Question 1

Performance management is concerned with?&#10;A) Aligning individual objectives to organizational objectives&#10;B) Aligning the interests of employers and trade unions in improving organizational performance&#10;C) Complying with legislation&#10;D) All of the above

Accepted Answer

Performance management is primarily concerned with aligning individual objectives with organizational objectives to achieve the desired level of performance. While it may also involve compliance with certain legislation and addressing the interests of employers and trade unions, these are not the main focus of performance management.

Question 2

Features of performance management include?&#10;A) Objective or target setting&#10;B) 45-degree feedback&#10;C) Performance-related pay&#10;D) Customer appraisals

Accepted Answer

Performance management often includes setting objectives or targets for employees and linking their performance to pay, known as performance-related pay.

Question 3

Which of the following is not a purpose or benefit of appraisal?&#10;A) Increasing motivation&#10;B) Setting redundancy policy&#10;C) Identifying training and development needs&#10;D) Identifying potential

Accepted Answer

Setting redundancy policy is not a purpose or benefit of appraisal. It is a separate process to evaluate and determine staffing needs for an organization in case of downsizing or restructuring. The other options, such as increasing motivation, identifying training and development needs, and identifying potential, are common purposes and benefits of appraisal.

Question 4

According to McGregor (1957) a key reason that performance appraisal failed was because managers?&#10;A) Didn't have the time to carry them out&#10;B) Didn't like making judgements about employees&#10;C) Were not sufficiently trained&#10;D) All of the above

Accepted Answer

McGregor (1957) argued that a key reason performance appraisals failed was because managers didn't like making judgments about employees, as it could lead to uncomfortable situations and affect relationships.

Question 5

Bach (2005) suggests that more critical accounts of appraisal recognize how it is concerned with?&#10;A) Making sure managers are better trained in the appraisal process&#10;B) Designing and implementing a better appraisal system&#10;C) Improving employee buy-in&#10;D) How organizations seek tigher control over behaviour and performance

Accepted Answer

Bach argues that critical accounts of appraisal should recognize how organizations use it to seek tighter control over behavior and performance, rather than just focusing on improving the process or employee buy-in.

Question 6

The two main perspective of appraisal systems are?&#10;A) Devolved&#10;B) Developmental&#10;C) Evaluative&#10;D) Unitaristic

Accepted Answer

The two main perspectives of appraisal systems are developmental and evaluative. Developmental perspectives aim to improve employee performance through identifying strengths and areas for improvement, setting goals, and providing regular feedback and training. Evaluative perspectives, on the other hand, focus on determining the extent to which an employee is meeting or exceeding job expectations and using this information to make decisions about pay or promotions. Devolved and unitaristic do not describe the main perspectives of appraisal systems.

Question 7

Which of the following aspects of performance is not likely to be appraised?&#10;A) Knowledge, ability and skill on the job&#10;B) Attitude to work&#10;C) Quality of work&#10;D) The extent to which an employee believes in the organizational culture

Accepted Answer

While an employee's belief in the organizational culture may influence their attitudes and behaviors at work, it is not a direct aspect of their performance that can be measured and appraised. The other options (knowledge, ability and skill on the job, attitude to work, and quality of work) are all commonly appraised aspects of an employee's performance.

Question 8

What is the meaning of upward appraisal?&#10;A) Employees rate the performance of their manager&#10;B) Employees rate the performance of their peers&#10;C) Senior managers rate the performance of line managers&#10;D) Line managers rate the performance of employees

Accepted Answer

Upward appraisal is a process in which employees provide feedback on the performance of their managers. This feedback can help managers to identify areas where they can improve and can also help in the development of the employee-manager relationship.

Question 9

What is the purpose of a 'mystery' shopper in the appraisal process?&#10;A) A manager who pretends to be a customer to test the service process&#10;B) An employee who pretends to be a customer to test the service process&#10;C) An external person pretends to be a real customer to test the service process&#10;D) None of the above

Accepted Answer

A mystery shopper is an external person who pretends to be a real customer to test the service process. This helps managers and companies evaluate the performance of their employees and improve customer service strategies. A mystery shopper's feedback is valuable as it provides an unbiased and objective perspective on the customer experience. Option A is incorrect as a manager is not the one who pretends to be a customer. Option B is incorrect as an employee would not be objective in evaluating their own performance. Option D is incorrect as the purpose of a mystery shopper in the appraisal process is to evaluate customer service.

Question 10

What is meant by 360-degree feedback?&#10;A) A system where feedback is obtained from peers, subordinates and supervisors&#10;B) A system where everybody in the same team gets appraised&#10;C) A system where all managers comment on each other's performance&#10;D) A system where every employee rates another employee chosen at random

Accepted Answer

360-degree feedback is a system where feedback is obtained from multiple sources, including peers, subordinates, and supervisors. This allows for a well-rounded evaluation of an employee's performance and development needs. B, C, and D do not accurately describe 360-degree feedback.

Question 11

A 'good' and constructive appraisal is one where?&#10;A) The focus is on how the employee has underperformed&#10;B) There is scope for reflection and analysis&#10;C) Appraisers do most of the talking&#10;D) Appraisees do most of the talking

Accepted Answer

The answer of A 'good' and constructive appraisal is one...

Deck 8: Performance Management and Performance Appraisal