Dude

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

Interrater reliability refers to the consistency of results when _____

multiple people are measuring performance '

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

BOS

Why does rating employee attributes on a graphic rating scale have low reliability?

Because manager ratings tend to be subjective

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 -incident method to rate behavior.

Critical

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

False

Which of the following 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.

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

It requires large amounts of information.

-What must take place for performance management to achieve its strategic purpose? (Select all that apply)

Measurements must be linked to the organization's goals. Goals and feedback about performance are communicated to employees.

What must take place for performance management to achieve its strategic purpose? (Select all that apply)

Measurements must be linked to the organization's goals. Goals and feedback about performance are communicated to employees.

What should happen in the final steps of the performance management process? (Select all that apply

Provide consequences for achieving or failing to achieve performance outcomes. Identify ways employees can make the most of their current strengths and address weaknesses. '

What are the four components typically used in an OBM technique?

Provide feedback and reinforcement to employees. Define a set of key behaviors necessary for job performance. Use a measurement system to see if employees exhibit behaviors. Inform employees of the key behaviors.

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

The ranking system is not linked to the organization's goals.

What is the downside to using rating attributes to measure performance?

They are rarely linked to the organization's strategy.

What are two advantages to rating attributes as a way to measure performance?

They can be applied to a wide variety of jobs. They are easy to develop.

What is the developmental purpose of a performance management process?

To increase the scope of employees' knowledge and skills

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 an organization _____.

achieve its business objectives

The rating scale known as BARS defines performance dimensions using statements of _____.

behavior

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

behaviorally anchored rating scale

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

critical incident method

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

deficiency

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

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.

developmental

A disadvantage of behavioral approaches to performance measurement is that they ______.

don't work well for complex jobs or when there is more than one good way to achieve success

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

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

Martina 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?

forced-distribution

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

graphic rating scale

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?

identify improvements needed

The administrative purpose of a performance management system is to provide _____.

information for day-to-day decisions about recognition programs, benefits, and salary

One of the drawbacks to using productivity as a performance measure is that ______.

it can be time-consuming to set up

What are the two most popular methods for measuring results?

measurement of productivity management by objectives

A plan for overseeing and controlling employee behavior by way of an official system of both feedback and reinforcement is called _____.

organizational behavior modification

Which method of performance measurement compares employees in the group with each other to establish rankings?

paired comparison

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 third step in the performance management process involves _____.

providing employees with training

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

reliability

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

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

specific

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

The strategic purpose of performance management helps the organization achieve its business objectives by helping to link employees' behavior with ______.

the organization's goals

In the case of performance appraisal, which criteria refers to whether or not an appraisal measures all the relevant aspects of performance and omits the irrelevant ones?

validity

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

validity

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

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