Chapter 9 Quiz

______ approach is a method where performance is evaluated from multiple perspectives all around the focal person, typically including manager, coworkers, and subordinates in the process.

360-Degree feedback

Jorge evaluates the medical technicians in the emergency department on whether or not they washed their hands prior to touching a different patient. This is an example of a ______.

behavioral appraisal

The ______ error occurs when a performance appraiser tends to rate almost all employees in the middle category.

central tendency

Training managers on how to confront performance problems is likely to increase rater ______.

confidence

The ______ method is used to identify examples of exceptionally high and low incidents of performance and to document them in narrative form.

critical incident

Successful performance management systems help with ______.

employee engagement, retention, and achieving organizational objectives

Blount likes the SuccessFactors performance management module because it ______.

enables the company to customize and refine it to meet its needs

According to Ben Hempstead's TED talk, which of these reinforces ElectroImpact's culture of trust and transparency?

the employee initiating a peer review meeting to collaborate on an idea

______ occur(s) when performance review takes place on the same date for all employees.

Annual reviews

Managers seek feedback on employees from several sources as part of Blount's performance management efforts. According to the text, what is a potential risk of assessing performance this way?

Customers have little accountability and motivation to provide feedback.

According to Hempstead, credibility is negatively affected when employees have the ability to see managers' failures.

False

Blount encourages managers to meet with their team members for one-on-ones at least once a quarter.

False

Numerical ratings are more valuable to employees for feedback than narrative reviews with open-ended questions.

False

Providing feedback to employees guarantees performance improvement.

False

______, commonly known as "stack rankings," involve the rater placing a specific percentage of employees under the exceptional, adequate, and poor performer categories.

Forced distribution

______ for managers has been shown to increase accuracy in ratings.

Frame of reference training

______ is a management strategy where organizational goals are translated into department goals, which are converted into individual-level goals to ensure that individual and company goals and objectives are fully aligned.

Management by objectives

______ occurs when a performance appraiser focuses on the most recent employee behaviors, rather than focusing on the entire rating period.

Recency error

______ refers to the consistency of measurement in performance appraisals.

Reliability

Aaron, a new insurance agent learning the ropes and developing his style, sells insurance in a congested city with a highly saturated market for insurance sales. He did not make his sales goal this year and it was reflected negatively on his performance appraisal. Why does Aaron think this is unfair?

The conditions of the market are beyond his control.

According to Blount's director of operations, what is an advantage of frequent one-on-ones?

They provide an opportunity for two-way dialogue.

At Blount, most feedback on employee performance is delivered during one-on-ones with managers.

True

Blount's use of the SuccessFactors performance management module has resulted in enhanced transparency.

True

Companies are interested in predicting and managing performance as an outcome.

True

Your textbook is in agreement with Hempstead that trust is a necessary component for honest and fair feedback.

True

Asher, a social worker, consistently takes the most challenging cases and manages them well. His supervisor appreciates Asher's willingness to step up when others do not want to take on more complex and difficult cases. As result, she does not address issues with Asher's attendance and time management. She focuses only on the positive dimension of his performance when it is time for a performance evaluation. This is an example of (a) ______ error.

halo

Ranbir has a problematic employee on his team who likes to complain to human resources. To avoid conflict, Ranbir rates this employee higher than deserved on a performance review. What is this an example of?

intentional error

To ensure ______ in performance appraisals, managers use case studies to practice rating employees. They want to test that different raters evaluate the same person similarly.

interrater reliability

The classical view of performance appraisals is that they are a(n) ______.

measurement tool

The process of measuring, communicating, and managing employee performance in the workplace so that performance is aligned with organizational strategy is called ______.

performance management

Elsie, a manager, likes Heather and wants her to take over as manager when Elsie steps up to a new role next month. Elsie helps to ensure that Heather is promoted by providing an excellent performance appraisal. This is an example of using performance appraisal as a(n) ______ tool.

political

Mia, a human resource manager, is concerned that some of the managers in the company do not have the necessary skills to build actionable development plans. What action should she take next to help address this problem?

provide training to managers

A ______ appraisal describes strength and limitations in narrative form as a way to provide feedback.

qualitative

The percentage of times a customer service representative is able to resolve a customer issue in just one phone call is an example of a ______ used for performance appraisal.

quantitative metric

A director signing off on a manager's review of a direct report is an example of ______.

rater accountability

Francisco, a human resource manager, is reviewing performance reviews completed by Abe for his direct reports. Francisco notices that most of Abe's reviews are rated toward the lower end of the scale. This is an example of ______.

severity

In performance appraisals, ______ involves having the rater rank order all employees from best to worst.

straight rankings