Wk 4 Practice: Ch. 8, Performance Management

Which is the most likely reason many managers doubt the effectiveness of performance appraisal systems? Employees are unlikely to participate. Their competitors find ways to steal data. Companies change their appraisal systems too often. Appraisal systems are rarely modified.

Appraisal systems are rarely modified.

Which of the following statements are true about managers as sources of performance information? (Select all that apply.) Managers know about their employees' job requirements. Feedback from managers is usually disregarded by conscientious employees. Managers have the ability to rate their employees. Managers have no incentive or motivation to make accurate evaluations.

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

Which generations particularly value social performance management, which uses systems like Facebook and Yammer to allow employees to quickly communicate with one another? Generation X. Millennials. Generation Z. Baby Boomers.

Millennials. Generation Z.

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. The rater and person being rated do not have social contact outside of work.

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 the process of performance management is true? To be effective, performance management should not be an event but a process. The key to effective performance management is annual performance reviews. CEOs and senior management are not part of performance management. Effective performance management should avoid exchanging feedback.

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

What are evaluators engaging in when they purposefully distort a rating in order to achieve a goal? validity. accuracy. social performance management. appraisal politics

appraisal politics

Which of the following is the best use of self-ratings? as the only source of performance information. as information for administrative decisions, such as a pay raise or promotion. as a way for the employee to prepare for performance feedback. as a template for the manager to use for the employee's evaluation.

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

Before a performance management system is implemented, an organization must first decide whom to use Blank______. as the "guinea pig" for whatever experiments will be necessary. to prevent employees from questioning what is being analyzed. to keep executives distracted. as the source of the performance measures.

as the source of the performance measures.

Once effective behaviors have been defined, the behavioral approach requires managers to assess how well Blank______. government regulations monitor them. employees can explain them. employees exhibit them. customers appreciate them

employees exhibit them

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

lack of feedback

Which performance management approach involves a preventative approach to errors, continuous improvement, and a customer orientation? comparative. attribute. behavioral. quality

quality

Which of the following are examples of comparative approaches? (Select all that apply.) ranking. forced distribution. paired comparison. graphic rating scale

ranking. forced distribution. paired comparison.

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 Blank______. developmental purpose. content validity. strategic congruence. competency.

strategic congruence

The results approach assumes that Blank______ can be eliminated from the process of measuring the results of a work group. objectivity. subjectivity. positivity. negativity

subjectivity

It is the manager's responsibility to give feedback to employees frequently, making employees aware of performance deficiencies before they Blank______. are affected by budget restraints. turn into productivity loss. spontaneously improve. prompt an open dialogue.

turn into productivity loss.

What kind of legal action is taken when a former employee files a suit against an employer claiming that they were fired for a reason other than that which is being claimed by the employer? discrimination. unjust dismissal. misdirected effort. sexual harassment

unjust dismissal

Which of the following are questions managers should ask when analyzing poor employee performance? (Select all that apply.) Does the employee need a raise to elevate morale? Does the employee know what is expected? 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? Does the employee have the required skills and knowledge? Does the employee have the necessary resources to succeed?

Which of the following statements about self-ratings are true? (Select all that apply.) Ratings are frequently used for administrative purposes and decisions. Employees tend to be overly modest and sell themselves short. Employees tend to inflate their ratings. Ratings should not be the sole source of performance information.

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

Which of the following are the first two steps in the performance management process? (Select all that apply.) Analyze alignment of employee performance with organizational strategy. Identify and develop performance measures for key performance dimensions. Identify the company's goals and objectives. Assess a base level of performance of present employees.

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

Which of the following statements is true about the developmental purpose of performance management? Managers are most enthusiastic about the developmental step of performance management. It is primary focused on eradicating poor performers. It is the least important purpose of performance management. It is designed to develop employees and improve performance.

It is designed to develop employees and improve performance.

Which of the following statements is true about peer evaluations? Peer evaluations tend to focus on objective data rather than subjective information. Peer evaluations can be more motivating than managers' evaluations. Peer evaluations are generally biased and thus dismissed by management. Peer evaluations tend to be inaccurate and untrustworthy.

Peer evaluations can be more motivating than managers' evaluations.

Which of the following statements is true about approaches to measuring performance? Managers should use whichever method they prefer to measure performance, and it should vary from department to department. They should be used solely for evaluation rather than for motivating employees. There is no one best approach to measuring performance but all should measure what is accomplished and how it is accomplished. The key to measuring performance is to make sure managers have the tools necessary to complete appraisals on time.

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

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

acceptability

Which of the following would be expected in a performance management system that is designed with a strong quality orientation? (Select all that apply.) development of rigorous quality control checks and measurements. an emphasis on cooperation in performance problem solving between managers and employees. involvement of both internal and external customers to set standards and measure performance. use of multiple sources in the evaluation of person and system factors

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

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

attribute

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 or BARS

What should effective performance evaluations systems measure? (Select all that apply.) formal education. behaviors. personal interest. objectives

behaviors objectives

The acceptability of a performance measure is determined, in part, by the extent to which the employees Blank______. consider their executives' pay to be fair. believe the performance management system is fair. believe in the merits of a capitalist system. consider themselves to have agency within the organization

believe the performance management system is fair.

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

comparative

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

customers

When a performance measure does not measure all aspects of performance, it is considered Blank______. true. unacceptable. deficient. valid

deficient

Which of the following steps are part of the attribute approach? (Select all that apply.) defining a set of desired traits. requiring candidates to demonstrate knowledge in hypothetical scenarios. evaluating whether individuals posses certain desired traits. asking candidates questions about a certain sector

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

Managers are often evaluated by their employees. Employees who report to a manager are known as Blank______. insubordinates. direct reports. mentors. direct peers

direct reports

When the plaintiff alleges they were unjustly treated by the performance measurement system due to their age, gender, or race, they are bringing a Blank______ suit. slander. discrimination. whistleblowing. sexual harassment

discrimination

The best kind of performance feedback is the kind that Blank______. includes broad instead of specific insight. elicits positive behavioral responses. relies on conjecture instead of evidence. makes employees feel like they will be fired unless they change

elicits positive behavioral responses

Specificity is relevant to which of the following aspects of performance management? (Select all that apply.) employee development. managerial aptitude. achieving strategic goals. customer service.

employee development achieving strategic goals

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

feedback

Employees should not be surprised by a formal evaluation if they are provided with frequent Blank______ from their managers. training. feedback. lunches. badges

feedback

If two individuals give a person's job performance approximately the same evaluation, the performance measure has Blank______. multivalent validity. reduced reliability. statistical specificity. interrater reliability

interrater reliability

Managers should consider whether employees want to do the job they're doing and whether employees feel they are being appropriately compensated when determining an employees' Blank______. level of motivation. psychological well-being. reasons for taking longer than usual breaks. sense of self-worth.

level of motivation

Which of the following is the most frequently used source of performance information? peers. the human resources department. managers. customers

managers

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

motivation. ability.

Consistency in performance and being free from random error is a measure of Blank______. reliability. specificity. acceptability. validity

reliability

Which approach to performance management involves managing objective measures of outcomes of a job or work group? behavioral. comparative. attribute. results

results

Who of the following are primary sources of performance information of an employee? (Select all that apply.) self. stockholders. customers. direct reports.

self. customers. direct reports.

What term is used to describe systems like Yammer that allow employees to quickly exchange information, provide coaching, and receive recognition? competitive advantage. electronic monitoring systems. rater error technology. social performance management.

social performance management.

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 Blank______. reliability. acceptability. specificity. validity

specificity

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

specificity reliability acceptability

Peer evaluations are particularly useful to management when Blank______. supervisors are unfamiliar with the employee's job requirements. supervisors are not often able to observe the employee. the peers are good friends with the employee. the employee is new to the job.

supervisors are not often able to observe the employee.

What is a developmental purpose of performance management? to identify employee weaknesses for managers to use in providing feedback and coaching. to develop the technological capabilities of employees. to help administer the compensation system of the organization. to assist in recruiting top talent for the organization.

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

What term describes a performance appraisal process for managers that includes direct reports' evaluations? rater error. upward feedback. forced distribution. the balanced scorecard

upward feedback

When a performance measure assesses all relevant aspects of performance, and only the relevant aspects of performance, that measure test is considered Blank______. restrictive. accessible. deficient. valid.

valid

After a company has decided the kind of performance it expects from employees, it must develop Blank______. strategic congruence. a marketing plan to promote this decision. ways to measure performance. a job analysis system

ways to measure performance

When is it appropriate to use customer evaluations of employee performance? (Select all that apply.) when the supervisors can observe the customers completing the evaluations. when the budget and time for conducting evaluations are limited. when the job involves direct service to the customer. when the evaluations serve a strategic goal

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