Question 1

Bree went into her performance appraisal interview expecting to hear what a great performer she was and that she was getting a promotion.Instead,her manager pointed out some important areas in which Bree needed to improve if she wanted to continue to advance in the organization.As a result,Bree plans to focus on those areas of improvement in hopes of getting the promotion next year.This is an example of the ______ reason for conducting performance appraisals.

Accepted Answer

C

Question 2

______ is the ongoing process of evaluating employee performance.

Accepted Answer

Performance appraisal is the ongoing process of evaluating employee performance.

Question 3

Tomo received a low score on his performance appraisal because he did not create project-specific data management plans as part of his job as a clinical data manager.However,Tomo has not received training on creating such plans.He did not mention this fact during his appraisal,nor did his manager ask.Consequently,he will likely get a low score on this part of his appraisal again next year.This suggests Tomo's appraisal falls short of which reason for conducting performance appraisals?

Accepted Answer

Communication is one of the main reasons for conducting performance appraisals. However, in Tomo's case, there seems to be a lack of communication between him and his manager regarding his training needs and job responsibilities, resulting in an unfair evaluation.

Question 4

In performance appraisal,______ means that the use of the measure is satisfactory or appropriate to the people who must use it.

Accepted Answer

Acceptability refers to the extent to which a performance appraisal measure is perceived as fair, just, and reasonable by those who use it. The use of a performance appraisal system may be deemed acceptable if it is viewed as relevant, understandable, and aligned with organizational goals and values, as well as if it involves employees in the process, considers their input and feedback, and provides them with opportunities for development and improvement. Acceptability, thus, is a crucial aspect of performance appraisal because if the measures are not perceived as acceptable, they may not be used effectively, and their intended outcomes may not be achieved.

Question 5

Ryan's manager provided him with a performance appraisal that covered the past 6 months.Ryan asked his manager on what the appraisal was based.Ryan contends that his manager only came to Ryan's work area once or twice in the past 6 months and could not possibly know enough about Ryan's work to write an appraisal.What aspect of good performance appraisals does Ryan's appraisal appear to be missing?

Accepted Answer

The answer of Ryan's manager provided him with a performance...

Question 6

Casey's performance appraisal indicated that she was good at managing client relationships.Casey asked her supervisor for more details and was simply told,"you just do a good job in that area." What aspect of good performance appraisals does Casey's appraisal appear to be missing?

Accepted Answer

Casey's appraisal lacks specificity, as her supervisor did not provide any details or specific examples to support the assessment of her skills in managing client relationships. Specificity is an important aspect of performance appraisals, as it allows the employee to understand their strengths and areas for improvement and provides a basis for setting goals and development plans.

Question 7

The first step in the performance appraisal process is ______.

Accepted Answer

Job analysis is the first step in the performance appraisal process, as it involves analyzing and understanding the job duties and requirements expected of an employee. This information is used to develop appropriate performance standards and measurement methods for the appraisal process. Once this is done, the appraisal form can be designed, followed by the preparation and conducting of formal performance appraisals.

Question 8

Jazmine creates a very generic evaluation form that she can use for most employees,regardless of the types of jobs the employees perform.This evaluation form is so generic it will not be useful for modifying employee behavior.Jazmine's form is missing the ______ aspect of good performance appraisals.

Accepted Answer

The missing aspect of good performance appraisals is specificity. The generic evaluation form created by Jazmine is not specific enough to the job duties and responsibilities of the employees, which makes it difficult to accurately evaluate their performance and provide feedback on how to modify behavior. Validity refers to the accuracy and relevance of the evaluation criteria, acceptability refers to the degree of agreement between evaluator and employee on the appraisal, and feasibility refers to the practicality of implementing the performance appraisal process. While all of these are important aspects, specificity is the most crucial for effective performance appraisals.

Question 9

The first major reason for performance appraisals is to provide an opportunity for ______ communication between management and the employees concerning how the organization believes each employee is performing.

Accepted Answer

Formal communication allows for a structured conversation between management and employees focusing on performance evaluation. Punishing and reinforcing communication styles are not the primary purpose of performance appraisals. While informal communication can occur during performance appraisals, it is not the primary reason for conducting them.

Question 10

Brittney recently read that once-a-year performance appraisals are ineffective.In response,she is asking all her managers to begin providing monthly performance appraisals to all their employees.Each manager has 30 employees and balk at the idea of providing that many performance appraisals each month.What aspect of good performance appraisals does Brittney's plan appear to be missing?

Accepted Answer

Brittney's plan appears to be missing feasibility, which refers to the practicality or achievability of the plan. Monthly performance appraisals for 30 employees per manager could be a significant workload burden and may not be feasible or sustainable for managers to implement in the long term. It may be better to find a compromise that is both feasible for managers and effective for employees.

Question 11

Jungmin's job as a biomedical engineer involves conducting research on the engineering aspects of the biological systems.Most important are his written reports on his findings.Jungmin's supervisor based Jungmin's performance appraisal on the reports.It is likely that Jungmin's performance appraisal is ______.

Accepted Answer

Since Jungmin's job involves conducting research and writing reports, his performance appraisal based on those reports is likely to be valid, meaning that it measures what it's supposed to measure. It's not possible to determine whether the appraisal is reliable, based on mission and objectives, or feasible based solely on the information provided in the question.

Question 12

To effectively assess performance,an organization needs to have ______ standards for and methods of measuring performance.

Accepted Answer

Clear standards and methods of measuring performance are necessary for effective assessment. If the standards are vague or unclear, it will be difficult to accurately evaluate performance. Having universal standards may not be possible or practical for all organizations, but clear and specific standards are crucial.

Question 13

During his performance appraisal,Julian mentioned that he was having difficulty keeping client records up-to-date because the computer system was antiquated.As a result,the department decided to replace both the software and hardware in Julian's department.As a result,Julian's department's performance increased.This is an example of the ______ reason for conducting performance appraisals.

Accepted Answer

The example illustrates the communication reason for conducting performance appraisals, as Julian communicated the issues he was facing with the outdated computer system during his appraisal, leading to a decision to upgrade the system and improve department performance.

Question 14

At Acme Global,customer service is a top priority.However,Michael's latest performance appraisal focused exclusively on his poor critical thinking skills and his lack of knowledge of the company's technology.What aspect of good performance appraisals does Michael's appraisal appear to be missing?

Accepted Answer

Michael's appraisal appears to be missing a basis in mission and objectives, as it focuses solely on his technical skills and overlooks his customer service performance, which is a top priority for the company. A good performance appraisal should align with the organization's mission and objectives to effectively evaluate employees' success in contributing to those goals. Validity, acceptability, and feasibility are important aspects of performance appraisals, but they are not specifically relevant to Michael's situation.

Question 15

Sean has two supervisors who both provide appraisals on his performance.On a scale of 1-5,both supervisors gave Sean a 4.2.It is likely that Sean's performance appraisal is ______.

Accepted Answer

Both supervisors providing the same rating indicates consistency, which demonstrates reliability. However, it does not necessarily indicate validity, specificity, or feasibility.

Question 16

______ is the process of identifying,measuring,managing,and developing the performance of the human resources in an organization.

Accepted Answer

Performance management is the systematic process of identifying, measuring, managing, and developing the performance of human resources in an organization. This involves setting performance expectations, providing feedback and coaching, conducting performance evaluations, and identifying opportunities for skill development and career growth. The other options mentioned are specific methods that can be used within the broader framework of performance management.

Question 17

Alyssa's manager has asked her to complete a review of her past 6 months on the job.Next week,Alyssa will sit down with her manager to go over the review and receive her manager's feedback on her work for the past 6 months.Alyssa and her manager are engaged in ______.

Accepted Answer

Alyssa and her manager are engaged in performance appraisal, which involves reviewing past performance and providing feedback. Performance management, performance monitoring, and performance planning all involve activities related to managing an employee's performance, but do not necessarily involve a formal review and feedback session like a performance appraisal.

Question 18

In performance management,______ is the willingness to achieve organizational objectives.

Accepted Answer

Motivation is the willingness or drive to achieve organizational objectives. While behavior and traits can contribute to an employee's motivation, results are the outcomes of that motivation and are not indicative of the willingness to achieve objectives on their own.

Question 19

As a result of his last performance appraisal,Deron finally got the promotion he has been seeking for 3 years.His supervisor agreed with Deron that his performance had improved and that Deron was ready to take on more responsibility.This is an example of the ______ reason for conducting performance appraisals.

Accepted Answer

The fact that Deron received a promotion as a result of his performance appraisal indicates that the appraisal was used as a tool for decision making, in this case, to determine whether Deron was ready for a promotion.

Question 20

Lian found several job duties that were listed on her subordinate's job description which are no longer part of the job.Also,the company recently updated its strategic plan.Based on the new plan,Lian will add some related job duties to her subordinate's job and communicate with her subordinate about the changes.Lian is engaged in ______.

Accepted Answer

Performance management involves the ongoing process of setting goals, providing feedback, and evaluating performance. In this case, Lian is updating her subordinate's job description based on the company's new strategic plan, which is a key aspect of performance management.

Quiz 8: Performance Management and Appraisal