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.
