Deck 10: Coaching and Performance Management

Question 1

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

Answer 1

True

Question 2

Performance management focuses on the use of performance evaluations.

Answer 2

False

Question 3

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

Answer 3

False

Question 4

According to Fournies,the final step or question to ask in a coaching analysis is if the subordinate knows what they should be doing in regards to their performance.

Question 5

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

Question 6

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

Question 7

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

Question 8

Poor performance is caused by many things.

Question 9

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

Question 10

In coaching,the supervisor:

A)is not involved because 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 11

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

Question 12

The interpersonal skills needed for coaching include planning.

Question 13

The definition of coaching:

A)is universally known to be 'a performance-improvement technique'
B)is something everyone agrees on in the performance research community
C)is difficult to arrive at due to the lack of agreement among researchers,but it can vary from a very narrow definition to a very broad definition
D)is always a very narrow definition as a performance-improvement technique

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

Question 16

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

Question 17

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

Question 18

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

Question 19

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

Question 20

Research is increasing on the effectiveness of coaching as a way to improve poor performance and encourage and enhance effective performance.

Question 21

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 22

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 23

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 24

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 25

Which of the following skills are necessary for effective coaching?

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

Question 26

Which of the following is NOT included in the Kinlaw Process for coaching discussions dealing with employee performance?

A)Confronting or presenting
B)Using reactions to develop information
C)Resolving or resolution
D)Termination or promotion

Question 27

Performance goals are most likely to lead to performance improvement if:

A)They are set up as specific goals
B)A copy of the final decision of the supervisor if given to the employee
C)Employees are told what took place by HRD
D)If the employee does not get involved in the process

Question 28

In which stage of the Kinlaw process does the supervisor help the employee examine the causes for poor performance?

A)Confronting stage
B)Using reactions to develop information stage
C)Resolution stage
D)Criticizing stage

Question 29

The textbook's 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 30

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 31

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 32

Which of the following is an example of a manager who commits a fundamental attribution error?

A)The manager finds that laziness or carelessness is the cause of employee error and poor performance
B)The manager finds that task difficulty is the cause of employee error and poor performance
C)The manager finds that bad luck is the cause of employee error and poor performance
D)The manager finds that environmental causes are the cause of employee error and poor performance

Question 33

Which of the following is true of constructive criticism?

A)It is feedback that is delivered inconsiderately
B)It attributes poor performance to internal causes
C)It is vague
D)It is descriptive and nonjudgmental

Question 34

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

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

Question 35

When a rater compares an employee's performance to that of other employees,this is referred to as which of the following standards?

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

Question 36

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 37

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 38

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 39

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 40

Action to improve performance should be:

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

Question 41

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 42

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 43

Which of the following activities are performed to attain organizational goals and effectiveness?

A)Coaching analysis
B)Coaching discussions
C)Both a and b are correct
D)None of these are correct

Question 44

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

A)Turn it over and 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 45

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 46

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 47

After a performance problem has been identified in a coaching analysis 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 48

Two skills necessary for effective coaching are:

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