BUS 155 Chp 8

360-degree feedback systems will be effective in all organizations

False: 360-degree feedback systems will only be effective in some organizations.

If there are no promotion opportunities available in an organization, then is should not be written into developmental plans for its employees

False: Developmental plans can also enrich employees' work experiences.

Managers should not be held accountable for tracking their employees' development

False: Supervisors should be held accountable for their employees' development.

the first step of a feedforward interview is to discuss an employee's weakness

False: The first step of a feedforward interview is to elicit a success story.

A temporary assignment is a developmental activity that allows an employee to receive publications and attend informal and formal meetings in which employees have an opportunity to learn about best practices in their industries

False: This describes membership in professional organizations.

which of the following objectives are objectives of developmental plans? a. sustain performance b. improve performance c. prepare employees for advancement d. all of the above

d. all of the above

How does a 360-degree feedback system help employees take control of their own careers? A. It allows employees to choose raters who will give them high ratings. B. It allows employees to gain a realistic assessment of where to go with their careers. C. It allows employees to see which coworkers are friends and which are not. D. It allows employees to form alliances with high raters and avoid low raters.

B. It allows employees to gain a realistic assessment of where to go with their careers.

which of the following is an advantage to a 360-degree feedback system A. Avoidance of "undiscussables." B. Employees know their chances of being promoted before they submit the required forms. C. Employees exhibit increased commitment to improve. D. Allow for organizational control of an employee's career.

C. Employees exhibit increased commitment to improve.

One of the goals of a feedforward interview is to: A. Provide an in-depth analysis of the employee's weaknesses. B. Set future goals and objectives. C. Understand the skills that individuals have that allow them to perform well. D. Think about ways that the employee can improve upon his/her weaknesses.

C. Understand the skills that individuals have that allow them to perform well.

It would be unwise to implement a 360-degree feedback system in an organization: A. Where there is little or no fear of speaking up B. Where people want to improve their performance C. Where employees are not trusted to get their job done D. Where decisions are made about rewards and promotion fairly free of favoritism

C. Where employees are not trusted to get their job done

because 360-degree feedback systems gather feedback from multiple sources, there is a decreased chance of _______ in the identification of employees' weakness a. truth b. accuracy c. biases d. leniency

C. biases

Which of the following is characteristic of a good 360-degree feedback system? A. There is anonymity. B. Every employee must rate every other employee. C. Raters provide information beyond simple ratings. D. A and C are correct.

D. A and C are correct.

The steps of a feedforward interview include: A. Uncover the employee's underlying success factors. B. Extrapolate past behavior into the future. C. Elicit a success story from the employee. D. All of the above

D. All of the above

Which of the following are acceptable developmental activities? A. Education courses B. Job rotation C. Mentoring D. All of the above

D. All of the above

in using 360-degree feedback systems, what can be done to ensure that employees accept the results a. Ensure that the employee is allowed to select at least some raters that will provide feedback. B. Ensure that everyone whom the employee has interacted with in any way provides feedback. C. Ensure that only clients who were happy with the employee's performance are selected to provide feedback. D. Ensure that the supervisor responds to any negative feedback with a defense of the employee.

a. Ensure that the employee is allowed to select at least some raters that will provide feedback.

what is the defining feature of a 360-degree feedback system a. employees receive feedback form a variety fo people including supervisors, coworkers, and clients b. results are given in pie-chart form c. employees have the opportunity to respond to feedback d. employees are responsible for providing feedback to everyone they deal with

a. employees receive feedback form a variety fo people including supervisors, coworkers, and clients

a direct supervisor's responsibilities regarding employee development include all of the following except: a. explaining the probability the employee has of being successful b. developing hard-to-reach goals and objectives c. providing resources and guidance on developmental activities d. reviewing the employee's progress toward goals

a. explaining the probability the employee has of being successful

a gap analysis is conducted examining the areas for which there are large discrepancies between ______ and _______ a. self-perceptions; perceptions of others b. peer perceptions; supervisor perceptions c. subordinate perceptions; supervisor perceptions d. none of the above

b. peer perceptions; supervisor perceptions

which of the following is included in the direct supervisor's role in creating a developmental plan a. identifying areas that are of interest to the employee b. referring the employee to activities appropriate for the achievement of goals c. encouraging the employee to choose developmental activities that are lowest in cost to the organization d. referring the employee to coworkers who will track the employee's progress in the developmental plan

b. referring the employee to activities appropriate for the achievement of goals

raters in successful 360-degree feedback systems receive ________ and _________ a. compensation; training b. training; room to include comments c. room to include comments; interpretation of results d. none of the above

b. training; room to include comments

successful 360-degree feedback systems offer: a. observation of employee performance b. feedback interpretation c. a and b d. none of the above

c. a and b

360-degree feedback systems should focus on _____ to ensure that the employee can identify specific action to improve performance a. results b. teamwork c. behaviors d. none of the above

c. behaviors

______ is/are a developmental process that consists of a one-on-one relationship between a senior (mentor) and junior (protege) employee a. job rotation b. self-guided reading c. mentoring d. temporary assigments

c. mentoring

what is the objective of a developmental plan? a. to show an employee that he is not very good b. to provide an opportunity to the employee that he will not be able to successfully complete his goals c. to encourage learning, performance improvement, and personal growth d. to encourage an employee to perform better than expected

c. to encourage learning, performance improvement, and personal growth

developmental activities include: a. one-the-job-training b. courses c. job rotation d. all of the above

d. all of the above

which of the following questions should be answered to determine of an organization is prepared to implement a 360-degree feedback system: a. does the organization value input and participation in decision making b. is cooperation evident among employees from different units or departments c. is there little or no fear of speaking up d. all of the above

d. all of the above

when is a 360-degree feedback most useful a. when it is used for administrative purposes only b. when it is based on an online system c. when every person that the employee has encountered in the evaluation period provides feedback d. when it is used for developmental purposes only

d. when it is used for developmental purposes only

360-degree feedback should only be used for administrative purposes

false: 360-degree feedback should only be used for developmental purposes.

a 360-degree feedback system is less effective for an individual who perceives a need to change

false: 360-degree feedback systems are most effective for individuals who perceive a need to change.

Developmental plans should be implemented for all but the lowest level employees

false: Developmental plans should be implemented for all employees, from top management through the lowest level.

360-degree feedback systems where the feedback is anonymous are more likely to be successful

true

In 360-degree feedback systems, information is gathered from an employee's peers, customers, subordinates, and supervisors

true

a 360-degree feedback system is most effective for individuals high self-efficacy

true

developmental plans should keep the needs of both the organization and the employee in mind

true

one goal of a feedforward interview is to think about ways that an employee's skills can be used to make further improvements in the future

true

one risk of 360-degree feedback is that raters may have become overloaded with forms to complete

true

the overall objective of a developmental plan is to encourage continuous learning, performance improvement, and personal growth

true

two of the advantages of implementing 360-degree feedback systems are that employees have increased commitment to improve and that they have more control over their careers

true