Human Resources- Chapter 8

Which of the following is the best use of self-ratings?

as a way for the employee to prepare for performance feedback

Consistency in performance and being free from random error is a measure of ______.

reliability

A performance measure that does a good job of telling employees what is expected of them and how to meet those expectations is said to have a high level of ______.

specificity

The main goal of a productivity measurement and evaluation system (ProMES) is to motivate employees to ______.

improve team or company-level productivity

Which of the following are potential conditions under which appraisal politics are more likely to take place? (Select all that apply.)

-Raters are accountable in some way to the person being rated. -There is a direct linkage between performance appraisal and highly desirable rewards. -There are competing goals.

Which is the most likely reason many managers doubt the effectiveness of performance appraisal systems?

Appraisal systems are rarely modified.

Which of the following is an advantage of the attribute approach?

The methods are easy to develop and use in a wide variety of jobs.

Though paired comparison can offer managers with important insight, it can also ______.

be time-consuming

What term is used to describe the various sets of skills, knowledge, abilities and personal characteristics associated with the successful performance of a job?

competencies

The best kind of performance feedback is the kind that ______.

elicits positive behavioral responses

Feedback sessions should focus not only on performance problems but on ______ as well.

effective performance

Which of the following statements about self-ratings are true? (Select all that apply.)

-Ratings should not be the sole source of performance information. -Employees tend to inflate their ratings.

Which of the following are drawbacks of the comparative approach? (Select all that apply.)

-The validity and reliability of the ratings are modest at best. -The rankings provide little useful information to those being evaluated.

Which of the following has been revealed by research on the use of objectives to measure performance? (Select all that apply.)

-Use of objectives usually increases productivity. -Commitment to the objectives from top management results in high productivity.

Specificity is relevant to which of the following aspects of performance management? (Select all that apply.)

-achieving strategic goals -employee development

To improve poor performance in an employee, a manager must work with the employee to ______. (Select all that apply.)

-agree on how to solve the issue -determine the cause of the problem

Which of the following are types of distributional rater errors? (Select all that apply.)

-central tendency -leniency -strictness

Critics of forced distribution systems point to the disconnect among which of the following? (Select all that apply.)

-employee compensation -employees' evaluations -corporate performance

Managers should work with employees to solve performance problems in an atmosphere of ______. (Select all that apply.)

-encouragement -respect

Which of the following steps are part of the attribute approach? (Select all that apply.)

-evaluating whether individuals posses certain desired traits -defining a set of desired traits

What are recommended ways of making a feedback discussion effective? (Select all that apply.)

-having it serve as an opportunity to discuss the roles of the manager and the direct report -holding it in a neutral location -setting up an open dialogue between a manager and his or her direct report

According to research, which are the likely results of goal setting? (Select all that apply.)

-increased job satisfaction -motivation to improve -performance improvement

Which of the following aspects of an employee's job should managers take into account when they are considering ways to improve performance? (Select all that apply.)

-motivation -ability

What should effective performance evaluations systems measure? (Select all that apply.)

-objectives -behaviors

Which of the following are components of a balanced scorecard's perspectives of performance? (Select all that apply.)

-operations -learning -customer

Which of the following administrative decisions are typically made with the aid of performance management information? (Select all that apply.)

-pay raises -promotions -layoffs

Which of the following would be expected in a performance management system that is designed with a strong quality orientation? (Select all that apply.)

-use of multiple sources in the evaluation of person and system factors -an emphasis on cooperation in performance problem solving between managers and employees -involvement of both internal and external customers to set standards and measure performance

What tool is most commonly used in the attribute approach to performance management?

Graphic rating scale

What type of approach should managers use to work with employees to solve performance problems?

collaborative or problem-solving

Managers who attempt to define which behaviors employees have to exhibit in order to effectively complete their job are using the ____ approach to performance management.

behavioral

When a performance measure does not measure all aspects of performance, it is considered ______.

deficient

When using behaviorally anchored rating scales, organizations seek to define performance dimensions by ______.

developing behavioral anchors associated with different levels of performance

During a negative feedback session, which of the following should a manager focus on to avoid personalizing poor performance in an employee? (Select all that apply.)

-specific behaviors that occurred with a situation -the results of the behavior on peers or customers -the situation

Which of the following are important criteria for evaluating a performance management system? (Select all that apply.)

-specificity -reliability -acceptability

Asking employees to complete a self-assessment before a feedback session encourages them to ______.

-think about their past performance -participate fully in the feedback session -think about their weaknesses

Which statement is true about the use of an objectives method for measuring performance?

Employees should set goals that are linked to organizational goals.

Which of the following statements about the process of performance management is true?

To be effective, performance management should not be an event but a process.

True or false: One of the most important things a manager should avoid when giving negative feedback is to question the employee's worth as a person.

True

What are evaluators engaging in when they purposefully distort a rating in order to achieve a goal?

appraisal politics

The acceptability of a performance measure is determined, in part, by the extent to which the employees ______.

believe the performance management system is fair

Mao Lin is a computer engineer. She has degrees in computer science and has worked in the field for two decades. Mao Lin is personable and hard working but also extremely knowledgeable. She is capable of overseeing projects and employees, is organized, and has the technical skills to understand both the big picture and the details. This description indicates that Mao Lin has ______.

competencies

What term describes the process of ranking employees by assigning certain percentages to predetermined groups (such as best workers, worst workers, and categories in between)?

forced distribution

What is one of the most effective motivators of performance?

goal setting

Which performance management approach involves a preventative approach to errors, continuous improvement, and a customer orientation?

quality

Which of the approaches to performance measurement relies on a combination of the attribute and results approaches?

quality approach

What term is used to describe systems like Yammer that allow employees to quickly exchange information, provide coaching, and receive recognition?

social performance management

Who of the following are primary sources of performance information of an employee? (Select all that apply.)

-self -customers -direct reports

Which of the following statements is true about the results approach to measuring performance?

Objective measurements can be contaminated and deficient.

When implementing a performance management strategy, organizations develop which of the following? (Select all that apply.)

-definitions of the expected results -feedback systems -measurements systems

What type of ranking is being used when managers look over a list of employees, decide who is best and cross that name off the list, decide who is the worst employee and cross that name off the list, and then repeat the process?

alternation

After a company has decided the kind of performance it expects from employees, it must develop ______.

ways to measure performance

Which of the following are questions managers should ask when analyzing poor employee performance? (Select all that apply.)

-Does the employee have the required skills and knowledge? -Does the employee have the necessary resources to succeed? -Does the employee know what is expected?

Which generations particularly value social performance management, which uses systems like Facebook and Yammer to allow employees to quickly communicate with one another?

-Generation Z -Millennials

Which of the following are the first two steps in the performance management process? (Select all that apply.)

-Identify and develop performance measures for key performance dimensions. -Identify the company's goals and objectives.

Which of the following are advantages of the results approach to measuring performance? (Select all that apply.)

-It minimizes subjectivity and provides quantifiable indicators of performance. -It links an individual's results with the organization's strategies and goals. -It is generally accepted by managers and employees.

Which of the following statements about the behavioral approach to measuring performance are true? (Select all that apply.)

-It provides specific guidance and feedback for employees. -Its results have high validity.

What tool is most commonly used in the attribute approach to performance management? Multiple choice question.

Graphic rating scale

What is an advantage of the comparative approach to measuring performance?

It effectively differentiates employee performance.

Which of the following statements is true about the developmental purpose of performance management?

It is designed to develop employees and improve performance.

Which of the following statements is true about peer evaluations?

Peer evaluations can be more motivating than managers' evaluations.

During a feedback session, a manager and an employee determine that the employee's failure to meet a sales goal is the result of lack of product knowledge. What is the next step needed to solve the issue and improve the employee's performance?

The manager and employee work together to develop a product training schedule.

Which of the following statements is true about approaches to measuring performance?

There is no one best approach to measuring performance but all should measure what is accomplished and how it is accomplished.

What is a disadvantage of behaviorally anchored rating scales?

They can bias information recall.

Donaldo just went through his performance evaluation. His manager gave him timely and complete feedback about areas needing improvement and training available to help him. Donaldo disagreed with his manager's assessment and decided not to make any changes to his work performance. Which criterion of performance measure is exemplified by Donaldo's reaction?

acceptability

Before a performance management system is implemented, an organization must first decide whom to use ______.

as the source of the performance measures

What term describes an approach to performance management that involves focusing on certain traits or characteristics possessed by individuals that are thought to be related to the company's success?

attribute

Which of the following is similar to behaviorally anchored rating scales except that it involves managers rating the frequency that employees exhibited certain behaviors during a specified rating period?

behavioral observation scale

Chelan is a manager and must measure the performance of her employees. The method she uses requires her to analyze the performance of each employee in relation to other workers. What is the approach that Chelan will be using?

comparative

Which of the following do managers create in order to describe the competencies associated with an entire occupation, organization, job family, or a specific job?

competency models

A ____ performance management process is based on ongoing communication across all employment levels and performance data collection from a wide variety of sources in a position to observe employees' work.

continuous

Tova works for a mobile business that grooms dogs. She visits clients' homes to groom their pets and is always in the field. Which of the following would be the best source of information for her performance review?

customers

Managers are often evaluated by their employees. Employees who report to a manager are known as ______.

direct reports

When a graphic rating scale provides rankings at a number of different points, it is known as a(n) ______ scale.

discrete

When the plaintiff alleges they were unjustly treated by the performance measurement system due to their age, gender, or race, they are bringing a ______ suit.

discrimination

Once effective behaviors have been defined, the behavioral approach requires managers to assess how well ______.

employees exhibit them

Because effective performance management systems are increasingly important, many companies and organizations are training managers on how to provide ____ to employees.

feedback

Employees should not be surprised by a formal evaluation if they are provided with frequent ______ from their managers.

feedback

What term describes the simplifying mechanisms we use to make judgments?

heuristics

Where should a manager hold a feedback session with a direct report?

in a neutral location

According to research, in which area has ProMES been shown to be most effective?

increasing productivity

On a balanced scorecard, what is the performance perspective that focuses on processes that influence customer satisfaction?

internal or operations perspective

Managers should consider whether employees want to do the job they're doing and whether employees feel they are being appropriately compensated when determining an employees' ______.

level of motivation

Communication, documentation, and organization maintenance are several of the basic purposes of an organization's performance ______ system.

management

Which of the following is the most frequently used source of performance information?

managers

Though a behavioral observation scale offers managers important insights, it can also require more information than ______.

managers can process

Which type of scales are created by defining relevant performance dimensions, developing statements that represent good, average, and poor performance, and then mixing those statements with statements from other dimensions on the actual rating instrument?

mixed-standard

Which ranking method involves comparing every employee with every other employee in their work group and assigning a score of "1" each time an employee is considered to be the better performer in order to establish employee performance scores?

paired comparison

The ____ approach uses evaluation of personal traits, such as cooperation, which can be difficult to equate to actual job performance unless the organization is team-based.

quality

Which approach to performance management involves managing objective measures of outcomes of a job or work group?

results

What term describes the process in which a manager rates the employees within his or her department from the best to the worst performers?

simple ranking

Job performance management systems that bring out job performance that is in line with the strategies, goals, and culture of the organization is said to have ______.

strategic congruence

The results approach assumes that ______ can be eliminated from the process of measuring the results of a work group.

subjectivity

Peer evaluations are particularly useful to management when ______.

supervisors are not often able to observe the employee

Performance management appraisals are sometimes not particularly useful because managers ______.

tend to fear evaluating employees negatively

When providing negative feedback to an employee, what should a manager focus on?

the employee's results

What is a developmental purpose of performance management?

to identify employee weaknesses for managers to use in providing feedback and coaching

It is the manager's responsibility to give feedback to employees frequently, making employees aware of performance deficiencies before they ______.

turn into productivity loss

What kind of legal action is taken when a former employee files a suit against an employer claiming that they were fired for a reason other than that which is being claimed by the employer?

unjust dismissal

What term describes a performance appraisal process for managers that includes direct reports' evaluations?

upward feedback

When a performance measure assesses all relevant aspects of performance, and only the relevant aspects of performance, that measure test is considered ______.

valid

What impact does praising effective performance have on an employee?

-It reinforces positive performance behavior. -It adds credibility to feedback by showing that managers are not just identifying performance problems. -It provides accurate performance, both positive and negative.

Which of the following statements are true about managers as sources of performance information? (Select all that apply.)

-Managers know about their employees' job requirements. -Managers have the ability to rate their employees.

____ ____ scales were developed to get around some of the problems with graphic rating scales. (Remember to put only one word in each blank.)

-Mixed -standard

Which of the following statements are true about self-assessments? (Check all that apply.)

-Self-ratings used for administrative purposes are often inflated. -Self-assessments give employees a chance to reflect on their accomplishments and weaknesses.

Which are the most likely results when a manager personalizes poor performance in an employee? (Select all that apply.)

-The employee may get defensive. -The employee may fail to listen to the feedback. -The employee may not change their performance.

Which of the following are disadvantages of the attribute approach to measuring performance? (Select all that apply.)

-The validity and reliability of the methods are generally low. -Employees evaluated by these methods are generally not accepting of the feedback.

Which of the following are purposes of an organization's performance management system? (Select all that apply.)

-developmental -administrative -strategic

Which are elements of the continuous performance management process? (Select all that apply.)

-easily accessible performance feedback -ongoing communication between management and employees -data collection from everyone who works with an employee

The top strategic purpose of a performance management system is establishing a link between ______.

-employee activity and organizational goals

Which of the following are examples of comparative approaches? (Select all that apply.)

-ranking -forced distribution -paired comparison

Competency models can be useful for which of the following HR practices? (Select all that apply.)

-training -selection -recruiting -development

When is it appropriate to use customer evaluations of employee performance? (Select all that apply.)

-when the job involves direct service to the customer -when the evaluations serve a strategic goal

If two individuals give a person's job performance approximately the same evaluation, the performance measure has ______.

interrater reliability

Natalia's role with her new team was to produce periodic reports on the team's progress. Her reports were not in the preferred format and lacked several standard components, but she was unaware she was doing anything wrong and instead thought she was doing a good job. Natalia received a poor performance evaluation as a result of her reports. What is the most likely cause of Natalia's poor performance?

lack of feedback

The behavioral approach is best suited to evaluating ______.

less complex jobs