MGMT 3000 9.4-9.5

Bianca is given specific metrics that her department has to meet. Objectives Implementation Evaluation Selection Assessment

A

In this type of appraisal, managers would track employee results such as number of cars sold in a quarter, total miles driven, or monthly sales totals. Objective performance appraisal Subjective performance appraisal Does not describe either

A

It is virtually impossible for employees to challenge this type of appraisal on legal grounds. Objective performance appraisal Subjective performance appraisal Does not describe either

A

The continuous cycle of improving job performance through defining performance, monitoring and evaluating performance, reviewing performance, and providing consequences is known as _____. performance management performance appraisal development training

A

This type of appraisal focuses on results and is often numerical. Objective performance appraisal Subjective performance appraisal Does not describe either

A

This type of appraisal is based on facts that managers keep track of Objective performance appraisal Subjective performance appraisal Does not describe either

A

This type of appraisal is less subject to being tainted by managers' personal biases. Objective performance appraisal Subjective performance appraisal Does not describe either

A

Yang receives his bonus check when he beats his sales goals by 10 percent. Provide Consequences Define Performance Monitor and Evaluate Performance Review Performance

A

Yuki was just hired as a financial analyst and will spend the next two weeks learning company policies, procedures, and culture with other new hires. This type of process is known as ______, or employee socialization. onboarding selection interviewing recruiting

A

A performance appraisal is likely to contain which two of the following types of information? Performance feedback Assessment of performance On-the-job training Job analysis Realistic job preview

A,B

What are reasons that the forced ranking approach to performance appraisal is falling out of favor? The system gets rid of talented as well as untalented people. It creates legal risk due to the perception of bias. It requires significantly more time and effort than other forms of performance appraisal. It results in reduced employee performance.

A,B,D

Which of the following are examples of an objective appraisal of employee performance results? Counting the number of days since a safety incident occurred under an employee's watch Considering how well an employee gets along with co-workers Comparing an employee's sales revenue to an annual target Ranking an employee based on his or her attitude

A,C

Which terms describe good performance expectations? Specific Ambitious Achievable Vague

A,C

Aileen and her supervisor discuss how the market is looking and how much of an increase in sales she believes is realistic and attainable for this year. Provide Consequences Define Performance Monitor and Evaluate Performance Review Performance

B

Kevin continuously helps his employees improve their work through the reviewing their performance and providing consequences. These are two steps of _____ management. cognitive performance resource absolute

B

Melba is charged with deciding whether to have learning and development classes conducted during the workday or to have learning and development outside of work. Objectives Implementation Evaluation Selection Assessment

B

One type of this appraisal is the behaviorally anchored rating scale (BARS), designed to assess specific behaviors. For example, a 5-point scale that ranges from 1 - "employee rarely takes any initiative" to 5 - "employee often solves problems independently without being told." Objective performance appraisal Subjective performance appraisal Does not describe either

B

The validity of this appraisal is questionable because managers' personal biases can influence ratings. Objective performance appraisal Subjective performance appraisal Does not describe either

B

This appraisal may focus on employee attributes such as "leadership ability" or "positive attitude." Objective performance appraisal Subjective performance appraisal Does not describe either

B

This appraisal may focus on specific, observable performance aspects such as conveying positive attitudes toward customers or staying late to finish projects. Objective performance appraisal Subjective performance appraisal Does not describe either

B

When Keisha started her new job, she went through ______ to help her transition and fit smoothly into the job and organization. The company is small so this process consisted primarily of employees welcoming her, "showing her the ropes," and inviting her to the annual picnic that was coming up soon. management orientation training education

B

Whenever people take a car in to Kelly Cars for service, they are asked to rate their satisfaction with the quality and timeliness of the repairs by completing an automated phone survey. This feedback is then used in the mechanic's performance appraisal. Which source of information is Kelly Cars using for its performance appraisals? Self-appraisals Customers and clients Managers Peer reviews

B

Which of the following is a typical off-the-job learning and development method? job rotation e-learning coaching planned work activities role-playing

B

Research has shown that an effective employee socialization program has which of the following effects? Stronger customer loyalty Reduced turnover Enhanced job satisfaction Improved employee performance

B,C,D

What are reasons that the forced ranking approach to performance appraisal is falling out of favor? It requires significantly more time and effort than other forms of performance appraisal. The system gets rid of talented as well as untalented people. It results in reduced employee performance. It creates legal risk due to the perception of bias.

B,C,D

When crafting a solution to a problem during a performance appraisal, what should employers do? Communicate the problem and planned solution to the rest of the office. Make themselves available for further questions or feedback. Set consequences that are intimidating to the employee. Get the employee's input.

B,D

Helping a new employee to learn the ropes of the organization and fit easily into the new job is known as ______. performance appraisal selection orientation recruitment

C

In which step of the learning and development process does the employer identify if there are gaps in what new employees need to know and if those gaps can be filled by learning and development? Selection Implementation Assessment Evaluation

C

Jere reviews customer satisfaction data to determine if her employees are doing better in that area. Objectives Implementation Evaluation Selection Assessment

C

Multiple Choice Question A _____ consists of assessing an employee's performance and providing him or her with appropriate feedback. marketing mix vision statement performance appraisal mission statement

C

Peter evaluates his sales staff based upon sales volume and gross margin on each sale. This BEST describes _____. a subjective appraisal a 360-degree feedback an objective appraisal peer reviews

C

Quentin has a discussion with his supervisor about how sales are going and whether or not it looks like he will make this year's budgeted sales figures. Provide Consequences Define Performance Monitor and Evaluate Performance Review Performance

C

This type of appraisal is extremely difficult to create and therefore, is almost never used in today's organizations. Objective performance appraisal Subjective performance appraisal Does not describe either

C

Uber drivers' performance is currently rated by riders in their vehicles. This means that the performance appraisal they receive is primarily 360-degree feedback. unbiased. subjective. objective. behaviorally-anchored.

C

What is the intended benefit of the forced ranking approach to performance appraisal? It shields the company from legal action by subjecting all employees to the same treatment. It encourages employees to participate in the appraisal process and to think critically about their own performance. It encourages managers to reward top performers and discipline poor performers. It highlights any biases or perceptual errors in the appraisal process.

C

Why are objective appraisals harder for employees to challenge legally? They are performed by the employees themselves. They are protected under current labor laws. They are not subject to personal bias. They are performed anonymously.

C

_____ are subject to validity problems due to evaluator bias. 360-degree feedback forms Personality appraisals Trait appraisals Objective appraisals Behavioral appraisals

C

A _____ consists of assessing an employee's performance and providing him or her with appropriate feedback. mission statement vision statement marketing mix performance appraisal

D

A performance appraisal consists of motivating and counseling. setting standards and monitoring performance. motivating and monitoring performance. assessing performance and providing feedback. rotating job positions.

D

Before Anisha meets with her manager, she is asked to complete a form listing her accomplishments during the past year, along with her perceived strengths and weaknesses and ways that she believes she can improve her performance. This is an example of a(n) _____. peer review behaviorally anchored rating scale 360-degree assessment self-appraisal

D

In which step of the learning and development process does the employer analyze whether employees' gaps in knowledge have been successfully filled? Assessment Rationale: Objectives Evaluation Implementation

D

Myra notices that one of her employees has been wasting time and resources by performing a task incorrectly. Which statement is the most effective form of feedback? You're doing that wrong. If you enjoy working here, I suggest you find a way to work faster. Do you know how much longer you take than your co-workers? Let me show you a trick that will save you some time and effort.

D

Oswaldo receives several proposals from learning and development content delivery companies and considers each. Objectives Implementation Evaluation Selection Assessment

D

Performance appraisals that are based on facts and are often numerical are referred to as _______ appraisals. subjective proactive reactive objective

D

While Vonda's sales are strong, they do not appear to be in line with what she and her supervisor anticipated, so they are meeting to discuss how she can boost her sales in time to meet her goals. Provide Consequences Define Performance Monitor and Evaluate Performance Review Performance

D

Demarcus' department's productivity is being reviewed by upper management after a sharp decrease from last year's levels. Objectives Implementation Evaluation Selection Assessment

E

Technology-enhanced learning is usually a form of orientation. managerial development. on-the-job learning and development. management selection. off-the-job learning and development.

E

Uber has worked to improve and safeguard its driver performance appraisal rating system, yet it still lacks some of the basic components of traditional employee performance management systems. Based on the case, which of the following is not part of Uber's performance appraisal system for drivers? punishment monitoring expectations feedback rewards

E

Zora is conducting a performance appraisal for Sam, one of her employees. The company's performance appraisal form asks her to rate Sam's performance on various items like "Submits reports on time with minimal errors" on a scale from 1 to 5. Zora is using a ________ appraisal system. trait 360-degree MBO results BARS

E