MGMT CH. 12

Mentoring refers to the frequent activity of the supervisor to give employees information, instruction, and suggestions relating to their job assignments and performance.

False

Performance appraisals should be done by the human resource managers because they are the most knowledgeable about the process.

False

The evaluation meeting is a time of disclosing information, not asking questions.

False

A system of performance management identifies all those things a supervisor must do to enable an employee to achieve the organization's objectives.

True

At appraisal meetings, supervisors emphasize employees' strengths to help them improve performance.

True

Leniency error is when the supervisor gives an employee a higher rating than what he or she deserves.

True

Most firms use some type of a formal appraisal system.

True

Most mature employees are able to handle deserved, fair criticism.

True

On some performance appraisal forms, the supervisor can choose from the list of factors for a given job. Performance appraisal software can weight each factor according to its importance to the employee's job.

True

Performance evaluations should be a normal part of the day-to-day relationship between a supervisor and employees.

True

Which of the following groups are involved in a 360-degree evaluation?

a Vendors b. Customers c. Peers D ALL OF THE ABOVE (answer)

Which of the following is a reason to use a performance appraisal system?

a. Performance appraisals provide a framework to help the supervisor evaluate performance systematically. b. Performance appraisals allow employees to know what their supervisors think of their work. c. Performance appraisals help supervisors coach and counsel employees. D ALL OF THE ABOVE

Generally the employees who benefit most from coaching are:

average performers

All of the following are factors for measuring performance EXCEPT:

confidence level.

Regardless of how supervisors approach the appraisal meeting, they must:

include a plan to improve upon weaknesses

All of the following are reasons for evaluating performance on a systematic basis EXCEPT:

meeting the human resource requirement.

The quality of an employee's job performance is called:

merit

The job-related requirements by which an employee is evaluated are called:

performance standards

For an employee who is new to the organization, the supervisor should conduct appraisals periodically during the employee's:

probationary period

At times, bringing a new employee into a department for a higher-level position rather than promoting an employee from within an organization may be desirable. This is because:

the new employee will contribute different ideas and fresh perspectives to the job.