MKTG6410 Chapter 10 Performance Management

ln the context of behavior-oriented rating methods of appraising employee performance, identify a true statement about the Likert method of summed ratings. a. It requires a rater to list and order all employees from highest to lowest, from "best" employee to "worst" employee. b. It requires a rater to describe, in writing, an employee's strengths, weaknesses, and potential. c. It assumes that a candid statement from a rater who is knowledgeable about an employee's performance is just as valid as more formal rating methods. d. It presents a declarative statement followed by several response categories, such as "always," "very often," "fairly often," "occasionally," and "never."

d. It presents a declarative statement followed by several response categories, such as "always," "very often," "fairly often," "occasionally," and "never."

Evidence indicates that ____ are not strongly related to results. behaviors ratings assessments job descriptions

ratings

The elimination of ____ is essential to successfully maximizing performance. process standardization training policies roadblocks communication channels

roadblocks

Arrange the steps involved in frame-of-reference (FOR) training, which is a type of rater-training program, in the correct order of occurrence. (Place the first step at the top.) a. Participants are told that they will evaluate the performance of three ratees on three separate performance dimensions. b. Ratings are written on a blackboard and discussed by the group of participants. c. The trainer provides feedback to participants, explaining why a ratee should receive a certain rating on a given dimension. d. Participants are given rating scales and instructed to read them as the trainer reads the dimension definitions and scale anchors aloud. e. Participants are shown a video of a practice vignette and are asked to evaluate the manager using the scales provided. f. The trainer discusses ratee behaviors that illustrate different performance levels foreach scale.

1. a. Participants are told that they will evaluate the performance of three ratees on three separate performance dimensions. 2. d. Participants are given rating scales and instructed to read them as the trainer reads the dimension definitions and scale anchors aloud. 3. f. The trainer discusses ratee behaviors that illustrate different performance levels foreach scale. 4. e. Participants are shown a video of a practice vignette and are asked to evaluate the manager using the scales provided. 5. b. Ratings are written on a blackboard and discussed by the group of participants. 6. c. The trainer provides feedback to participants, explaining why a ratee should receive a certain rating on a given dimension.

____ rating methods focus on evaluating the impact of employee behaviors. Results-oriented Business-oriented Behavior-oriented Character-oriented

Behavior-oriented

____ appraisals tend to be more lenient, less variable, more biased, and show less agreement with others. Subordinate Leader Self Peer

Self

____ error results when a rater compares several employees to one another rather than to an objective standard of performance. Recency Halo Leniency Contrast

Contrast

Brief anecdotal reports by supervisors of things employees do that are particularly effective or ineffective in accomplishing parts of their jobs are known as ____ ____.

Critical incidents

Match the activities that a supervisor needs to engage in during a performance-feedback interview with a subordinate (in the left column) with the corresponding ways (in the right column).

Demonstrating knowledge of the subordinate's level of performance and job duties By being candid and specific Demonstrating genuine interest in the subordinate's ideas By being an active listener

ln the context of performance-feedback interviews with employees, classify the characteristics of formal and informal feedback.

Formal feedback 1. Occurs infrequently 2. Covers work conducted over time: multiple performance events and competencies 3. Initiated, led, and controlled by managers Informal feedback 4. Occurs spontaneously whenever discussion is needed 5. Relies on two-way accountability and interaction 6. Covers a specific incident—what went right or wrong and what to do differently

____ implies that a performance-appraisal system in an organization is capable of distinguishing effective from ineffective performers. Reliability Practicality Acceptability Sensitivity

Sensitivity

____ objectives focus on increasing market share and securing repeat business. Long-term Weekly Short-term Monthly

Long-term

If objective performance data is available, then ____ is the best strategy to use. MBO BARS Critical incidents Graphic rating scales

MBO

What is a key element to driving effective performance? Measurement Non SMART goals Assessment of political issues Alignment of goals with peers

Measurement

____ ranking requires a rater to order all employees from highest to lowest, from best to worst. Forced Narrative Paired Simple

Simple

Match the types of ranking as a behavior-oriented rating method of appraising employee performance (in the left column) with their descriptions (in the right column).

Simple ranking It requires only that a rater order all employees from highest to lowest. from "best" employee to "worst" employee. Alternation ranking It requires that a rater initially list all employees on a sheet of paper, and the rater first chooses the best employee, a then the worst employee, then the second best, then the second worst, and so forth from the list.

____ are the most common raters that conduct performance appraisals in most organizations. Subordinates Matrix leaders Peer reviewers Supervisors

Supervisors

Match the types of performance-appraisal systems in organizations (in the left column) with their descriptions (in the right column).

Systems designed for administrative purposes They demand performance information about differences between individuals. Systems designed to promote employee growth They demand information about differences within individuals.

Which of the following is a critical element to performance facilitation? Adequate executive support Focus on self-management Alignment with company culture The careful selection of employees

The careful selection of employees

Conducting a ____ that identifies the characteristics necessary for successful job performance is one way to avoid legal difficulties with performance appraisals. job structure job analysis job measurement job design

job analysis

____ standards translate job requirements into acceptable or unacceptable employee behavior. Company Human Resources Performance Policy

Performance

____ indicates a person's current and desired direction. Job analysis Job design Intrinsic motivation Performance management

Performance management

_____ teams are assembled for a specific task and are expected to disband once their task is complete. Network Self-directed Project Service

Project

Match the aspects that are eliminated by using forced distribution as a behavior-oriented rating method of appraising employee performance (in the left column) with their descriptions (in the right column).

Rater leniency Refers to clustering almost all employees at the top of the overall distribution of ratings Rater severity Refers to clustering almost all employees at the bottom of the overall distribution of ratings Central tendency Refers to clustering almost all employees in the middle of the overall distribution of ratings

Match the requirements of sound performance-appraisal systems in organizations (in the left column) with their descriptions (in the right column). Reliability It refers to consistency of judgment. Practicality It implies that appraisal instruments are easy for managers and employees to understand and use.

Reliability It refers to consistency of judgment. Practicality It implies that appraisal instruments are easy for managers and employees to understand and use.

True or false: In an organizational context, the type of evidence required to defend performance ratings given to employees is linked to the purposes for which the ratings are made.

True

According to a study by Rainmaker Thinking, which of the following are part of the five management basics? (Choose all that apply.) a. Clear feedback and rewards b. Effective application of peer assessments c. Accountability and partnership of senior leadership d. Detailed evaluation of each person's work

a. Clear feedback and rewards d. Detailed evaluation of each person's work

Which of the following are activities that supervisors need to engage in during performance-feedback interviews with their subordinates? (Check all that apply.) a. Encourage their subordinates to participate b. Set mutually agreeable goals for future improvements c. Use a "tell-and-sell" approach rather than a problem-solving approach d. Include destructive criticism e. Be an active listener

a. Encourage their subordinates to participate b. Set mutually agreeable goals for future improvements e. Be an active listener

Identify the steps that need to be taken to overcome the potential problems associated with360-degree feedback in an organization. (Check all that apply.) a. Train all raters to understand the overall process as well as how to complete forms and avoid common rating errors. b. Make sure that 360-degree feedback has multiple purposes such as improved allocation of resources and increased organizational profits. c. Link the feedback to other human resource (HR) systems, such as training and rewards, and take the time to evaluate their effectiveness. d. Avoid administering the feedback via the Internet in order to reduce the errors that can occur when organizing the data. e. Seek a variety of types of information about performance, and make raters accountable to upper-level review.

a. Train all raters to understand the overall process as well as how to complete forms and avoid common rating errors. c. Link the feedback to other human resource (HR) systems, such as training and rewards, and take the time to evaluate their effectiveness. e. Seek a variety of types of information about performance, and make raters accountable to upper-level review.

Which of the following is true of graphic rating scales? They are complex in nature. They are more generalizable. They are less time consuming. They are specifically behavioral.

They are less time consuming.

Which of the following is true about structuring organizations around teams? Layers of communication are created. They do not necessarily outperform organizations who are not structured around teams. Employees score higher ratings in annual performance reviews. There is less collaboration between members.

They do not necessarily outperform organizations who are not structured around teams.

Which of the following is true of behaviorally anchored rating scales? They provide a common frame of reference for raters. They take into account external customers. They allow raters greater flexibility in scoring. They are the most widely used rating scale.

They provide a common frame of reference for raters.

True or false: ln the context of behavior-oriented rating methods of appraising employee performance, each category presented by the Likert method of summed ratings is weighted.

True

Which of the following are best practices when conducting effective performance feedback interviews? a. Encouraging subordinates to arrive unprepared b. Getting training in performance appraisal interviewing c. Being general in your feedback to ensure it's comprehensive d. Encouraging participation

b. Getting training in performance appraisal interviewing d. Encouraging participation

ln the context of performance-feedback interviews with employees, identify the effects of destructive criticism.(Check all that apply.) a. It is disadvantageous in that it makes recipients overconfident. b. It reduces recipients' preference for handling future disagreements with the giver of the feedback in a conciliatory manner. c. It has negative effects on recipients' self-set goals. d. It reduces recipients' self-effacement because it often attributes poor performance to external causes rather than internal causes.

b. It reduces recipients' preference for handling future disagreements with the giver of the feedback in a conciliatory manner. c. It has negative effects on recipients' self-set goals.

Management by objective is a measure of an employee's ____. a. behavior within their job and with coworkers b. decision making c. attitudes d. contribution to the success of the organization

d. contribution to the success of the organization

ln the context of the process of performance management, performance ____ requires providing rewards in a timely fashion while ensuring fairness in the process. improvement enhancement facilitation encouragement

encouragement

Observation and ____ are processes that occur when people interact during appraisals in organized settings. decision making analysis judgment control

judgment

Traditionally, formal appraisals are done _____ once per year once in two years monthly quarterly

once per year

The type of evidence required to defend performance ratings is linked to the ____ for which the ratings are made. purposes strategy position job description

purposes