OBHR 3330 Exam 3- Quiz's & Notes Ch. 8-10.

Specificity

The extent to which a performance measure gives detailed guidance to employees about what is expected of them and how they can meet these expectations

Acceptability

The extent to which a performance measure is deemed to be satisfactory or adequate by those who use it

Attribute Approach

The extent to which individuals have certain attributes believed to be desirable for the company's success.

Strategic Congruence

The extent to which the performance management system elicits job performance that is consistent with the organization's strategy, goals, and culture

Strategic Congruence

The extent to which the performance management system elicits job performance that is consistent with the organization's strategy, goals, and culture.

Succession Planning

The identification and tracking of high-potential employees capable of filling higher-level managerial positions

Performance Management

The means through which managers ensure that employee's activities and outputs are congruent with the organization's goals

How will you know if Fish and Bait has chosen to focus on traditional career paths for its employees? A) The paths are boundaryless. B) The paths follow a nonlinear path. C) The paths consist of movements that follow a spiral pattern. D) The paths consist of career moves across different fields. E) The paths consist of a series of steps in a linear hierarchy.

The paths consist of a series of steps in a linear hierarchy.

Performance Feedback

The process of providing employees information regarding their performance

Performance Feedback

The process of providing employees information regarding their performance effectiveness

Performance Appraisal

The process through which an organization gets information on how well an employee is doing his or her job

Performance appraisal

The process through which an organization gets information on how well an employee is doing his or her job

Attribute approach techniques defines a set of what traits?

defines a set of traits- such as initiative, leadership, and competitiveness.

Step 2 in the Performance Management process

develop employee goals, behavior, and actions to achieve desired outcomes

Performance feedback is the process of providing employees information regarding their

performance effectiveness

Job rotation

process of systematically moving a single individual from one job to another over the course of time

Acceptability

the extent to which a performance measure is deemed to be satisfactory or adequate by those who use it

Protean Career

A career that is based on self-direction with the goal of psychological success in one's own work

360-Degree Appraisal

A performance appraisal process for managers that include evaluations from a wide range of persons who interact with the manager. The process includes self-evaluations as well as evaluations from the manager's boss, subordinates, peers, and customers

Validity:

The extent to which a performance measure assesses all the relevant-and only relevant-aspects of job performance

Do people like going through performance management?

Although it pays well, people generally do not like performance management.

The purposes of performance management systems are of three kinds

1. Strategic 2. Administrative 3. Developmental

How many parts does the performance management system have?

3 Parts

Glass Ceiling

A barrier to advancement to higher-level jobs in the company that adversely affects women and minorities. The barrier may be due to lack of access to training programs, development experiences, or relationships

Which of the following is the best example of reverse mentoring? A) New associates in a law firm are paired up for six weeks to share individual experiences and perspectives. B) The woman hired for the new position of Community Citizenship Manager offers in-house workshops on sustainability. C) A senior brand manager is partnered with a junior associate to gain insights into college students? responses to mobile marketing. D) A mid-level manager cycles through project roles in several departments to develop cross-functional expertise. E) Company directors hold monthly brown bag lunch sessions to gather input and feedback on key issues from line employees.

****WON'T BE ON EXAM*** A mid-level manager cycles through project roles in several departments to develop cross-functional expertise.

Four approaches to employee development

1. Formal Education 2. Assessment 3. Job experiences 4. Interpersonal Relationships

Appraisal Politics

A situation in which evaluators purposefully distort ratings to achieve personal or company goals

Job Enlargement

Adding challenges or new responsibilities to an employee's current job

________ involves collecting information and providing feedback to employees about their behavior, communication style, or skills. A) Assessment B) Bench analysis C) Job description D) Negotiation E) Reimbursement

Assessment

Competencies

Sets of skills, knowledge, abilities, and personal characteristics that enable employees to successfully perform their jobs

Which of the following groups is most likely to file a suit based on reverse discrimination claims? A) Racial minorities B) Homosexuals C) Older workers D) Women E) Caucasians

Caucasians

Career Support

Coaching, protection, sponsorship, and providing challenging assignments, exposure, and visibility

Which of the following happens during goal setting in the career management process? A) Employees identify the steps and timetable to reach their goals. B) Companies identify the resources that employees need to reach their goals. C) Companies provide assessment information to identify the interests and values of the employees. D) Companies ensure that the employees' goals are specific and measurable. E) Employees identify opportunities and needs to improve.

Companies ensure that the employees' goals are specific and measurable.

Approaches for Performance Management

Comparative Attribute Behavioral Results Quality

Specificity

The extent to which a performance gives detailed guidance to employees about what is expected of them and how they can meet those expectations

Kaizen

Employee practices that emphasizes continuous improvement of business processes

High-potential employees

Employees the company believes are capable of being successful in high-level management positions.

Pedro has been attending lectures by business experts on how to provide excellent customer service and increase his knowledge of business practices. Which of the following trends is he using? A) Personality tests B) Action plans C) Focus interviews D) Formal education programs E) Reality checks

Formal education programs

Paired Comparison

Gives an employee a score of 1 every time he/she is considered the higher performer. Tends to be time consuming for manager and will become more so as organizations become flatter with an increased span of control. ex: manager of 10 employees = 45 comparisons. manager of 15 employees = 105 comparisons

________ is the process in which employees develop short- and long-term development objectives. A) Succession planning B) Self-assessment C) Stretch assignment D) Goal setting E) Action planning

Goal setting

Competency Model

Identify and provide descriptions of competencies that are common for an occupation, organization, job family, or specific job

Competency Models

Identify and provide descriptions of competencies that are common for an occupation, organization, job family, or specific job

Goal Setting

Identify goal and method to determine goal progress

Self Assessment

Identify opportunities and needs to improve

Action Planning

Identify steps and timetable to reach goal

Reality Check

Identify what needs are realistic to develop

The Comparative Approach problems

Is their common failure to be linked to the strategic goals of the organization. Link is seldom made explicit. Because of subjective nature of the ratings, their validity and reliability depend on the raters themselves. Validity and reliability are modest.

Which of the following is true of voluntary turnover? A) It is initiated by the employee. B) It involves employees an organization would like to discharge. C) It could give rise to more legal consequences than involuntary turnover. D) It usually is a result of a violation of a company rule or misconduct. E) It is the last stage in progressive discipline.

It is initiated by the employee.

________ are the relationships, problems, demands, tasks, and other features that employees face in their jobs. A) Job specifications B) Job evaluations C) Job designs D) Job redesigns E) Job experiences

Job experiences

Temporary Assignments

Job tryouts such as employees taking on a position to help them determine if they are interested in working in a new role

In a typical progressive discipline program, which of the following should be the step taken before terminating an employee? A) Unofficial verbal warning B) Official written warning C) Last chance notification D) Threat of suspension E) Right to go to arbitration

Last chance notification

Harriet wants all of her team members to receive a raise, so she gives them all a high rating. Which of the following errors is she falling prey to? A) Halo B) Contrast C) Central tendency D) Leniency E) Similar to me

Leniency

Strategic Purpose of Performance Management

Link employee activities with the organization's goals

Upward Feedback

Managerial performance appraisal that involves subordinates' evaluation of the manager's behavior or skills

Paired Comparison

Managers compare every employee to every other employee and determines who is better in each pair. The outcomes are added up and become each employee's "score"

Social Performance Management

Social Media and micro-blogs similar to Facebook that allow employees to quickly exchange information, talk to each other, provide coaching, and receive feedback and recognition in the form of electronic badges

________ is the judgment that people make with respect to the results received relative to the results received by other people with whom they identify (referent others). A) Structural fairness B) Outcome fairness C) Procedural fairness D) Process fairness E) Task fairness

Outcome fairness

________ is the means through which managers ensure that employees' activities and outputs are congruent with the organization Performance management

Performance management

The Comparative approach virtually eliminates

Problems of leniency, central tendency, and strictness.

________ focuses specifically on the methods used to determine the outcomes received. A) Outcome justice B) Interactional justice C) Procedural justice D) Result justice E) Input justice

Procedural justice

Southpoint is about to declare bankruptcy and has asked customers, owners, and coworkers to serve on a committee so that the concerns of all affected groups are heard. This follows the guidance of which procedure? A) Bias suppression B) Correctability C) Representativeness D) Ethicality E) Consistency

Representativeness

Ranking

Requires managers to rank employees in their departments

The comparative approach

Requires raters to compare an individual's performance with that of others.

Administrative Purpose of Performance Management

Salary Administration Promotions Retention-termination Layoffs Recognition of individual performance

Career Management Process

Self Assessment Reality Check Goal Setting Action Planning

The six steps in the performance management process include

Step 1 - Define performance outcomes for company, division and/or departments Step 2 - Develop employee goals, behaviors, and actions to achieve desired outcomes Step 3 - Provide support and ongoing performance discussions Step 4 - Evaluate performance Step 5 - Identify improvements needed Step 6 - Provide consequences for performance results

Effective Performance Management Process

Step 1: Define performance outcomes Step 2: Develop employee goals, behavior, and actions to achieve outcomes Step 3: Provide support and ongoing performance discussions Step 4: Evaluate performance Step 5: Identify improvement needs Step 6: Provide consequences for performance results

•Sprint Strategic Pillars: -- Improving the customer experience -- Strengthening the brand -- Generating cash and increasing profits •Sprint performance management system -- Employees assessed on 3-5 criteria, each linked to a strategic pillar -- On-line system where employees can track progress on performance objectives

Strategic Congruence: Example

Purposes for performance management

Strategic, Administrative, Developmental purposes

________ is the process of identifying and tracking high-potential employees. A) Career management B) Talent management C) Action planning D) Resource planning E) Succession planning

Succession planning

Development

The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in client and customer demands

Bench Strength

The business strategy of having a pool of talented employees who are ready when needed to step into a new position within the organization.

Reliability:

The consistency of a performance measure; the degree to which a performance measure is free from random error

Which of the following is true about the results approach to performance management? A) The results approach relies primarily on a combination of the attribute and results approaches to performance measurement. B) The results approach virtually eliminates problems of leniency, central tendency, and strictness. C) The techniques of the results approach usually have very little congruence with the company's strategy. D) The results approach is usually highly unacceptable to both managers and employees. E) The results approach minimizes subjectivity, relying on objective, quantifiable indicators of performance.

The results approach minimizes subjectivity, relying on objective, quantifiable indicators of performance. ***More questions related to Performance Management Approaches will be on EXAM***

Which of the following is true of employees terminating employment based on voluntary turnover? A) They include those who work too many hours as well as those who do not get enough work hours. B) They include only those working on an hourly-wage basis and not the salaried ones. C) Those who work on an hourly basis usually tend to leave due to working too many hours. D) Those employees who are salaried usually tend to leave due to lack of enough work hours. E) They exclude those who do not get enough work.

They include those who work too many hours as well as those who do not get enough work hours.

Some employees thoughts about performance appraisals include

Time-consuming, Frustrating Dreaded, Burden, Pain

Other outcomes from a performance management review include

Training needs, Adjusting the type and frequency of feedback the manager provides to the employee, Clarifying, adjusting, or modifying performance outcomes, Discussing behaviors or activities that need improvement or relate to new priorities based on changes or new goals

Which of the following is an example of using performance management to fulfill an administrative purpose? A) Define the results, behaviors, and, to some extent, employee characteristics that are necessary. B) Develop employees who are effective at their jobs. C) Use performance appraisal to make decisions such as pay raises, promotions, retention-termination, layoffs, and recognition of individual performance. D) Identify employees' strengths and weaknesses and link employees to appropriate training and development activities. E) Confront employees with their performance weaknesses.

Use performance appraisal to make decisions such as pay raises, promotions, retention-termination, layoffs, and recognition of individual performance.

Which performance management evaluation criterion reflects the extent to which a performance measure assesses all the relevant—and only the relevant—aspects of performance? A) Reliability B) Strategic congruence C) Acceptability D) Specificity E) Validity

Validity

Coach

a peer or manager who works with an employee to motivate the employee, help him or her develop skills, and provide reinforcement and feedback

With its strong emphasis on mentoring and cross-functional training, employees at SocialByte can readily take on more responsibility and move up in the organization. SocialByte's ________ is considered a model for other companies in the sector. A) advancement corps B) bench strength C) employee mobility D) talent reserve E) skills pool

bench strength

Every year managers are given targets for categorizing their employees' performance at the end of the year. The managers are allowed 5 percent at the top, 80 percent in the middle and then 15 percent at the bottom. This company is using A) forced distribution. B) the high/low ranking system. C) paired comparison. D) alternation ranking. E) simple ranking.

forced distribution

Performance appraisal is the process through which an organization

gets information on how well an employee is doing his or her job

Strategic congruence -- Key challenge:

how to measure non-financial performance (customer loyalty, employee satisfaction, etc) -Develop a model, linking to strategic goals -Identify available data - and fill any gaps -Statistically confirm linkage between performance measures and financial outcomes -Revalidate the model regularly

Step 1 in the Performance Management process

is defining performance outcomes for company, division and/or departments

Step 4 in the Performance Management process

is to evaluate performance

Step 5 in the Performance Management process

is to identify improvements needed

Step 6 in the Performance Management process

is to provide consequences for performance results

Step 3 in the Performance Management process

is to provide support and ongoing performance discussions

Sylvia was about to leave the company because the job was too easy and not challenging her skills. Her manager approached her with a new project that she would be solely responsible for. This decrease in her job dissatisfaction was the result of A) job transfer. B) job rotation. C) job evaluation. D) job enlargement. E) job enrichment.

job enrichment.

When gathering information on performance, HR relies on ________ more frequently than any other group, because they will have the most accurate information. A) peers B) managers C) subordinates D) employees themselves E) customers

managers

Performance management is the process through which

managers ensure employees' activities and outputs are congruent with the organization's goals

Part 2 states that the performance management system should

measures those aspects of performance through performance appraisal

A(n) ________ is an experienced, productive senior employee who helps develop a less experienced employee. A) apprentice B) intern C) trainee D) mentor E) protégé

mentor

Interpersonal Relationships

mentoring and coaching

Part 3 states that the performance management system has to

provide feedback through performance feedback sessions

Stretch assignments

refer to assignments in which there is a mismatch between the employee's skills and experience and the skills required for the job

The extent to which a performance measure gives guidance to employees about what is expected of them is called A) reliability. B) validity. C) specificity. D) acceptability. E) strategic congruence.

specificity

Part 1 states that the performance management system must

specify which aspects of performance are relevant to the organization

The employment-at-will doctrine A) has become more influential in recent years. B) has more legal consequences in voluntary turnover than in involuntary turnover. C) implies that a person may leave an organization at will despite an existing contract. D) allows employers to discharge people at will without sufficient reasons for the discharge. E) states that in the absence of a specific contract, either party could sever the employment.

states that in the absence of a specific contract, either party could sever the employment.

Globo Analytics Inc., a data analysis company, has modified its performance management system. Apart from training employees on their specific tasks, the trainers and managers help the employees become more aware of the overall goals of the company and how their individual performances influence the broader goals of the company. As a result of this, employees' performances have become more consistent with the organization's strategies, goals, and culture. This initiative of Globo focuses on the ________ criterion of performance management. A) consistency B) strategic congruence C) social D) acceptability E) risk avoidance

strategic congruence ***More questions related to Strategic Congruence will be on EXAM***

The two primary sets of people in an organization who affect an individual's job satisfaction are A) subordinates and supervisors. B) supervisors and customers. C) co-workers and subordinates. D) supervisors and co-workers. E) subordinates and customers.

supervisors and co-workers.

Appraisals that involve collecting subordinates' evaluations of a manager's behavior or skills are known as A) 360-degree feedback. B) screening interviews. C) peer review. D) social performance. E) upward feedback.

upward feedback.