Deck 10: Coaching and Performance Management

Question 1

The interpersonal skills needed for coaching include planning.

Answer 1

True

Question 2

When defining poor performance it is important to agree on what the standards of performance should be.

Answer 2

True

Question 3

Performance goals are most likely to be met if the employees do not participate in the final discussion.

Answer 3

False

Question 4

According to Fournies it is important to get the employee to agree that a problem exists.

Question 5

Abusive supervision (yelling and screaming at employees)has been found to be an effective way to reduce performance problems.

Question 6

An effective performance management system should focus on a large number of performance measures.

Question 7

Supervisors almost never need training in how to be effective coaches.

Question 8

Poor performance is caused by many things.

Question 9

Poor performance may have multiple causes

Question 10

Value shaping is a way to continue and maintain effective performance.

Question 11

It is important for managers to demonstrate commitment and respect for employees.

Question 12

The coaching analysis assumes that unsatisfactory performance has only one cause - poor effort by the employee

Question 13

In coaching,the supervisor:

A) is not involved - it is the training department's problem
B) bears the primary responsibility for the effectiveness of the program
C) assigns employees to the coaching program, but does not get involved in the
Program
D) is responsible only for the evaluation of the program

Question 14

In coaching the HRD manager has the primary responsibility for the functioning of the coaching and performance management system.

Question 15

According to Fournies,the final step or question to ask in a coaching analysis is 'does the subordinate know what they should be doing'.

Question 16

Finding out if employees know their performance is not satisfactory is a key step in the coaching analysis?

Question 17

To be an effective manager of employee performance requires supervisors to be controllers,not coaches.

Question 18

It is very important to set specific goals to achieve improved performance.

Question 19

Performance management focuses on the use of performance evaluations.

Question 20

Deviant behavior differs from poor performance in that it 'threatens' the organization,

Question 21

According to Fournies a primary goal of a coaching discussion is:

A) to get the employee's attention
B) to cover yourself in case you have to fire the employee
C) to get agreement on the problem and solution
D) to meet the legal requirements of coaching

Question 22

In conducting a coaching analysis,it is possible that:

A) the alleged poor performance may be simply annoying to the supervisor and
Not really cause a problem for the organization
B) the employee may not know they are performing poorly
C) correcting the performance may not be worth the effort
D) all the above are true

Question 23

The book definition of poor performance is:

A) Any deviation from expected behavior
B) Specific, agreed-upon deviations from expected behavior
C) Any performance deviation the supervisor thinks is bad
D) Specific deviations from Management's expectations

Question 24

Coaching represents a:

A) Negative approach to being a supervisor
B) Positive approach to being a supervisor
C) Neutral approach to being a supervisor
D) Non personal approach to being a supervisor

Question 25

Which of the following skills are necessary for effective coaching?

A) immediacy
B) objectivity
C) planning
D) affirming
E) all of the above are needed

Question 26

In coaching the role of HRD managers is to:

A) Do the coaching analysis
B) Help managers become effective coaches
C) Conduct coaching discussions
D) Take primary responsibility for the process

Question 27

Poor performance:

A) Depends on the standards for performance
B) Is defined by ASTD
C) Is known to all employees
D) Is a standard all companies can easily define

Question 28

Which of the following is true of performance management?

A) performance management is an informal process
B) performance management extends the performance appraisal process to
Include goal setting
C) performance management is separate from the performance appraisal process
D) performance management is driven by the employee desire for development

Question 29

Participative management involves:

A) Empowering employees to take action
B) Making supervisors the only decision makers
C) Creating teams of managers to run the place
D) Hiring new managers from outside the organization

Question 30

When a rater compares an employee's performance to that of other employees,this is referred to as a _______________ standard.

A) causal
B) absolute
C) relative
D) deviant

Question 31

For coaching to be effective it must:

A) include two-way communication
B) be structured
C) be critical in nature
D) all of the above are aspects of effective coaching

Question 32

Performance goals are most likely to be met if the employee:

A) Participates in the final discussion
B) Is given a copy of the final decision of the supervisor
C) Is told what took place by HRD
D) Does not get involved in the process

Question 33

Action to improve performance should:

A) Be mandated by the supervisor
B) Left up to HRD
C) Be mutually agreed to by supervisor and employee
D) Be solely up to the employee

Question 34

Performance management:

A) Involves giving annual performance evaluations
B) Incorporates goal setting
C) Means tying pay to performance evaluations
D) Focuses on the ongoing process of performance improvement

Question 35

The interpersonal skills needed for coaching include all of the following except:

A) indicating respect
B) assertiveness
C) immediacy
D) objectivity

Question 36

The definition of coaching:

A) Is easy to find
B) Is something everyone agrees on
C) Is difficult to arrive at, but can vary from very narrow to very broad
D) Is always a very narrow definition.

Question 37

The fundamental attribution error refers to:

A) the tendency to over attribute a behavior to a cause within the person, rather than to the situation
B) the tendency to over attribute a behavior to a cause within the situation, rather than to the person.
C) the tendency to show bias towards people who are different from yourself
D) the tendency to remember recent employee behaviors better than ones that occurred some time ago

Question 38

According to Fournies,the final step or question to ask in a coaching analysis is:

A) Does the subordinate know how to do what must be done?
B) Could the subordinate do it if he or she wanted to?
C) Is it worth my time and effort to address?
D) Does a positive consequence follow nonperformance?

Question 39

Causal attribution theory:

A) Describes the process by which people assign causes for their own and other's behavior.
B) Describes the process by which people assign causes for their own, but not other people's behavior.
C) Describes the process by which people assign causes for other people's behavior. but not their own.
D) None of the above are correct

Question 40

The fundamental attribution error

A) Over attributes a behavior to a situation, rather than a cause within a person
B) Over attributes a behavior to luck rather than effort
C) Over attributes a behavior to a cause within a person, rather than the situation.
D) None of the above are true

Question 41

Criticism of employees

A) Should be general in nature
B) Should be specific and kept to a minimum
C) Should be saved for the performance review
D) Should never be given

Question 42

The Kinlaw process is:

A) Comfort, criticize, then solve it
B) Confront, use reactions to develop information, resolve
C) Confront then criticize
D) None of the above

Question 43

If the coaching discussion does not change the behavior the next step should be:

A) Let HR handle it
B) Give up and tell the employee it really does not matter
C) Follow the organization's discipline policy
D) Immediate termination

Question 44

After a performance problem has been identified the supervisor should:

A) Talk to HR to get their view
B) Decide if it is worth the time and effort to deal with it
C) Immediately tell the employee to fix the problem
D) Take several weeks to see if it goes away by itself.

Question 45

Employees are more accepting of performance appraisals from supervisors who are:

A) Knowledgeable about the job
B) Opinionated
C) Good decision makers
D) Supportive and helpful

Question 46

Which of the following is not a type of deviant workplace behavior?

A) Personal aggression
B) Property deviance
C) Production deviance
D) Poor performance

Question 47

Paraphrasing is:

A) Making a new paragraph when needed
B) Rewriting the last paragraph in different terms
C) A concise restatement of what the other person just said
D) A written skill used in evaluating performance

Question 48

All of the following are ways of increasing employee motivation and sense of ownership of their performance except:

A) Goal setting
B) Job redesign
C) Employee participation programs
D) Pay raises

Question 49

Two skills necessary for effective coaching are:

A) Public speaking and writing
B) Communication and interpersonal
C) Planning and organizing
D) Leadership and motivation