HRM Chapter 10 Smartbook Questions, Chapter 8, HR MANAGE EXAM 3, MGMT 361 Exam 3 - Flores - Ball State, Chapter 10 - HR

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Why do many organizations provide access to outplacement counseling programs for dismissed employees?

To promote a sense of fairness regarding the dismissal, To avoid legal actions by dismissed employees, To help them address the psychological issues associated with losing a job

People often tend to give a higher evaluation to people they consider _____. a. similar to themselves b. to be difficult c. to be intimidating d. different than themselves

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

Forced distribution Paired comparison Ranking

Which of the following reasons are why an employee might be satisfied with co-workers and supervisors? Check all that apply.

They share the same values, They provide social support.

Why do many organizations provide access to outplacement counseling programs for dismissed employees?

To avoid legal action (and promote a sense of fairness regarding the dismissal), and to help address psychological issues associated with losing a job

What is the purpose of the role analysis technique?

To identify what is expected of an employee and of people who interact with that individual

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? a. Ability b. Strength c. Concentration d. Motivation

The biggest concern with the use of electronic monitoring of an employee's performance is _____. a. privacy b. advocacy c. validity d. reliability

The most common method for rating employee traits and qualities is called the _____. a. graphic rating scale b. simple rating scale c. behavioral description scale d. employee characteristics scale

The rewards component of a high-performance work system includes performance measures, performance methods, and _____ linked to success. a. incentive pay b. seniority levels c. job efficiencies d. company benefits

The likely reason many managers doubt the effectiveness of performance appraisal systems is that ______.

appraisal systems are rarely modified

A binding process in which a professional from outside the organization hears a case and resolves it by making a decision is called _____.

arbitration

A binding process where an outsider hears a case and resolves it by making a decision

arbitration

True or false: In most companies, annual feedback is sufficient for performance review.

false

True or false: In the paired-comparison method of performance management, the employee with the lowest number of points is considered the top-ranked employee.

false

True or false: It is not necessary for an employee to prepare for a feedback session

false

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

feedback

On a balanced scorecard, the performance perspective that focuses on processes that influence customer satisfaction is known the ______.

internal or operations perspective

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

interrater reliability

The local candle factory had to lay off one-third of its employees after the rush of the holiday season. These lay-offs are an example of _____ turnover.

involuntary

The local candle factory had to lay off one-third of its employees after the rush of the holiday season. These lay-offs are an example of __________ turnover

involuntary

One advantage of the comparative approach to measuring performance is that ______.

it effectively differentiates employee performance

The level at which people identify themselves with their jobs is called _____.

job involvement

Brittany often attempts to avoid her work situation (physically, mentally, or emotionally). She is engaging in _____.

job withdrawal

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. Her poor performance in this case was likely due to ______.

lack of feedback

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

layoffs pay raises promotions

The behavioral approach is best suited to evaluating ______.

less complex jobs

Managers should consider if employees want to do the job they're doing and if 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

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

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 (Blank)

manager

In most companies, performance information is generated by the _______ (manager/employee).

manager

In most companies, performance information is generated by the _______.

manager

In most companies, performance information is generated by the ___________

managers

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

When a neutral party from outside of the organization hears the case in a dispute, but this person has no power to force a solution, the process is called _____.

mediation

Measurement of productivity and management by objectives are two of the most popular _____.

methods for measuring results

A system that stores information in distinct files that may be connected by shared elements is known as a(n) ______ database.

relational

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

reliability

With regard to performance measures, what criteria represents the dependability of the results that the performance measure will deliver?

reliability

In a peer review, the panel of representatives formed to hear the dispute consist of _____.

representatives from the organization at the same level as the person in the dispute

An employee assistance program is an option for employees to use when seeking professional treatment for which two issues?

substance abuse, emotional problems

Peer evaluations are particularly useful to management when ______.

supervisors are not often able to observe the employee

Software systems that assist managers in solving problems by demonstrating how results may vary when assumptions or data are altered are known as decision ______ systems.

support

As a component of a high-performance work system, ______ design organizes the details of the organization's necessary activities into groups.

task

What are the three approaches a manager can take in a feedback session?

tell - and - listen tell - and - sell problem solving

When an employee misbehaves on the job, a manager practicing progressive discipline might respond by ______.

temporarily suspending the employee, giving the employee spoken and written warnings, firing the employee

When an employee takes a claim to the public instead of going through the company channels, it is called _____.

whistle-blowing

Involuntary turnover refers to _____.

workers leaving because the organization has ended their employment

When an employee takes a claim to the public instead of going through company channels

whistle-blowing

What is the most important downside to using customer surveys for performance measurement?

Customer surveys can be expensive to conduct

An employee's role within a company includes:

1. Customer expectations of how the employee should behave 2. The work the employee is expected to do 3. The way people expect the employee to behave in that job

What are two steps found in the role analysis technique?

1. Members of a role set write expectations for the role 2. The group modifies its list of the role's duties and behaviours

What are the three approaches a manager can take in a feedback session?

1. Tell-and-listen 2. Problem-solving 3. Tell-and-sell

What four components are typically used in an OBM (Organizational Behaviour Modification) technique?

1. Use a measurement system to see if employees exhibit behaviours 2. Define a set of key behaviours necessary for job performance 3. Provide feedback and reinforcement to employees 4. Inform employees of key behaviours

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

Springfield Tool & Die Company must close one of its plants due to a weak economy. A total of 250 employees will be laid off as a result of this closing. According to federal law, the company must give _____ days' notice before laying off these employees.

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

Mallory told her manager that having employees fill out three surveys about their skill levels was too time consuming and seemed unfair to those who only required one skill for their job. What criterion for performance management is Mallory concerned with?

Acceptability

Which criterion takes into account whether or not employees want to use a performance measure?

Acceptability

The strategic purpose of an effective performance management process is to help the organization _______ ___ ________ _________.

Achieve is business objectives

An example of wrongful discharge:

An employee is fired for refusing to falsify a report to the IRS. The company fires an employee after missing one important meeting, despite a two unexcused absence rule.

Which of the following scenarios is an example of wrongful discharge?

An employee is fired for refusing to falsify a report to the IRS. The company has a policy of allowing two unexcused absences, but an employee is fired for missing only one important meeting.

What is the most important downside to using customer surveys for performance measurement?

Customer surveys can be expensive to conduct.

An employee who is not satisfied at work will sometimes physically withdraw from the job by:

Arriving late, not actually working while on the job, and repeatedly calling in sick

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

___ is a variation of BARS that uses all behaviours necessary for effective performance to rate performance at a task.

BOS (Behavioural observation scale)

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

How can an organization make exit interviews more effective?

By having HR personnel conduct exit interviews

How can an organization make exit interviews more effective?

By having HR personnel conduct the interviews

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.

Job __________ involves taking measures to make a job more interesting

Complexity

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 Susan's work as a repair technician. In order to evaluate these complaints, her manager started keeping a record of her ineffective behaviour 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 _______ - incident method to rate behaviour.

Critical

An employee's role within the organization includes which of the following? (Select all that apply.)

Customer expectations for how the employee should behave, The way people expect the employee to behave in that job, The work that the employee is expected to do

What strategy helps organizations maintain job satisfaction for their employees?

Designing meaningful jobs that pay well

Which of the following strategies help organizations maintain job satisfaction for their employees?

Designing meaningful jobs that pay well

Employees with high levels of job satisfaction tend to have which of the following psychological characteristics? (Select all that apply.)

Determination to act in the face of uncertainty, Thinking of their career in terms of the big picture, Sharing knowledge with less experienced employees

After the manager told MIles he was doing a great job, Miles used what his manager told him about his work performance to do an even better job. This demonstrates how a performance management system has a ______________ purpose.

Developmental

Most workers place the responsibility for positive relationships on which of their co-workers?

Direct supervisors

What is the hot-stove rule?

Discipline within an organization should provide clear warnings about problem behavior and follow up with immediate consequences.

Karen was fired from her job as a cashier when her register was short by $53 at the end of her shift. Her co-worker John, however, was only placed on probation when his register was short by $75, even though the company handbook describes any shortage over $50 as a fireable offense. Karen could make a legal challenge against her former employer based on what principle?

Discrimination

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

Effective performance management is a process

Disadvantages of the attribute approach to measuring performance include which of the following? (Select all that apply.)

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

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

Employees tend to inflate their ratings The ratings should not be used as the sole source of performance information

Which of the following statements about continuous performance management is true? (Select all that apply.)

Employees want feedback, transparency, clarity, and responsibility for their work Managers are responsible for coaching employees

True or false: In most companies, annual feedback is sufficient for performance review.

False

What does pay provide for most workers? (Select all that apply.)

Financial security, Social status, Self-worth

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.

Which of the following should be found in progressive discipline?

Focus on correction instead of punishment, Increasingly serious consequences for repeated violation of rules

Social performance management, which uses systems like Facebook and Yammer to allow employees to quickly communicate with one another, is particularly valued by which generations? (Select all that apply.)

Generation Z Millennials

What are some of the benefits that highly engaged employees provide to their employers? (Select all that apply.)

Greater productivity, Superior customer service, Lower turnover

Equal employment opportunity requirements mandate that an employer must do which of the following?

Hold workers to the same standards regardless of age, sex, race, or other status.

Identify improvements needed

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

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

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

Where do managers and employees typically learn about employee assistance programs?

In official documents, such as employee handbooks

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.

What is a benefit of ranking employees as part of performance measurement?

It helps avoid the tendency to rank everyone near the center of the rating scale.

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

It is designed to develop employees and improve performance

What is the most obvious problem associated with a self-rating system?

People tend to inflate assessments of their performance.

Which of the following best defines performance management?

It is the process managers go through to make sure that employees' activities and outputs are aligned with 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 impact does praising effective performance have on an employee?

It provides accurate performance, both positive and negative It adds credibility to the feedback by showing that the manager is not just identifying performance problems It reinforced positive performance behavior

What is a major disadvantage of using a behaviour observation scale (BOS) to rate employees?

It requires large amounts of info

What is a major disadvantage of using a behavior observation scale (BOS) to rate employees?

It requires large amounts of information.

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

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

Which of the following scenarios demonstrates voluntary turnover?

John is retiring after 30 years of service.

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 (MBO)

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

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

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.

What is NOT a component of a management by objectives (MBO) system?

Managers set the goals to be achieved for employees. (Instead managers and employees should work together to create achievable goals)

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.

To perform at or above the acceptable standards, what are the two essential qualities an employee must demonstrate?

Motivation and ability

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

Objective measurements can be contaminated and deficient.

A key component of monitoring job satisfaction should include which of the following?

Ongoing program of employee surveys

A plan for overseeing and controlling employee behaviour by way of an official system of both feedback and reinforcement is called ______________ ________ _____________.

Organizational behaviour modification (OBS)

A service in which professionals try to help dismissed employees manage the transition from one job to another is called ____________ _________.

Outplacement counseling

Name two aspects of pay satisfaction that affect job satisfaction. (Select all that apply.)

Pay raises, Pay structure

Name two aspects of pay satisfaction that affect job satisfaction

Pay structure and pay frequency

The Worker's Adjustment Retraining and Notification Act requires that companies provide advance notice before closing a facility or laying off 50 or more full-time workers. What is the penalty for failing to comply?

Paying penalties to the gov. and providing back pay and fringe benefits to workers

Which of the following statements about peer evaluations is true?

Peer evaluations can be more motivating than managers' evaluations

What is the process of resolving disputes by taking them to a panel of representatives at the same level as the people involved in the conflict?

Peer review

What is the process of resolving disputes by taking them to a panel of representatives at the same level as the people involved?

Peer review

Which source of performance information has expert knowledge of job requirements?

Peers

What is the most obvious problem associated with a self-rating system?

People tend to inflate assessments of their own performance

To increase the chances of hiring and retaining people with a positive attitude about work, hiring managers should look for candidates with which of the following characteristics?

Predisposition to being satisfied

What is an example of voluntary turnover?

Retirement, leaving to start a job at a different company

Which of the following statements about self-assessments is true?

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

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

What are some of the reasons discharging employees has become so difficult?

Some discharged employees act violently against the company. Some discharged employees decide to sue the company.

Why might discharging an employee be difficult?

Some discharged employees may sue, others may act violently against the company

Employees who feel a low level of job involvement are likely to

Stop identifying with the job and not feel any loss of self-esteem for poor performance

An employee assistance program is an option for employees to use when seeking professional treatment for what issues?

Substance abuse and emotional problems

Advantages of the results approach to measuring performance include which of the following? (Select all that apply.)

The approach minimizes subjectivity and provides quantifiable indicators of performance It links an individual's results with the organization's strategies and goals Managers and employees are generally accepting of the approach

Which performance method rates behaviour by using a scale that shows specific statements of behaviour describing different levels of performance?

The behaviourally anchored rating scale (BARS)

Which rating approach asks that managers maintain a detailed log of specific examples of employees; effective and ineffective work behaviours?

The critical-incident method

Who has the greatest opportunity to observe an employee's behaviour on the job?

The employee

What may happen if a manager personalizes poor performance in an employee? (Select all that apply.)

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

Which of the following are steps found in the role analysis technique? (Select all that apply.)

The group modifies its list of the role's duties and behaviors, Members of a role set write expectations for the role.

During a feedback session, the manager and the 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 is an advantage of the attribute approach?

The methods are easy to develop.

What is a major drawback of using a ranking system to evaluate employee performance?

The ranking system is not linked to organization's goals

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

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

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

There is no one best approach to measuring performance.

Which of the following is true of rating errors?

They can be reduced through training.

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.

From a financial perspective, why is discharging employees so difficult?

They may threaten to sue the company.

Why might an employee be satisfied with co-workers and supervisors?

They provide social support and share the same values

True of false: The principles of total quality management (TQM) provide a basis for performance measurement.

True

True or false: A large number of companies are moving toward a continuous performance management process that provides conversations between management and employees and focuses on work progress.

True

True or false: Due to the importance of effective performance management systems, many companies and organizations are training managers on how to provide feedback to employees.

True

True or false: Mixed-standard scales were developed as trait-oriented scales.

True

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

True or false: The principles of total quality management (TQM) provide a basis for performance measurement.

True

True or false: The quality approach uses evaluation of personal traits, such as cooperation, which is difficult to equate to actual job performance unless the organization is team based.

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

Research on the use of objectives to measure performance has revealed which of the following? (Select all that apply.)

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

What is the major downside of using the ranking method as part of a performance appraisal method?

Validity

When does forced-distribution method of performance measurement work best?

When the members of a certain group vary greatly in terms of their performance

The most commonly utilized source of performance observation and judgment comes from _____.

`an employee's manager

According to researchers, when performance feedback forms require that subordinates identify themselves as part of the evaluation, they tend to _____. a. give managers higher ratings b. give managers lower ratings c. lie about their observations d. provide specific and detailed criticism

HR departments can improve their organizations' performance by using technology that usually involves automation and _____. a. collaboration b. computation c. arbitration d. coordination

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. a. calibration b. self-assessment c. annual review d. strategic planning

In the case of performance appraisal, which of the following criteria refers to whether or not an appraisal measures all the relevant aspects of performance and omits the irrelevant ones? a. Validity b. Accountability c. Reliability d. Fit with strategy

Jessica is a sales representative for a pharmaceutical company. If she meets her monthly sales goal, the company gives her a 3% pay boost for the quarter. Which aspect of a high-performance work system does the pay boost demonstrate? a. Reward system b. Organizational structure c. Task design d. Right people

Meredith pointed out that Sonja had not yet been trained on the new development software and would need to be trained before she could be considered for a management position. Which part of the performance management process does this describe? a. Identify improvements needed b. Develop employee morale c. Provide ongoing performance discussions d. Define performance outcomes

The typical way to measure customer satisfaction in an HRM audit is to _____. a. conduct a survey b. enhance product standards c. reward behavior with a coupon d. interview sales personnel

What is a high-performance work system? a. The combination of technology, people, and organizational structure that fully utilizes an organization's resources and opportunities b. The right combination of management and resources that helps an organization become the market leader c. The right combination of people and marketing that helps an organization expand its business globally d. The combination of technology and finances that helps an organization achieve high profits

What is the developmental purpose of a performance management process? a. To increase the scope of employees' knowledge and skills b. To make sure employees' actions support the company's overall strategies c. To make sure supervisors are comfortable providing negative feedback to underperforming employees d. To provide frequent information about salaries, compensation, and incentives

What is the major downside of using the ranking method as part of a performance appraisal method? a. Validity b. Subjectivity c. Reliability d. Acceptability

What is the most important downside to using customer surveys for performance measurement? a. Customer surveys can be expensive to conduct. b. Customers may exaggerate the truth in their ratings. c. Customers may not remember the employee when it's time to complete the survey. d. Customers are unlikely to complete surveys.

What is the most obvious problem associated with a self-rating system? a. People tend to inflate assessments of their performance. b. People tend to downplay the role of co-workers. c. People tend to underestimate assessments of their performance. d. People tend to inflate the role of co-workers.

What is the performance measurement method that uses several statements describing each trait to produce a final score for that trait? a. Mixed-standard scales b. Simple ranking c. Paired-comparison scales d. Graphic rating scales

When a reviewer rates every employee near the top of the scale, it represents the distributional error known as _____. a. leniency b. reliability c. validity d. strictness

Which criterion takes into account whether or not employees want to use a performance measure? a. Acceptability b. Generality c. Validity d. Specificity

Why does rating employee attributes on a graphic rating scale have low reliability? a. Because manager ratings tend to be subjective b. Because employees' expectations are high that they will get a good rating from their boss c. Because employees would rather be ranked in a group d. Because managers want to be liked by their employees

When preparing for a feedback session, the location for the meeting should be _____.

a neutral location

Employees who leave their jobs voluntarily often feel responsibility for their careers rather than loyalty to their employers. This is an example of _____.

a psychological contract

When an evaluator purposefully distorts a rating in order to achieve some company or personal goal, that rater is engaging in ______.

appraisal politics

How does the HR function meet the needs of customers under the customer-oriented perspective of human resource management? a. Through training and development b. Through performance management c. Through qualified staffing d. Through effective marketing techniques

a, b, c

What are some of the costs that should be accounted for when analyzing an HR program? a. Employee development b. Compensation c. Training d. Iport fees

a, b, c

Which of the following are key features of a learning organization? a. Knowledge is shared. b. The organization has a learning culture. c. Employees are valued. d. Knowledge is measured by profits.

a, b, c

What are the three approaches a manager can take in a feedback session? a. Tell-and-sell b. Problem-solving c. Finger-pointing d. Tell-and-listen e. Ask-and-answer

a, b, d

What concerns are often expressed by those who criticize electronic monitoring of employee productivity? a. It allows companies to treat employees as robots. b. It places too much emphasis on time spent at one's desk. c. It seldom helps improve employee productivity. d. It might be used as a substitute for careful management.

a, b, d

Which of the following should raters do to try to avoid rating errors? a. Attend trainings that offer hypothetical scenarios and rating tips b. Use simple ranking techniques wherever possible c. Focus on all of the aspects of performance that deserve attention d. Try to go with their first instinct, which is usually right

a, c

What types of information would be included in a human resource relational database? a. Hiring date b. Tax filing status c. Employee name d. Job history

a, c, d

Which of the following elements are part of a high-performance work system? a. Employee training b. Competitive alliances c. Information systems d. Education level e. Task design

a, c, e

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

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. Donaldo's reaction fits with which criterion of performance measure?

acceptability

The strategic purpose of an effective performance management process is to help an organization _____.

achieve its business objectives

The strategic purpose of an effective performance management process is to help the organization _____.

achieve its business objectives

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

achieving strategic goals employee development

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

administrative strategic developmental

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, this is known as ______ ranking.

alteration

One manager has told Hillary that it is part of her job to help answer the telephone, but another manager has told her to leave that task to the receptionist. Hillary is experiencing role _____.

ambiguity

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

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

The most commonly utilized source of performance observation and judgment comes from _____.

an employee's manager

When managers are available to hear employee complaints, the organization has _____.

an open-door policy

HR ______ refers to calculating a program's success in terms of how close it came to both achieving its goals and whether it delivered value in an economic sense.

analytics

After several other dispute-resolution techniques had failed, a controversy between employees and management was brought before a retired judge from outside of the company. By accepting the decision of this judge who had the power to settle the dispute, the company was engaging in _____.

arbitration

Employees tend to feel most satisfied with jobs that

are related to the worker's core values

Employees tend to feel most satisfied with jobs that

are related to the worker's core values.

An employee who is not satisfied at work will sometimes physically withdraw from the job by

arriving late, repeatedly calling in sick, not actually working while on the job.

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

as a way for the employee to prepare for a performance feedback session

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

as the source of the performance measures

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 is known as the ______ approach.

attribute

A formal review of HRM outcomes based on key functions and measures of business performance is called an HRM ______.

audit

A plan for overseeing and controlling employee behavior by way of an official system of both feedback and reinforcement is called _____. a. employee behavioral reinforcement b. organizational behavior modification c. employee behavioral measures d. organizational hierarchy

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 _____. a. managerial goal setting b. management by objectives c. management responsibilities d. by committee

After the manager told Miles he was doing a great job, Miles used what his manager told him about his work performance to do an even better job. This demonstrates how a performance management system has a(n) _____ purpose. a. strategic b. developmental c. administrative d. ethical

In which type of job are co-workers an excellent source of performance information? a. In a job where the supervisor is new to management b. In a job where the supervisor does not often observe the employee c. In a job where employees are friends with their team members d. In a job where the supervisor doesn't understand his or her managerial role

Interrater reliability refers to the consistency of results when _____. a. one person is measuring performance b. multiple people are measuring performance c. one person is being studied d. multiple people are being studied

Job design contributes to high performance by promoting _____ and employee empowerment. a. ethics b. teamwork c. task design d. information systems

John told all of the new hires that they could learn about the health benefits associated with their job title by accessing the company website and looking under the "Benefits" tab. Which aspect of a high-performance work system is John providing? a. Organizational structure b. Information systems c. Reward system d. Task design

Justine has been told by the HR director that she should rank 10% of her employees as exceptional, 25% as exceeding standards, and 65% as meeting standards. What method for comparing employee performance does this demonstrate? a. Single ranking b. Forced-distribution c. Alternation ranking d. Simple distribution

Lillian is occasionally late for work. The human resource manager feels she won't be a good candidate for the assistant manager position because of her tardiness. The HR manager's bias is an example of the _____ error. a. halo b. horns c. leniency d. contrast

Organizations establish performance management systems to meet developmental, administrative, and _____ purposes. a. environmental b. strategic c. economical d. financial

The administrative purpose of a performance management system is to provide _____. a. ways in which employees can meet company goals and objectives b. information for day-to-day decisions about recognition programs, benefits, and salary c. employee feedback to improve performance d. a way to enhance employees' knowledge and skills

The first two steps in an effective performance management process involve defining what goals the company is trying to meet and _____. a. encouraging ongoing performance discussions on an informal basis b. developing employee objectives and actions to support these outcomes c. providing feedback to employees and their managers d. developing organizational support for the process

The process of measuring a program's success in terms of achieving objectives and providing economic value is referred to as HR _____. a. strategies b. analytics c. branding d. policies

To engage in ongoing efforts to gather and apply information through continuous learning, employees must ultimately comprehend the scope of _____. a. their own job description b. the entire work system c. their department's role in the organization d. their supervisor's job responsibilities

What is a major drawback of using a ranking system to evaluate employee performance? a. The ranking system is objective and avoids favoritism. b. The ranking system is not linked to the organization's goals. c. The ranking system is easy for new managers to use. d. The ranking system allows managers to evaluate behavior more strictly than others.

When a reviewer favors the lower rankings on a scale, it is an example of the distributional error known as _____. a. halo error b. strictness c. central tendency d. leniency

Which HRM practice is associated with finding enthusiastic employees who are able to contribute to teamwork, empowerment, and knowledge sharing? a. Employment performance b. Recruitment and selection c. Reward systems d. Job design

Which of the following conditions does NOT underlie the formation of a high-performance work system? a. Work design encourages workers to use a variety of skills. b. Work processes are unstructured. c. Employees participate in selection of new workers. d. Ongoing training is rewarded.

Which of the following describes a lawsuit that alleges that a performance management system is biased against employees on the basis of their race or sex? a. Unjust dismissal suit b. Discrimination claim c. Privacy violation d. Electronic monitoring complaint

Which of the following is NOT a component of a management by objectives (MBO) system? a. Goals are specific in nature. b. Managers set the goals to be achieved for employees. c. Managers provide objective feedback through the rating period to monitor progress toward goals. d. Goals are difficult to achieve.

Which of the following scenarios demonstrates an effective use of a decision support system? a. A manager reviews the gender breakdown of employees in a specific department. b. A manager tests a range of assumptions about the availability of a specific skill in the local labor market. c. A manager researches company policy regarding which training expenses are reimbursable. d. A manager obtains exact turnover rates in a specific geographic location to determine how many employees need to be hired.

Who has the greatest opportunity to observe an employee's behavior on the job? a. The manager b. The employee c. Subordinates d. Co-workers

With regard to performance measures, which of the following criteria represents the dependability of the results that the performance measure will deliver? a. Acceptability b. Reliability c. Validity d. Accountability

_____ is a variation of BARS that uses all behaviors necessary for effective performance to rate performance at a task. a. The critical-incident method b. BOS c. OBM d. The mixed-standard scales approach

To perform at or above the acceptable standards, what are the two essential qualities an employee must demonstrate? a. Relationships b. Motivation c. Ability d. Power

b, c

Which of the following guidelines should a company follow in order to make a performance management system support the company's goals? a. Correlate performance measures to historical trends. b. Link performance measures to customer needs. c. Define and measure performance in precise terms. d. Disregard economic conditions when measuring employee performance.

b, c

Which of the following elements are part of a high-performance work system? a. Education level b. Information systems c. Employee training d. Task design e. Competitive alliances

b, c, d

What are the four components typically used in an OBM technique? a. Compare employee behavior to other behaviors Inform employees of the key behaviors b. Use a measurement system to see if employees exhibit behaviors c. Provide feedback and reinforcement to employees d. Direct employee behavior through implied contact e. Define a set of key behaviors necessary for job performance

b, c, d, f

Under a learning culture, managers encourage which of the following two values? a. Generalization b. Flexibility c. Validity d. Experimentation

b, d

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

be time-consuming

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

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

Which of the following is similar to behaviorally anchored rating scales except that it involves the manager rating the frequency that employees exhibited each behavior during the rating period?

behavioral observation scale

The rating scale known as BARS define performance dimensions using statements of ________

behaviour

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

believe the performance management system is fair

People with a negative core self-evaluation tend to _____.

blame others for their problems

A display of HR goals and objectives that includes indicators as well as the level of progress toward success is called a(n) _____. a. objectivity report b. progress meter c. dashboard d. navigation map

An organization whose culture enables all employees to continually acquire and share knowledge is called a ________ organization. a. liberal b. living c. learning d. complex

At Kelly's company, there are ten different divisions and within each of these there are four departments. Which aspect of a high-performance work system does this demonstrate? a. Reward systems b. Information systems c. Organizational structure d. Task design

Barb 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? a. Reliability b. Generality c. Specificity d. Validity

How does TQM differ from traditional performance measures? a. It does not take into account the system in which an individual works. b. It only assesses the system in which an individual works. c. It judges both the individual's performance and the system in which the individual works. d. It only assesses individual performance.

Performance appraisals should measure whether employees are engaging in behaviors that support the organization's goals and culture. This criterion is described as _____. a. acceptability b. validity c. fit with strategy d. reliability

Tara is a sales representative for an office furniture manufacturer. Her company recently provided all salespeople with an iPad so that they could have quick access to changing product information and shipping details when meeting with customers. This provided empowerment to the sales staff and demonstrates how _____ contributes to high performance. a. a reward system b. recruitment c. job design d. continuous learning

The rating scale known as BARS defines performance dimensions using statements of _____. a. beliefs b. biology c. behavior d. bracketing

The third step in the performance management process involves _____. a. making sure employee goals support the company's goals b. trying to confirm a definitive date for employee follow-up c. providing employees with training d. identifying needed improvements

What is a major disadvantage of using a behavior observation scale (BOS) to rate employees? a. It can only be used for hourly workers. b. It must be administered by a team. c. It requires large amounts of information. d. It only relies on physical characteristics.

What is the manager's role in employee empowerment? a. Managers minimize the amount of proprietary knowledge their teams share with other groups. b. Managers help teams avoid interacting with other departments. c. Managers provide teams with resources to carry out their work. d. Managers ensure that communication flows in one direction.

When a manager and an employee get together to discuss an employee's performance problems, they are engaging in _____ management. a. task b. relational c. performance d. advisory

When a rater has a bias in a favorable direction, it is called the _____ error. a. angel b. smile c. halo d. simile

When assessing validity, information that is relevant to the performance but not gathered and measured is considered a _____ in the performance measure. a. strategy b. reliability c. deficiency d. contamination

True or false: The information in a performance appraisal has a small impact on the future of individual employees.

false

When preparing for a feedback session, the location for the meeting should be _____. a. the manager's office b. the HR department c. a neutral location d. the employee's office

When recruiting employees for a high-performance organization, HR professionals need to find people with technical skills and _____. a. a college degree b. job design c. innovative thinking d. previous management experience

When subordinates submit performance evaluations regarding their supervisors, there are potential problems because of the _____ relationship between them and their managers. a. intellectual b. emotional c. power d. friendly

Which method of performance measurement compares employees in the group with each other to establish rankings? a. Single-ranking b. Forced-distribution c. Paired-comparison d. Alternation-ranking

Which of the following is a benefit of ranking employees as part of performance measurement? a. It is a difficult technique to use. b. It leaves the basis for ranking open to interpretation. c. It helps avoid the tendency to rank everyone near the center of the rating scale. d. It is not linked to an organization's goals.

Which of the following is a benefit of using e-HRM? a. Employees can post negative comments about the company without being identified. b. Employees can research information about their colleagues without violating privacy rules. c. Employees can help themselves to information when they need it instead of asking an HR staff person. d. Employees can research outside job openings using the company's intranet.

Which of the following is a popular way to empower employees? a. Design work so that managers are responsible for all decisions b. Design a company structure that has many layers c. Design work so that it can be performed by teams d. Design work so that it's performed by autonomous workers

Which of the following scenarios demonstrates the use of an expert system? a. Helping supervisors review workers' time sheets b. Helping managers conduct staff meetings c. Helping managers schedule labor to complete projects d. Helping employees request vacation time off

Which of the following should an employee do to prepare for a feedback session? a. Prepare his or her workspace in order to host the meeting b. Create an outline of the feedback he or she expects to receive c. Complete a self-assessment given by his or her manager. d. Nothing; it is not necessary to prepare.

Which performance method rates behavior by using a scale that shows specific statements of behavior describing different levels of performance? a. The critical-incident sliding scale b. The behavioral observation scale c. The behaviorally anchored rating scale d. The mixed-behavior scale

Why does rating employee attributes on a graphic rating scale have low reliability? a. Because employees would rather be ranked in a group b. Because employees' expectations are high that they will get a good rating from their boss c. Because manager ratings tend to be subjective d. Because managers want to be liked by their employees

Why would customers be the best source of performance information for some workers? a. Because customers are always looking to report shoddy service b. Because customers know that employees are willing to go the extra mile to receive a good review c. Because customers may be the only ones to directly observe a worker's performance d. Because employees know that customers are willing to go out of their way to report how they were treated

What should happen in the final steps of the performance management process? a. Develop employee actions to meet the goals of the company. b. Think of new ways the company can achieve its goals. c. Identify ways employees can make the most of their current strengths and address weaknesses. d. Provide consequences for achieving or failing to achieve performance outcomes.

c, d

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

Though behaviorally anchored rating scales have advantages, they also have disadvantages, such as that they ______.

can bias information recall

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

central tendency strictness leniency

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

A company that uses a system of off-site servers hosted on the Internet to save, protect, manage, and process data uses _______ computing.

cloud

The two primary sets of people who affect job satisfaction are _____. (Select all that apply.)

co-workers, supervisors

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

collaborative or problem-solving

Organizational __________ refers to the degree to which an employee identifies with an organization and is willing to put forth effort on its behalf?

commitment

Tran is a manager and must measure the performance of his employees. The method he uses requires him to analyze the performance of each employee against each other. Tran is using the ______ approach.

comparative

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

The various sets of skills, knowledge, abilities and personal characteristics associated with the successful performance of a job are known as ______.

competencies

In order to describe the competencies associated with an entire occupation, organization, job family, or a specific job, managers create _______.

competency models

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 ________ (narrow/complete) 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

A 360-degree performance appraisal provides a more ______________ assessment of an employee's work than other types of assessments.

complete

Job _____ involves taking measures to make a job more interesting.

complexity

Which of the following measures does not protect employees' privacy?

conducting searches of work areas in front of other employees

While Cassie wants to work hard for her company, she also wants her current position to help her move into management at a competitive company, and she will leave her current employer if the opportunity arises. This is an example of a psychological _______

contract

If a rater compares an individual against other employees and not against objective standards, which type of error is likely to occur?

contrast error

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

corporate performance employee compensation employees' evaluations

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

The company had received many complaints about Susan'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 ______ -incident method to rate behavior.

critical

Melania 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

A company's brand positions it as a leader in high-tech innovation. Which of the following would best ensure brand alignment with HR? a. Keeping staff expenses minimal and streamlined b. Providing rewards for loyalty to employees that have been with the company the longest c. Mandating customer service training for all employees d. Providing educational opportunities related to the newest developments in tech

A successful HR program can be evaluated with HR analytics by demonstrating whether the value of the program is greater than its _____. a. efficiencies b. profits c. rewards d. costs

According to researchers, organizations that have the most engaged employees experience _____. a. high levels of employee turnover b. decreased employee productivity c. low levels of profitability d. greater customer satisfaction

As an assistant in the HR department, Jason is responsible for filing all of the paperwork associated with government reporting requirements. Jason's job is an example of _____. a. brand alignment b. job enlargement c. recruitment measures d. transaction processing

Each aspect of a company's performance management should be related to the organization's _____. a. problems b. profits c. employees d. goals

If a rater compares an individual against other employees and not against objective standards, which type of error is likely to occur? a. Halo error b. Horns error c. Distributional error d. Contrast error

In recent years, HR management in some organizations has responded to the quest for total quality management by doing which of the following? a. By reducing the number of people in the HR department b. By taking a managerial-oriented approach c. By outsourcing more HR functions to external companies d. By taking a customer-oriented approach

John told all of the new hires that they could learn about the health benefits associated with their job title by accessing the company website and looking under the "Benefits" tab. Which aspect of a high-performance work system is John providing? a. Reward system b. Organizational structure c. Task design d. Information systems

Managers take an active role in a learning organization by _____. a. asking employees to acquire knowledge on their own time b. encouraging competition c. communicating at the senior executive level d. identifying training needs

Meredith pointed out that Sonja had not yet been trained on the new development software and would need to be trained before she could be considered for a management position. Which part of the performance management process does this describe? a. Develop employee morale b. Define performance outcomes c. Provide ongoing performance discussions d. Identify improvements needed

Over the past several decades, automation has increased HRM efficiency by _____. a. seeking job candidates with high-tech experience b. requesting additional funds for new training programs c. allowing HR personnel to outsource tasks to external sources d. reducing the number of people needed to perform routine tasks

The goal of a calibration meeting is to _____. a. categorize employee rankings b. identify failing workers c. gather performance feedback d. eliminate the influence of rating errors

The most commonly utilized source of performance observation and judgment comes from _____. a. the employee b. the HR director c. an employee's coworkers d. an employee's manager

The process by which workplace managers confirm that employees' outputs and activities support the organization's goals is called _____. a. job enlargement b. human resource analytics c. recruitment and selection d. performance management

The process of ensuring that HR policies, programs, and practices bolster and are in line with an organization's overall culture is called _____. a. employee engagement b.shared knowledge c. continuous learning d. brand alignment

The process of ensuring that HR policies, programs, and practices bolster and are in line with an organization's overall culture is called _____. a. shared knowledge b. employee engagement c. continuous learning d. brand alignment

The strategic purpose of an effective performance management process is to help the organization _____. a. hire experienced managers from competing firms b. develop employee skills and knowledge c. provide sufficient information to make decisions d. achieve its business objectives

To keep HRM information confidential yet allow employees to access such data via the Web, most organizations utilize a(n) _____. a. URL b. internet c. extranet d. intranet

To obtain a complete assessment of employees, some organizations combine information from many sources in what is called a _____ appraisal. a. multidimensional b. 180-degree c. comprehensive d. 360-degree

When does the forced-distribution method of performance measurement work best? a. When the members of a certain group are very close in terms of ranking their performance b. When a manager completing the performance measurement for a group of employees ranks the majority of the employees as exceptional c. When someone other than the manager of a certain group is able to rank the employees within specific categories d. When the members of a certain group vary greatly in terms of their performance

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? a. Discrimination claim b. Privacy violation c. Electronic monitoring complaint d. Unjust dismissal suit

Which of the following is true of rating errors? a. They are actually somewhat rare. b. They render most performance measurements unusable. c. They are an inevitable part of the rating process. d. They can be reduced through training.

Which rating approach asks that managers maintain a detailed log of specific examples of employees' effective and ineffective work behaviors? a. The behaviorally anchored rating scale b. The behavioral modification approach c. The behavioral observation scale d. The critical-incident method

Which source of performance information has expert knowledge of job requirements? a. Service representatives b. Clients c. Senior executives d. Peers

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? a. Forced distribution b. Complex ranking c. Paired comparison d. Simple ranking

The HR _______ is an easy-to scan display of HR measures that shows a series of human resource objectives, goals, and nearness to completion.

dashboard

When assessing validity, information that is relevant to the performance but not gathered and measured is considered a __________ in the performance measure.

deficiency

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

deficient

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

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

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

developing behavioral anchors associated with different levels of performance

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

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

direct reports

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

direct reports self customers

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, it is called a ______ suit.

discrimination

Which type of lawsuit alleges that a performance management system is biased against employees on the basis of their race or sex?

discrimination claim

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

effective performance

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

elicits positive behavioral responses

The goal of a calibration meeting is to _____.

eliminate the influence of rating errors

The goal of a calibration meeting is to _________ ___ ________ __ _____ ______

eliminate the influence of rating errors

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

employee activity and organizational goals

An employee's involvement in and commitment to the job and the organization is called

employee engagement

An employee's involvement in and commitment to the job and the organization is called ______.

employee engagement

The extent to which workers are fully involved in their tasks, assignments, and productivity is called _______ _______.

employee, engagement

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

employees exhibit them

In the use of an objectives method for measuring performance, ______.

employees should set goals that are linked to organizational goals

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

Paulette is meeting with her manager and the human resource director. They would like to talk with her about her reasons for accepting a job at another company. This meeting is an example of a(n) ______.

exit interview

Technological systems that incorporate decision rules used by individuals considered to have specialized knowledge in certain areas are referred to as systems _____.

expert

Identifying employee engagement is a common practice for most companies, true or false.

false

True of false: The information in a performance appraisal has a small impact on the future of individual employees.

false

True or false: In most companies, annual feedback is sufficient for performance review.

false

True or false: In the paired-comparison method of performance measurement, the employee with the lowest number of points is considered the top-ranked employee.

false

True or false: Most workers consider benefits such as insurance and vacation time to be just as important as their pay level.

false

True or false: Outcomes of a high-performance work system include inefficiency and stifled productivity.

false

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

feedback systems measurements systems definitions of the expected results

Employees who feel a low level of job involvement are likely to

feel no loss of self-esteem while performing poorly on the job, stop identifying themselves with the job.

Interactional justice takes place when a manager takes an employee's ____ into account when carrying out disciplinary actions.

feelings

Interactional justice takes place when a manager takes an employee's ________ into account when carrying out disciplinary actions

feelings

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

Ranking employees by assigning certain percentages of them to predetermined groups (such as best workers, worst workers, and categories in between) is known as ______.

forced distribution

forced-distribution

Performance management is crucial to ______.

gaining competitive advantage

According to researchers, when performance feedback forms require that subordinates identify themselves as part of the evaluation, they tend to ____ ________ _______ ______.

give managers higher ratings

According to researchers, when performance feedback forms require that subordinates identify themselves as part of the evaluation, they tend to _____.

give managers higher ratings

One of the most effective motivators of performance is ______.

goal setting

The most common method for rating employee traits and qualities is called the _____.

graphic rating scale

The attribute approach to performance management is most frequently done with ______.

graphic rating scales

The simplifying mechanisms we use to make judgments are known as ______.

heuristics

People with a positive core self-evaluation tend to have _____.

high self-esteem

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

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

horns

The _______ - _______ rule is a principle for employee discipline that provides clear warning and follows up with immediate consequences.

hot, stove

The ___ - _____ rule is a principle for employee discipline that provides clear warning and follows up with immediate consequences.

hot-stove

One developmental purpose of performance management is to ______.

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

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

improve team or company-level productivity

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

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

in a neutral location

An employer might be guilty of wrongful discharge if an employee is fired _____.

in violation of an implied agreement

According to research, ProMES is effective in ______.

increasing productivity

Elements of a high-performance work system include task design, organizational structure, reward systems, people, and ______ systems.

information

The ______ systems component of a high-performance work system involves making decisions about what data to gather and what sources the data will be gathered from.

information

The best feedback comes to an employee (blank)

instantly

The best feedback comes to an employee _______ (instantly/annually).

instantly

The best feedback comes to an employee _________.

instantly

The best feedback comes to an employee ____________

instantly

People tend to believe that _____ is served when managers administer discipline in a way that takes the employee's feelings into account.

interactional justice

People tend to believe that _____________ ________

interactional justice

In the _____ - _____ scales approach to performance management, a manager scores employees in terms of how each compares to various statements associated with a trait.

mixed, standard

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 are the steps involved in creating ______ scales.

mixed-standard

In the _____ - ________ scales approach to performance management, a manager scores employees in terms of how each compares to various statements associated with a trait.

mixed-standard

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

Managers should consider which of the following aspects of an employee's job when they are considering ways to improve performance? (Select all that apply.)

motivation ability

To perform at or above the acceptable standards, what are the two essential qualities an employee must demonstrate?

motivation anility

Research has shown that goal setting results in ______. (Select all that apply.)

motivation to improve performance improvement increased job satisfaction

Pervasive low levels of satisfaction with all aspects of life compared with other people's feelings is called _____.

negative affectivity

Which of these feelings would be associated with negative affectivity?

nervousness, fear, guilt

Employees tend to become dissatisfied with work that is:

not of much value and simple and repetitive and physically demanding

Effective performance evaluations systems should measure ______. (Select all that apply.)

objectives behaviors

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

Alisha was told that if she ever has a problem, she should first go talk with her direct supervisor. If the problem is not resolved, she should approach the HR manager. Which form of ADR does this demonstrate?

open-door policy

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

operations learning and growth customer

Katie feels closely attached to the company for which she works, and she is willing to do whatever it takes to make the business succeed. Katie is demonstrating ______.

organizational commitment

What refers to a judgement that employees deserve the consequences that management is giving to them?

outcome fairness

When workers believe that management is disciplining employees in a just way, it generates a sense of ______.

outcome fairness

Which of the following refers to a judgment that employees deserve the consequences that management is giving them?

outcome fairness

A service in which professionals try to help dismissed employees manage the transition from one job to another is called _____.

outplacement counseling

After the company downsized, Jenna was put in charge of two additional departments and had more work than she could really handle. This exemplifies role _____.

overload

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

quality approach

Comparing every employee with every other employee in their work group and assigning a score of "1" each time that employee is considered to be the better performer, subsequently adding up the points and assigning that number as the employee's performance score, is called ______.

paired comparison

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

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

Employee job satisfaction is based on _____. (Select all that apply.)

pay and benefits, personal values, work tasks and roles

The Workers' Adjustment Retraining and Notification Act requires that organizations provide advance notice before closing a facility or laying off 50 or more full-time workers. What is the penalty for failing to comply with this rule?

paying penalties to the government, providing back pay and fringe benefits to the workers

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

The process by which workplace managers confirm that employees outputs and activities support the organization's goals is called ___________ __________.

performance management

The process by which workplace managers confirm that employees' outputs and activities support the organization's goals is called _____.

performance management

Palo no longer likes his job and instead of just quitting, he shows up late for work and calls in sick every Monday. This demonstrates a form of ____ job withdrawal.

physical

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

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

Michael has missed the last five project deadlines and has been late to work every day for the past two months. As a result, his boss provided him with two warnings and then handed his case over to the HR manager who will abide by the company policy for this type of issue. Even though he lost his job, Michael believes that fair methods were used to make this decision. This demonstrates the idea of ____.

procedural justice

People tend to feel that _____ is served when an employer uses fair methods to decide what consequences an employee will receive.

procedural justice

People tend to feel that __________ _______ is served when an employer uses fair methods to decide what consequences an employee will receive.

procedural justice

A structured system of discipline in which the manager's responses become more serious if the employee repeats the misbehavior is called _____.

progressive discipline

Margaret is in the process of disciplining an employee. As manager, she provided unofficial verbal warnings to the employee, and followed with a written warning. If this continues, Margaret will prepare another written warning. This is __________ _______

progressive discipline

Margaret is in the process of disciplining an employee. As the manager, she has provided unofficial verbal warnings to the employee and followed that up with an official written statement warning the employee. If the employee continues with poor work performance, next week Margaret will prepare a second written warning. Margaret is taking steps that demonstrate _____.

progressive discipline

The third step in the performance management process involves _____.

providing employees with training

The third step in the performance management process involves ___________ __________ ____ ________

providing employees with training

The performance management approach that involves a preventative approach to errors, continuous improvement, and a customer orientation is known as a(n) ______ approach.

quality

The ______ approach to performance management involves managing objective measures of outcomes of a job or work group.

results

Allen is unsure of what to do on the job and how the work should be done. He has no idea how his employer will evaluate his performance. Allen is experiencing ____ _________.

role ambiguity

Allen is unsure of what to do on the job and how the work should be done. He has no idea how his employer will evaluate his performance. Allen is experiencing _____.

role ambiguity

An employee who feels that demands of the job are incompatible or contradictory is experiencing _____.

role conflict

Mary's employer assigned her to work in a foreign country. It's causing problems in her family life. Mary is experiencing _______ ________

role conflict

Mary's employer has assigned her to a project in a foreign country, and this is causing great difficulty in her family life. Mary is experiencing ______.

role conflict

An employee who has been burdened with too many expectations or demands on the job is experiencing ____ ________.

role overload

The Job Descriptive Index is a way of measuring job

satisfaction

The Job Descriptive Index is a way of measuring job _____.

satisfaction

In which industry would customer evaluations of employee performance be the most useful?

service sector

People often tend to give a higher evaluation to people they consider _____.

similar to themselves

Employees tend to become dissatisfied with work that is

simple and repetitive, physically demanding, not of much value from the employee's perspective.

When a manager ranks the employees within his or her department from the best to the worst performers, it is called ______.

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

Systems like Yammer that allow employees to quickly exchange information, provide coaching, and receive recognition are referred to as ______.

social performance management

Feedback should be _____ in nature. In other words, it should expressly describe to an employee what is expected of him or her.

specific

Feedback should be ________ in nature. In other words, it should expressly describe to an employee what is expected of them

specific

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

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

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

specificity reliability acceptability

Organizations establish performance management systems to meet developmental, administrative, and _____ purposes.

strategic

Organizations establish performance management systems to meet developmental, administrative, and _________ purposes

strategic

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 way an organization assigns different pay levels to different job categories is called pay _____.

structure

The way an organization assigns different pay levels to different job categories is called pay __________.

structure

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

subjectivity

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

tend to fear evaluating employees negatively

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

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

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

the employee's results

Job withdrawal often happens when an employee is unhappy with ______. (Choose all that apply)

the job itself, the rate of pay, co-workers and supervisors

Job withdrawal occurs when an employee is unhappy with _________, __________, and __________

the job, the rate of pay, co-workers and supervisors

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

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

Random searches of employee areas such as desks, lockers, and email communications are permissible, as long as _____.

there is probable cause for the search and it complies with company policy

When an employee is motivated, but lacks ability, it is wise for the manager to offer _____.

training

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

training selection development recruiting

The process of using computations and calculations to document and oversee HRM practices and decisions is known as _____ _____.

transaction, processing

True or false: The principles of total quality management (TQM) provide a basis for performance measurement.

true

True or false: Using a mediator to help settle a conflict between two people in an organization is a nonbinding process.

true

True or false: Cloud computing provides access to information that's delivered on demand from any device, anywhere.

true

True or false: Mediators are nonbinding

true

True or false: The principles of total quality management (TQM) provide a basis for performance measurement.

true

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

turn into productivity loss

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, it is called a(n) ______ suit.

unjust dismissal

Which of the following characteristics of managers are linked to job dissatisfaction in employees?

unresponsive, distant

A performance appraisal process for managers that includes direct reports' evaluations is known as ______.

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 is the major downside of using the ranking method as part of a performance appraisal method?

validity

What type of turnover often involves employees leaving, whom the organization would prefer to keep?

voluntary turnover

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

ways to measure performance

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

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

After he realized that the company's accountant was stealing money, Carlos took the story to the media because his own manager didn't believe him. Carlos engaged in _____ to promote change in the organization.

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