Question 1

In most cases the planning of performance appraisal for inpatriates should reflect which priority?
A)Accountability
B)Development
C)Motivation
D)Reward allocation

Accepted Answer

The planning of performance appraisal for inpatriates should reflect the priority of development. Inpatriates are employees who are brought from foreign countries to work in the home country of the organization. Performance appraisal for inpatriates should focus on their development, as it is important to provide them with opportunities to learn new skills and gain new experiences. This will not only benefit the inpatriates but the organization as well, as it will help to build a pool of qualified managers who can work in a global context. The other options of accountability, motivation, and reward allocation may also be important, but they are not the top priority when it comes to performance appraisal for inpatriates.

Question 2

Performance management is a set of regular, ongoing human resource activities carried out by managers and supervisors to enhance and maintain employee performance toward the achievement of desired performance objectives.

Accepted Answer

Performance management is a process of continuous communication and feedback between managers and employees to improve and maintain employee performance towards achieving organizational goals. It involves setting objectives, monitoring progress, providing feedback, and identifying development needs.

Question 3

Performance management can serve as an effective HR control mechanism for implementing MNC strategy and carrying out important objectives despite significant physical distance and cultural barriers.

Accepted Answer

Performance management, if designed properly, can provide a systematic approach to monitoring and evaluating the performance of employees, aligning it with the MNC's strategic goals and objectives, and ensuring that they are followed even in remote locations or cultural contexts. Through regular feedback, coaching, training, and recognition, performance management can help MNCs promote desired behavior, improve communication, and foster a sense of accountability and responsibility among their employees. As such, it can be an effective HR control mechanism for implementing MNC strategy and overcoming the challenges of distance and diversity.

Question 4

One limitation of performance management is that it is directed solely at individual performance, thus neglecting attention to group cooperation and team performance.

Accepted Answer

The answer of One limitation of performance management is that...

Question 5

Effective performance management is aligned with company strategic objectives, and is integrated with other HR functions such as staffing, training, and compensation.

Accepted Answer

Effective performance management should be aligned with company strategic objectives and integrated with other HR functions, as it allows for a more comprehensive approach to managing employee performance and improving organizational success.

Question 6

In the first phase of the performance management process, the manager and employee discuss and agree upon clear job performance goals.

Accepted Answer

The answer of In the first phase of the performance...

Question 7

Once an employee actually begins work on a newly designed job, managers should be observant and open to employee input on possible aspects of the predetermined job design that may need revising.

Accepted Answer

Managers should be willing to listen to employee feedback and adjust the job design if needed to ensure it is effective and efficient for both the employee and the organization.

Question 8

Both training and staffing decisions may be appropriate to consider along various phases of the performance management process.

Accepted Answer

Both training and staffing decisions are important to consider throughout various phases of the performance management process. For example, training may be necessary during the planning phase to ensure that employees understand their responsibilities and goals, while staffing decisions may be made during the evaluation phase based on employee performance and the organization's needs.

Question 9

Important upstream considerations for global performance management include responsiveness to local conditions, sensitivity to cross-cultural differences, establishment of the performance management relationship, and training for effective performance management.

Accepted Answer

The answer of Important upstream considerations for global performance management...

Question 10

Virtual teams constitute an increasingly common and important coordination and integration mechanism across an MNC's interdependent operations.

Accepted Answer

Virtual teams are becoming more prevalent as multinational corporations rely on them to coordinate and integrate operations that are interdependent.

Question 11

The alignment of leadership throughout the MNC relative to common values, priorities, and performance expectations can also contribute to the development of a common global business culture that can have a unifying influence on employee thought, behavior, and performance.

Accepted Answer

When leadership is aligned in their values, priorities, and performance expectations, it can create a cohesive global business culture that influences employees' behavior and performance, making it easier to work towards shared goals.

Question 12

Although organizational culture can have an influence on employee behavior, it typically is greatly overshadowed by the impact of national culture.

Accepted Answer

Organizational culture can significantly influence employee behavior, attitudes, and effectiveness, often independently or in conjunction with national culture. Both organizational and national cultures play crucial roles in shaping behaviors, but one does not necessarily overshadow the other universally; their impacts can vary based on context and individual differences.

Question 13

Although some large countries, such as Russia and the US, can have multiple and widely differing subcultures, large MNCs typically develop only a single organizational culture that dominates at the various foreign operations of the MNC.

Accepted Answer

Large MNCs often face challenges in developing and maintaining a single organizational culture that is effective across diverse cultural contexts. They may need to adapt their organizational culture to accommodate local cultural norms and values in order to succeed in foreign markets. As a result, MNCs may have multiple subcultures within different regions or subsidiaries.

Question 14

Due to wasted time and energy in working with employees to resolve performance problems, managers are typically much better off to quickly terminate employees as early as possible when performance problems are detected.

Accepted Answer

While terminating an employee may seem like the quick and easy solution to performance problems, it may not always be the best option. Managers should first attempt to coach and develop employees to improve their performance before resorting to termination. Terminating an employee too quickly can also lead to legal and financial consequences, including possible wrongful termination lawsuits.

Question 15

An emphasis in performance appraisal on future employee development rather than judgments about past performance has been found to contribute to higher levels of employee satisfaction in several different countries.

Accepted Answer

This statement is true, as research has shown that a focus on future development rather than past performance can create a more positive and motivating experience for employees during performance appraisals. This has been observed in multiple countries.

Question 16

MNC managers at all levels can have a powerful effect on global performance management activities since they are essentially the ones who plan and implement performance management practices and activities.

Accepted Answer

MNC managers are responsible for planning and implementing performance management practices, which can significantly impact the company's global performance.

Question 17

The performance management process is based on the fundamental assumption that employees must accept some degree of control and responsibility for their actions and performance outcomes. Therefore, a performance appraisal session should not include a consideration of possible external factors influencing performance beyond the employee's control.

Accepted Answer

The statement is incorrect. A performance appraisal should consider both internal and external factors that may have influenced an employee's performance, and managers should work with the employee to address any obstacles that may have impeded their performance.

Question 18

In an effective performance management relationship, the manager should not give the impression of his or her dependence on employee input and feedback, for such a perception would lessen the manager's necessary power advantage.

Accepted Answer

In an effective performance management relationship, it is important for the manager to not only seek employee input and feedback but also actively encourage it. This helps in building trust, promoting transparency, and improving communication. It is not about power advantage but rather a collaborative effort towards achieving organizational goals.

Question 19

Training for both manager and employee is essential for the performance management process to function effectively.

Accepted Answer

Both the manager and the employee need to be trained on the performance management process to ensure it is understood and executed correctly. This can include training on goal setting, providing feedback, conducting performance evaluations, and addressing performance issues. Without proper training, the performance management process may not be effective in improving performance and achieving business objectives.

Question 20

For productive organizational learning to improve performance management, experiences gained (both good and bad) in the course of carrying out performance management activities at the local level should be considered as input for the MNC's global training agenda and shared throughout the organization.

Accepted Answer

Incorporating experiences from local levels into the global training agenda allows an MNC to adapt and improve its performance management practices organization-wide, leveraging lessons learned to enhance overall effectiveness and efficiency.

Quiz 9: Global Workforce Performance Management

In most cases the planning of performance appraisal for inpatriates should reflect which priority?