches to employee performance is being focused on by this questionnaire?
behavioral
The ________ performance management method requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period.
behavioral observation scale
The _________ performance management method requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period.
behavioral observation scale
Behaviorally Anchored Rating Scale (BARS)
builds on the critical-incidents approach. The BARS method is intended to define performance dimensions specifically using statements of behavior that describe different levels of performance.
How can data analytics improve the measurement of employees' performance?
by finding patterns in an employee's behavior
In a(n) _____ meeting, managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.
calibration
Effective Performance Management
can tell top performers they are valued, encourage communication between managers and their employees, establish consistent standards for evaluating employees, and help the organization identify its strongest and weakest employees
The first two steps in an effective performance management process involve defining what goals the company is trying to meet and _____.
developing employee objectives and actions to support these outcomes
Organizations establish performance management system to meet strategic, administrative, and...................purposes.
developmental
Subordinate evaluations are the most appropriate to use for which of the following purposes?
developmental
Subordinate evaluations are the most appropriate to use for which purpose?
developmental
"Performance management serves as a basis for improving employees' knowledge and skills." This statement corresponds to which purpose of performance management?
developmental purpose
lawsuits usually are charges of
discrimination and wrongful termination
Which type of lawsuit alleges that a performance management system is biased against employees on the basis of their race or sex?
discrimination claim
Clayton, a supervisor, needs to rate the performance of 20 subordinates. He uses a rating scale to rate them on a scale of 1 to 10. He rates 18 employees at 5, which leads to central tendency. In the context of types of rating errors, Clayton commits a _____ error.
distributional
Corey, a supervisor, needs to rate the performance of 20 subordinates. He uses a rating scale to rate them on a scale of 1 to 10. He rates 18 employees at 5, which leads to central tendency. In the context of types of rating errors, Corey commits a ________ error.
distributional
strategic purpose of performance management
effective performance management helps the organization achieve its business objectives helps link employees behavior with the organizationals goals.
The goal of a calibration meeting is to _____.
eliminate the influence of rating errors
Sabrina, a production manager at Orrin Co., needs to measure the performance of 12 of her subordinates. She divides the number of employees into categories like exceptional, above average, average, and below average. She assigns a certain percentage of employees to each category to determine the quality of their performances. In the context of methods for measuring performance, Sabrina is using the ________ method.
forced distribution
Margaret, a production manager at Falcon Inc., needs to measure the performance of 12 of her subordinates. She divides the number of employees into categories like exceptional, above average, average, and below average. She assigns a certain percentage of employees to each category to determine the quality of their performances. In the context of methods for measuring performance, Margaret is using the _____ method.
forced-distribution
an employee performance measurement differs
from job to job
Roxanne, a new employee at Fenz Pharmaceuticals, has demonstrated low productivity for a long period. Her manager evaluates her performance and finds that she requires more training to improve her productivity. In the context of improving employee's performance, Roxanne lacks _____.
leniency
6 ways to structure commincation
listen as well as talk be honest and positive prevent surprises and prepare for success use specific concrete examples treat employees with respect focus on goals
graphic rating scale
lists traits and provides a rating scale for each trait. The employer uses the scale to indicate the extent to which the employee being rated displays the traits.
Effective performance feedback...................
makes employee aware of the weakness and strengths.
A system in which people at each level of the organization set goals in a process that flows from top to bottom of the company is called _____.
management by objectives
a system in which people at each level of the organization set goals in a process that flows from top to bottom of the company is called.........
management by objectives
In most companies, performance information is generated by the (Blank)
manager
Roxanne, a new employee at Fenz Pharmaceuticals, has demonstrated low productivity for a long period. Her manager evaluates her performance and finds that she requires more training to improve her productivity. In the context of improving employee's performance, Roxanne lacks _____.
necessary abilities
When a motivated employee lacks ability or knowledge, the manager should ______. require the the employee take a leave of absence until they have acquired the necessary skills offer training and detailed feedback fire or demote the employee restructure the job so the employee can meet the job demands
offer training and detailed feedback restructure the job so the employee can meet the job demands
Which source of performance information has expert knowledge of job requirements?
peers
which source of performance information has expert knowledge of job requirements?
peers
When a manager and an employee get together to discuss an employee's performance problems, they are engaging in _____ management.
performance
scheduling performance feedback
performance feedback should be a regular expected management activity -annual feedback is not enough -employees should receive feedback so often that they know what the manager will say during their annual performance review
The process by which workplace managers confirm that employees' outputs and activities support the organization's goals is called _____.
performance management
Which approach to performance feedback is generally most effective?
problem solving
Breanna is the new HR manager at Cummins Castings. She meets with the company's leaders to discuss how she intends to support business objectives. Breanna tells them that Cummins has a performance management process that delivers reliable information, but it needs to be more strategic. Which of the following actions would best make performance management more strategic?
setting individual performance measures that are linked to the organization's goals
People often tend to give a higher evaluation to people they consider _____.
similar to themselves
Fiona, a supervisor at Ronaldo Co., wants to compare the performance of her employees. If she does this by listing the employees from best to worst performer, which term describes her method?
simple ranking
Which technique for making comparisons as part of a performance appraisal asks that managers order employees in a ranked group from highest performer to lowest performer?
simple ranking
measuring performance
simple ranking forced distribution paired comparision
Feedback should be _____ in nature. In other words, it should expressly describe to an employee what is expected of him or her.
specific
Raynah is frustrated because the feedback she received from her manager didn't explain why she was being demoted. Which criterion for effective performance management is missing from Barb's feedback?
specificity
Organizations establish performance management systems to meet developmental, administrative, and _____ purposes.
strategic
Jacinta, a production manager at Alphonso Inc., needs to evaluate the performance of her employees. She asks her subordinate, June, to carry out this job. June uses a rating scale, which ranges from 1 to 10 with 10 being the highest rating, to rate 50 employees. She gives a score of 3 to 39 employees. In doing so, June commits the _____ error.
strictness
Jacinta, a production manager at Alphonso Inc., needs to evaluate the performance of her employees. She asks her subordinate, June, to carry out this job. June uses a rating scale, which ranges from 1 to 10, to rate 50 employees. She gives a score of 3 to 39 employees. In doing so, June commits a _____ error.
strictness
two kinds of feedback in tqm
subjective feedback statistical quality control
According to researchers, when performance feedback form require that subordinate identify themselves as part of the evaluation,..............
they tend to give managers a higher rating.
what is the developmental purpose of a performance management process?
to increase the scope of employee's knowledge and skills.
When an employee is motivated, but lacks ability, it is wise for the manager to offer _____.
training
True or false: The principles of total quality management (TQM) provide a basis for performance measurement.
true
measuring quality
two kinds of feedback in TQM performance measurement combines measurements of attributes and results
Mixed-Standard Scales
uses several statements describing each trait to produce a final score for that trait. The manager scores the employee in terms of how the employee compares to each statement.
In the case of performance appraisal, which of the following criteria refers to whether the appraisal measures all the relevant aspects of performance and omits the irrelevant ones?
validity
What is the major downside of using the ranking method as part of a performance appraisal method?
validity
the administrative purpose
ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits and recognition programs Performance management can support decision making related to employee retention, termination for poor behavior, and hiring or layoffs. Information in a performance appraisal can have a great impact on the future of individual employees.
Administrative purpose of Performance Management
ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs.
when does force-distribution method of performance measurement work best?
when members of a certain group vary greatly in terms of their performance.
According to research evidence, in which of the following situations would an employer most have to guard against raters giving unfair low performance ratings to male employees?
when most of the employees in a work group are female
According to research evidence, in which situation would an employer most have to guard against raters giving unfair low performance ratings to black employees?
when most of the employees in a work group are white
