Deck 7: Performance Effectiveness

Question 1

Performance management may be defined as the whole process impacting how well an employee performs.

Answer 1

True

Question 2

Written performance reviews are insurance against discrimination charges.

Answer 2

False

Question 3

In performance reviews, superiors should be careful to rate their employee's performance rather than the people themselves.

Answer 3

True

Question 4

A performance review form should never state measurable or observable performance standards by which workers are to be rated.

Question 5

The typical job description spells out in general terms the content of the job, the duties, and perhaps the kind of experience or skills desired.

Question 6

One of the biggest problems of a performance review system is guarding against the subjectivity of the evaluator.

Question 7

The final step in developing a performance standard system is to evaluate employee performance on the job.

Question 8

The way supervisors handle their appraisal interviews can determine whether the performance review is beneficial or harmful to the company.

Question 9

An optimistic level is your estimate of what constitutes a component job and the way that good, steady employees are doing it now.

Question 10

The typical job description clearly defines the job and the duties, the methods of performing the duties, and the competencies required.

Question 11

A periodic review and assessment of employee performance during a given period is called a:

A) performance review.
B) performance effectiveness.
C) performance evaluation.
D) All of the above.
E) Both a and c

Question 12

The final step in developing a performance standard system is to:

A) evaluate worker performance on the job.
B) train the worker.
C) develop standard procedures.
D) write performance standards.

Question 13

Among the problems of most performance review systems are:

A) the difficulty of being fair and objective.
B) the need to set improvement goals.
C) the necessity of sharing the evaluation with the worker.
D) All of the above.
E) the difficulty of being fair and subjective.

Question 14

The first step in setting up a performance system is:

A) analyzing the job.
B) defining the purpose.
C) defining levels of performance.
D) writing performance standards.
E) writing the standard.

Question 15

The halo effect refers to:

A) letting your expectations of a person color your judgment of a person's work.
B) comparing one person with another and selecting one thing that could influence their performance.
C) rating everybody average.
D) letting a characteristic about a person influence your judgment of that person's overall performance.
E) All of the above.

Question 16

In an appraisal interview the supervisor should:

A) do all the talking.
B) start with the negative things and get them over with.
C) encourage the worker to discuss problems about the work.
D) All of the above.

Question 17

The best approach to an appraisal interview is:

A) an authoritarian approach.
B) a problem-solving approach.
C) a persuasive approach.
D) let the worker control the interview.
E) a subjective approach.

Question 18

For a performance standard system to work it should:

A) be put to work as swiftly as possible.
B) be constantly supervised.
C) include a built-in reward system.
D) be developed by a consultant.

Question 19

Which of the following is an identifiable activity that constitutes a skill or activity necessary to complete a segment of a job?

A) Job classification
B) Unit of work
C) Task
D) Job specification
E) Job description

Question 20

In the survey of U.S. businesses mentioned in the text, ______% of respondents reported using appraisals to determine an employee's raise.

A) 75
B) 86
C) 50
D) 25

Question 21

Which level is best to write your performance standards for?

A) Realistic level
B) Pessimistic level
C) Minimum level
D) Optimistic level
E) Any level

Question 22

A job description is used to:

A) decide on disciplinary action.
B) assign work.
C) spell out qualifications.
D) a and b
E) All of the above.

Question 23

A quality evaluation form should:

A) have measurable or observable standards.
B) include subjective evaluations.
C) define each performance dimension.
D) Both a and c
E) All of the above.

Question 24

A performance evaluation is:

A) a formative evaluation.
B) a periodic review and assessment of each employee's performance during a given period.
C) an ongoing form of evaluation that uses observation, interviews, and surveys to monitor training.
D) All of the above.

Question 25

The order of steps in the performance review process are:

A) preparing for the evaluation, making the evaluation, sharing it with the worker, providing follow-up.
B) making the evaluation, sharing it with the worker, preparing for follow-up.
C) preparing for the evaluation, making the evaluation, observing the worker, dismissing the worker (if necessary).
D) coaching the worker, evaluating the worker, sharing it with the worker, retraining.
E) sharing the evaluation, follow-up, training, and reevaluating.

Question 26

A supervisor tells the worker the results of the evaluation and tries to persuade the employee to improve. The _____________ approach is a presentation based on logic alone rather like a lecture.

A) performance
B) tell-and-sell
C) sell-and-see
D) authoritarian

Question 27

A good way to start off an interview is:

A) making sure they understand the evaluation process.
B) explaining the purpose of the interview.
C) a bit of small talk.
D) asking the employee to rate him- or herself.
E) getting a cup of coffee.

Question 28

An evaluation form typically lists or includes all but which of the following?

A) Performance dimensions
B) Steps in the performance process
C) Goals for improvement
D) Employee information

Question 29

The type of appraisal that helps put employees at ease because they know what will be discussed during their appraisal is known as:

A) rating scale appraisal.
B) self-appraisal.
C) performance appraisal.
D) performance review.
E) peer appraisal.

Question 30

Your estimate of what constitutes a competent job and the way that good steady workers are doing it now is held at what level of performance?

A) Positive level
B) Minimum level
C) Realistic level
D) Optimistic level

Question 31

A private face-to-face session between you and an employee is known as a(n):

A) evaluation interview.
B) performance rating.
C) appraisal interview.
D) Both a and c
E) All of the above.

Question 32

All of the following statements are true of the tell-and-sell approach except:

A) It is a mild version of the authoritarian approach.
B) It is a presentation based on logic alone.
C) It seems to be a natural approach for someone who has developed sensitivity in handling people.
D) Both a and b
E) All of the above.

Question 33

Which of the following is not one of the three essentials for setting up a successful performance standard system?

A) Employee participation
B) The employee should be in charge at all times
C) Active supervisory leadership and assistance throughout
D) Built-in reward system
E) Both b and d

Question 34

What questions should you ask when writing performance standards?

A) What is to be done?
B) How is it to be done?
C) To what extent is it to be done?
D) Both a and b
E) All of the above.

Question 35

Which of the following is false regarding written performance standards?

A) Standards must not place a time limit for achievement.
B) The statement must be clear, complete, and accurate.
C) The standard of performance must be measurable or observable.
D) The standard must be attainable.
E) The standard must oppose to company policies, goals, and applicable legal and moral constraints.

Question 36

Which of the following is not a key to a successful performance standard system?

A) Workers' cooperation
B) Recognizing your workers' potential
C) Not putting the system to work slowly
D) An award or incentive system
E) Reviewing your system periodically

Question 37

A raise given to an employee based on how well the employee has done his or her job is known as a(n):

A) award or incentive.
B) merit raise.
C) performance appraisal.
D) promotion.
E) Both a and b

Question 38

Which of the following is true regarding the authoritarian approach?

A) It will often antagonize employees.
B) It will often produce the improvements that you want.
C) It will not work with dependent types of people.
D) Both a and c
E) All of the above.

Question 39

Which of the following are true regarding proper interviewing technique?

A) Be a good listener.
B) Do not interrupt.
C) Maintain eye contact.
D) Hear out potential candidates.
E) All of the above.

Question 40

Evaluation of performance should be:

A) Based on your opinions
B) Based on standards obtained from the previous supervisor and the job description
C) Based on standards obtained from the job analysis of the skills, tasks, and knowledge required to perform the job
D) Both a and c
E) All of the above