Question 1

The type of feedback most appropriate to assist underperforming employees to bring their performance up to the required standard is:
A) constructive feedback
B) negative feedback
C) corrective feedback
D) general feedback
E) no feedback at all; this allows the employee to self-correct their performance.

Accepted Answer

Corrective feedback is specifically aimed at identifying performance issues and providing guidance on how to improve, making it the most appropriate for helping underperforming employees meet required standards.

Question 2

Which of the following is the correct approach when conducting performance reviews?
A) As much as possible, use intuition and gut feelings to judge performance.
B) Recognise good performance and review any areas of concern.
C) Apply different standards to rate employees doing the same job who have different levels performance.
D) Use an employee's length of service to gauge the standard of performance they should have achieved.
E) Conduct one performance review after another in quick succession so that the reviews are carried out more efficiently and in one block.

Accepted Answer

Recognising good performance and reviewing areas of concern is the correct approach when conducting performance reviews. It is important to focus on both the positives and the areas where improvement is needed in order to provide balanced feedback and encourage growth and development. Using intuition and gut feelings may lead to bias and subjectivity. Applying different standards to rate employees doing the same job would be unfair and demotivating. Using an employee's length of service to gauge the standard of performance they should have achieved is not an accurate indicator of actual performance. Conducting reviews in quick succession could lead to rushed evaluations and lack of attention to detail.

Question 3

Which of the following does not entail the end of an employee's employment with an organisation?
A) Termination
B) Redundancy
C) Retrenchment
D) Demotion
E) None of these responses are correct.

Accepted Answer

Demotion does not necessarily result in the end of employment with an organization. It involves a reduction in job responsibilities and pay, but the employee remains employed by the organization. The other options (termination, redundancy, retrenchment) all involve the employee's employment with the organization coming to an end in some way.

Question 4

The ultimate goal of feedback is to provide employees with an understanding of the standard of behaviour and performance required of them, so that they are able to monitor their own performance and provide meaningful and accurate self-feedback.

Accepted Answer

This is because effective feedback helps employees understand what is expected of them, which enables them to monitor their own performance and provide themselves with accurate and meaningful self-feedback. Ultimately, this helps employees improve their performance, achieve their goals, and contribute to the success of the organization.

Question 5

Which of the following is not a commonly accepted use of performance reviews?
A) To criticise and punish employees for poor performance
B) To plan improvements in an employee's performance and productivity
C) As the final stage in the selection process for newly hired employees who have been on probation
D) To look at what results are expected and any training and development that is required in the future
E) To review a job-holder's performance during the period under review

Accepted Answer

Performance reviews should not be used as a tool to solely criticise and punish employees. The purpose of a performance review is to provide constructive feedback and plan for improvements in an employee's performance and productivity.

Question 6

Ideally, to enhance credibility and acceptance, performance reviews should be conducted with:
A) only employees.
B) employees and supervisors.
C) employees, supervisors and frontline managers.
D) employees, supervisors, frontline managers and middle managers.
E) everyone in an organisation.

Accepted Answer

The answer of Ideally, to enhance credibility and acceptance, performance...

Question 7

Which of the following approaches to providing feedback to employees is likely to prove most effective with assisting employees to improve their performance?
A) One annual formal performance review
B) Two formal performance reviews per year
C) One annual or two six-monthly formal performance reviews, and occasional feedback of about 10 minutes every few months
D) One annual or two six-monthly formal performance reviews, and regular feedback of about 10 minutes every few weeks, or when an aspect of employee performance deserves recognition or requires improvement
E) One annual or six-monthly formal performance review, and daily feedback of 30 minutes

Accepted Answer

Providing regular feedback on an ongoing basis (about 10 minutes every few weeks) is likely to prove most effective in assisting employees to improve their performance. This allows employees to continually adjust and improve their performance, rather than waiting for a formal performance review to provide feedback. The formal performance reviews can still be conducted annually or twice a year as a summary of the employee's overall performance. Daily feedback of 30 minutes may be excessive and overwhelming for both the employee and manager.

Question 8

Which of the following is not a direct benefit to organisations of conducting effective performance reviews?
A) They can be used by organisations to help shift their organisational culture by encouraging and acknowledging behaviours that reflect their values.
B) They can provide employees with a greater sense of job satisfaction when their efforts are recognised and appreciated.
C) Frequent reviews can assist in helping to retain staff members.
D) They open up communication channels and strengthen working relationships.
E) They can be used to place people in jobs that suit their capabilities.

Accepted Answer

The answer of Which of the following is not a...

Question 9

A performance review method where team members review one another's performance against key criteria is known as the:
A) balanced scorecard method.
B) management by objectives method.
C) peer review method.
D) rating scale method.
E) role description method.

Accepted Answer

The peer review method involves team members reviewing each other's performance against key criteria, making it the most suitable option among the given choices. The balanced scorecard method involves setting performance targets and measuring progress towards those targets. The management by objectives method involves setting specific goals and objectives and evaluating an employee's performance based on their achievement of these goals. The rating scale method involves assigning a numerical rating to an employee's performance based on predetermined criteria. The role description method involves evaluating an employee's performance based on how well they have fulfilled the responsibilities outlined in their job description.

Question 10

Which of the following is not a stage in an employee's performance review?
A) Creating the right climate
B) Review of performance
C) Review of the organisation's strategic goals
D) Planning for the future
E) Final summary

Accepted Answer

Review of the organisation's strategic goals is not typically considered a direct stage in an employee's performance review process. Performance reviews focus on individual employee performance, development, and future planning rather than on reviewing the broader strategic goals of the organization.

Question 11

Regular informal feedback, in words and actions, about how employees are performing can:
A) build employee morale.
B) increase employee motivation.
C) help to focus employees' attention on what is important.
D) help to ensure that work standards are maintained.
E) All of these responses are correct.

Accepted Answer

Regular informal feedback can have multiple benefits for employees and the organization, such as boosting morale, increasing motivation, focusing attention on important tasks or goals, and ensuring work standards are maintained. Therefore, all the given options are correct.

Question 12

'The fact that you have achieved all of your targets this month is testament to your perseverance and hard work.' This statement is an example of:
A) constructive feedback.
B) negative feedback.
C) corrective feedback.
D) positive feedback.
E) general feedback.

Accepted Answer

The statement is praising the recipient for their achievements, which means it is positive feedback.

Question 13

When an employee has performed either better or worse than expected in some areas, or is generally improving or declining, their performance review is the first situation where this should be brought to their attention.

Accepted Answer

Feedback on performance, whether positive or negative, should be provided continuously and as soon as possible after the observed behavior, not saved for the performance review. This allows for timely adjustments and fosters ongoing development.

Question 14

A redundancy usually comes about as a result of:
A) a lack of sufficient work to keep employees fully occupied.
B) organisational restructuring or outsourcing.
C) poor employee performance.
D) recession.
E) serious breaches of organisational policy.

Accepted Answer

A redundancy is typically the result of organisational restructuring or outsourcing, where the employer no longer requires all of their current employees. This can also occur due to a company's change in direction or technological advancements that render certain positions obsolete. While redundancies can sometimes be made due to poor employee performance or serious policy breaches, these reasons are less common and are typically handled through performance management or disciplinary procedures. While a recession can lead to redundancies, it is not always the only cause, and redundancies can occur in times of economic growth as well.

Question 15

Where an employee's performance has been poor or below the standard expected of them, the manager conducting their performance review should:
A) tell them straight out that their recent performance indicates they are a poor worker and that they will most likely lose their job.
B) avoid these performance issues, and instead focus on the positives of the employee's performance.
C) objectively point out the employee's poor performance, and tell them they need to improve.
D) objectively highlight the employee's poor performance, and offer them coaching and/or other development opportunities to correct it.
E) All of these responses are correct.

Accepted Answer

Objective feedback on poor performance should be given to the employee, along with offering them coaching and/or other development opportunities to correct it. This approach allows the employee to understand where they need to improve and provides them with the necessary tools to succeed. Being overly negative or avoidance of performance issues can lead to negative outcomes, including low morale and termination of employment.

Question 16

Ideally, during a performance review:
A) the person conducting the review should do more of the talking.
B) the person being appraised should do more of the talking.
C) the person conducting the review and the person being appraised should do about the same amount of talking.
D) much of the review should be done in silence using documentary evidence of performance.
E) None of these responses are correct.

Accepted Answer

The person being appraised should do more of the talking as they are being evaluated and should have the opportunity to provide their own perspective and insights on their performance. However, the person conducting the review should also actively listen and provide constructive feedback during the conversation.

Question 17

'I understand that delays by suppliers affected your ability to meet your deadlines, so if I can minimise those delays, I'm confident you will be able to submit the invoices for approval by the required dates each month.' This statement is an example of feedback that is both empathetic and positive.

Accepted Answer

The statement acknowledges the issue, shows understanding, and offers a solution while maintaining a positive tone. Therefore, it is both empathetic and positive.

Question 18

Which of the following might provide feedback when using the 360-degree feedback review method?
A) Peers
B) Internal customers
C) Suppliers
D) External customers
E) All of these responses are correct.

Accepted Answer

The 360-degree feedback review method involves collecting feedback from a variety of sources, including peers, internal customers, suppliers, and external customers. Therefore, all of the given choices provide feedback when using this method.

Question 19

The critical-incident, or behavioural, review method is based on a record of important negative critical incidents that have occurred during the review period.

Accepted Answer

The critical-incident review method is based on a record of both important positive and negative critical incidents that have occurred during the review period, not just negative incidents.

Question 20

Which of the following is a benefit to employees of effective performance reviews?
A) They provide a mechanism for identifying and meeting workers' training and development needs.
B) They meet employees' desire to know how their manager views their performance.
C) They protect employees from arbitrary decisions.
D) They provide a mechanism for employees to gain a better understanding of their strengths and development needs.
E) All of these responses are correct.

Accepted Answer

All of the listed benefits are advantages of effective performance reviews for employees. They provide opportunities for training and development, meet employees' desire for feedback, protect against arbitrary decisions, and help employees understand their strengths and areas for improvement.

Quiz 15: Providing Formal and Informal Performance Feedback

The type of feedback most appropriate to assist underperforming employees to bring their performance up to the required standard is:

Which of the following is the correct approach when conducting performance reviews?

Which of the following does not entail the end of an employee's employment with an organisation?

The ultimate goal of feedback is to provide employees with an understanding of the standard of behaviour and performance required of them, so that they are able to monitor their own performance and provide meaningful and accurate self-feedback.

Which of the following is not a commonly accepted use of performance reviews?

Ideally, to enhance credibility and acceptance, performance reviews should be conducted with:

Which of the following approaches to providing feedback to employees is likely to prove most effective with assisting employees to improve their performance?

Which of the following is not a direct benefit to organisations of conducting effective performance reviews?

A performance review method where team members review one another's performance against key criteria is known as the:

Which of the following is not a stage in an employee's performance review?

Regular informal feedback, in words and actions, about how employees are performing can:

'The fact that you have achieved all of your targets this month is testament to your perseverance and hard work.' This statement is an example of:

When an employee has performed either better or worse than expected in some areas, or is generally improving or declining, their performance review is the first situation where this should be brought to their attention.

A redundancy usually comes about as a result of:

Where an employee's performance has been poor or below the standard expected of them, the manager conducting their performance review should:

Ideally, during a performance review:

Which of the following might provide feedback when using the 360-degree feedback review method?

The critical-incident, or behavioural, review method is based on a record of important negative critical incidents that have occurred during the review period.

Which of the following is a benefit to employees of effective performance reviews?