Question 1

According to the textbook,what should be the foundation of performance management?
A) Equity
B) Expectation
C) Clarity
D) Ethics
E) Improvement

Accepted Answer

The answer of According to the textbook,what should be the...

Question 2

The following may all be appropriate to rate an employee's performance except
A) peers on the same team.
B) the employee themselves.
C) manager.
D) colleagues who don't work with the employee.
E) subordinates.

Accepted Answer

Colleagues who don't work with the employee would not be appropriate to rate an employee's performance as they would not have sufficient knowledge or interaction with the employee's work to provide an accurate assessment. The other options (peers on the same team, the employee themselves, manager, subordinates) are all appropriate sources to consider when evaluating an employee's performance.

Question 3

Describe two reasons why 360-degree appraisals are increasingly common.

Accepted Answer

The answer of Describe two reasons why 360-degree appraisals are...

Question 4

Step 5 of the performance management process presented in the textbook includes the manager and employee discussing opportunities for development in order to strengthen or improve the employee's knowledge,skills,and abilities; this step is known as the
A) training improvement process step.
B) career development discussion step.
C) job management step.
D) performance rewards step.
E) performance consequences step.

Accepted Answer

Step 5 in the performance management process is known as the career development discussion step where the manager and employee discuss opportunities for development to improve the employee's knowledge, skills, and abilities. This step focuses on the employee's future goals and development needs to help enhance their performance and career growth.

Question 5

When peers rate one another's performance,one potential problem is logrolling-peers rate each other highly.

Accepted Answer

Logrolling refers to a situation where individuals in a group agree to support each other's agendas or goals, often at the expense of the group as a whole. In performance rating, logrolling can occur when peers rate each other highly to gain each other's favor, rather than providing honest feedback.

Question 6

Paolo is a vice president of finance.He was to get some feedback on a manager on his team as there are concerns around how this manager works with her team and peers.What performance appraisal method is most appropriate and why?

Accepted Answer

The answer of Paolo is a vice president of finance.He...

Question 7

When conducting 360-degree feedback,organizations should be advised to do all of the following except
A) have the performance criteria developed by a representative group that is familiar with each job.
B) be clear about who will have access to reports.
C) provide training for all supervisors, raters, and ratees.
D) identify to the reader who provided comments.
E) evaluate the 360-degree feedback system for fine-tuning.

Accepted Answer

When conducting 360-degree feedback, organizations should not identify to the reader who provided comments, as this could discourage honest and constructive feedback. The feedback should be anonymous to encourage open and candid feedback. All the other options listed are important considerations for a successful 360-degree feedback process.

Question 8

The overall objective of high-ethics performance reviews should be to provide an honest assessment of performance and to mutually develop a plan to improve the individual's effectiveness.

Accepted Answer

The statement accurately describes the overall objective of high-ethics performance reviews, which prioritize transparency and collaboration between the evaluator and employee in order to improve job performance.

Question 9

Developing a graphic rating scale is usually more time-consuming than developing a behaviourally anchored rating scale.

Accepted Answer

Developing a behaviorally anchored rating scale (BARS) is usually more time-consuming than developing a graphic rating scale because BARS requires identifying specific behavioral examples for each performance level, which is a detailed and time-intensive process.

Question 10

Identify and briefly describe five different performance appraisal methods.

Accepted Answer

The answer of Identify and briefly describe five different performance...

Question 11

Identify and briefly describe five rating scale appraisal problems.

Accepted Answer

The answer of Identify and briefly describe five rating scale...

Question 12

Using a graphic rating scale can help to avoid the central tendency rating scale problem.

Accepted Answer

A graphic rating scale does not inherently prevent the central tendency bias, which is the tendency to rate most employees as average. This bias can occur with any rating scale if raters are not properly trained or motivated to differentiate among performance levels.

Question 13

When using management by objectives,goals that push an employee too far beyond his or her abilities should be used.

Accepted Answer

Goals that are unrealistic and unattainable can demotivate employees and result in decreased performance. Management by objectives requires setting challenging but achievable goals that encourage growth and development while also considering the employee's skills and abilities.

Quiz 10: Performance Management

According to the textbook,what should be the foundation of performance management?

The following may all be appropriate to rate an employee's performance except