Question 1

Research has generally found that additional sources of input for employee performance appraisal beyond the immediate supervisor adds minimal value in improving the accuracy of appraisal decisions.

Accepted Answer

Research has found that using additional sources of input, such as feedback from colleagues and subordinates, can improve the accuracy and fairness of performance appraisals. This is known as 360-degree feedback and has become increasingly popular in organizations.

Question 2

To improve the accuracy and overall value of performance appraisals, as many as possible different sources of input on employee performance should be used.

Accepted Answer

The answer of To improve the accuracy and overall value...

Question 3

Due to the time and stress typically associated with performance appraisal, research in several different countries has found greater satisfaction and productivity associated with annual or even less frequent performance appraisal and less formal performance feedback activities.

Accepted Answer

Research generally indicates that more frequent and informal performance feedback can lead to higher levels of satisfaction and productivity. Regular feedback helps employees understand how they are performing in real-time, allowing for quicker adjustments and improvements.

Question 4

Upward feedback from subordinates represents a critical opportunity for the manager to consider other factors above the individual employee level and beyond employee control that can influence performance.

Accepted Answer

Upward feedback from subordinates allows managers to gain insight into systemic issues that may affect employee performance and job satisfaction, such as organizational culture, communication effectiveness, workload distribution, and leadership style. By considering these larger factors and taking action to address them, managers can create a more positive work environment and improve overall performance.

Question 5

To ensure the quality of upward feedback, measures should be taken to increase employee perceptions that negative upward feedback will be held confidential and safe from retaliatory consequences

Accepted Answer

Employees are more likely to provide honest and constructive feedback if they feel safe from any negative consequences, such as retaliation or retribution, for delivering negative upward feedback. Therefore, employers should take measures to ensure that negative feedback is held confidential and safe from any retaliation. This will encourage employees to speak up and provide honest feedback, which will help employers improve their work processes and build trust with their employees.

Question 6

Employee satisfaction and perceptions of fairness tend to be highest when procedures and forms used for performance appraisal are customized to the individuals and work situations involved.

Accepted Answer

Customizing performance appraisal procedures and forms to individuals and work situations can enhance perceptions of fairness and improve employee satisfaction.

Question 7

In general, the more different a host country's environment is from that of the MNC's home country, the greater degree of modification is needed for the home country appraisal procedures and tools that are used for host country application.

Accepted Answer

The statement is true. If the environment of the host country is vastly different from that of the MNC's home country, the appraisal procedures and tools used in the home country may not be applicable to the host country without some modifications.

Question 8

Ludwig Becker just completed his third year after opening up a branch of his multinational German bank in Malaysia. And for the third straight year, his branch has lost money. This negative financial performance should serve as a major determination factor in reaching an overall negative evaluation of Becker's performance as the head branch manager.

Accepted Answer

Financial performance, while important, is not the sole determinant of a manager's overall performance evaluation. Other factors such as market expansion, customer satisfaction, employee engagement, and strategic positioning should also be considered. Becker's efforts in these areas might offset the financial losses, especially if the losses are due to strategic investments or external market conditions.

Question 9

Mr. Sang works for an electronics manufacturer with headquarters in Taiwan. After working for the company for five years in Taiwan, he has been sent to work in the U.S. subsidiary operation in San Francisco, where he reports to the American general manager for the subsidiary, Tom Johnson. To be effective, the process for appraising Mr. Sang's performance should not include the input of Mr. Johnson, due to possible cross-cultural misunderstanding, but should rely on the evaluations made by Taiwanese managers back at company headquarters.

Accepted Answer

The statement suggests that Mr. Johnson's input should not be included in the appraisal process due to possible cross-cultural misunderstanding. However, it is not necessarily true that Taiwanese managers based in company headquarters would be better suited to assess Mr. Sang's performance. A more effective approach would be to have a diverse group of evaluators from both Taiwan and the U.S. who are trained in cultural sensitivity and can provide a well-rounded evaluation of Mr. Sang's performance.

Question 10

Of all human resource management practices, performance appraisal has little cross-cultural difficulty in being applied on a global scale due to human beings sharing a basic sense of personal responsibility for their own actions.

Accepted Answer

Performance appraisal can be a culturally sensitive process as different cultures have different attitudes towards feedback, individualism, and authority. Therefore, it may require adaptation and customization to be applied effectively on a global scale.

Question 11

Identify and discuss the five major phases of the performance management process.

Accepted Answer

The answer of Identify and discuss the five major phases...

Question 12

In order to effectively manage the global performance appraisal schemes, MNCs need to carefully consider both the upstream and downstream imperatives. Please list and explain the three key issues from both the upstream and downstream side that MNCs need to take into consideration.

Accepted Answer

The answer of In order to effectively manage the global...

Question 13

Evaluating the performance of expatriates is more complex and complicated due to the nature of the jobs they are assigned to. What are key considerations for MNCs to keep in mind in order to effectively assess expatriate performance?

Accepted Answer

The answer of Evaluating the performance of expatriates is more...

Quiz 9: Global Workforce Performance Management