Deck 8: Performance Management

Question 1

If performance management is done well throughout the year,the performance appraisal discussion should be a review of feedback that has already occurred and a discussion of future goals and development plans.

Answer 1

True

Question 2

Goal setting is the foundation of both personal and organizational success.

Answer 2

True

Question 3

A performance improvement plan should be created solely by the department.

Answer 3

False

Question 4

Standards are typically linked to the same levels of rewards and punishments.

Question 5

If an employee's performance is below standard,corrective action should be taken to correct the performance or behavior problem.

Question 6

A multisource assessment uses performance feedback from the employee's supervisor as well as from other sources that are familiar with an employee's job performance.

Question 7

To be measurable,results should be described in terms of quantity,quality,cost,or timeliness,such as a percentage increase in sales or percentage decrease in resource usage.

Question 8

Organizational goals are usually established during the HR planning process.

Question 9

The essay appraisal method requires the assessor to write a brief essay providing an assessment of the strengths,weaknesses,and potential of the target employee.

Question 10

Kirkland and Northman introduced the concept of the balanced scorecard.

Question 11

Many supervisors are confident that they have spent sufficient time watching their employees' behavior and that their ratings will prove correct if questioned.

Question 12

Performance management identifies organizational goals,measures effectiveness and efficiency in obtaining those goals,and communicates this information to the relevant performer.

Question 13

Performance management data also helps the organization treat employees fairly and consistently based on their actual performance and contribution to organizational outcomes.

Question 14

Asking employees to assess their own performance and capabilities is not very important.

Question 15

A performance plan describes desired goals and results,how results will be measured and weighted,and what standards will be used to evaluate results.

Question 16

There is an old saying that "what gets measured gets done." One of the most important things performance management does is to let employees know what they should be doing and how they are doing.

Question 17

The overall goal of performance management is to ensure that all parts of the organization and all of its processes are working together optimally to achieve desired results.

Question 18

It is important to choose measures that are appropriate to the organizational level and the desired results and to use measures that are valid and reliable.

Question 19

Performance management is the system that directs and motivates employees,work groups,and business units to accomplish organizational goals.

Question 20

The two primary types of performance measurement methods are rating methods and ranking methods.

Question 21

To be __________,results are described in terms of quantity,quality,cost,or timeliness.

A) insubstantial
B) measurable
C) concrete
D) weighted

Question 22

Pam is working on this year's performance goals for her team.She should make the goals challenging and __________.

A) legal
B) fine
C) specific
D) regulated

Question 23

The balanced scorecard perspective that includes customer satisfaction and retention is the __________ outcome.

A) learning and growth
B) business process
C) customer
D) financial

Question 24

If you can't _________ it,you can't control it,you can't measure it,and you can't improve it.

A) define
B) appreciate
C) see
D) increase

Question 25

In setting goals and __________,it is important to identify which outcomes and measures mean the most to internal and external customers,stakeholders,and employees.

A) conclusions
B) objectives
C) standards
D) results

Question 26

__________ are typically linked to different levels of rewards and punishments.

A) Goals
B) Objectives
C) Standards
D) Results

Question 27

High-level organizational goals established during the strategic planning process are translated into __________.

A) results
B) performance
C) standards
D) values

Question 28

To encourage desired performance management behaviors,organizations must make managers accountable for providing regular and accurate feedback,and reward them for doing a good job.

Question 29

Having too many __________ is distracting rather than performance enabling.

A) goals
B) coworkers
C) managers
D) ideas

Question 30

Some of the most common weaknesses in a performance management system involve the tendency of evaluators to be too lenient,too critical,or too subjective.

Question 31

The contrast effect occurs when a rating determination is made by comparing the target employee with someone else rather than with the performance standards.

Question 32

In most cases,online performance management systems do not even require a face-to-face conversation with the employee.

Question 33

The balanced scorecard perspective that includes quality,cost,and quantity produced is the __________outcome.

A) learning and growth
B) business process
C) customer
D) financial

Question 34

Because incentives tied to goal accomplishment have a strong effect on employees' __________,it is critical to ensure that goals do not have unintended consequences.

A) reparation
B) behavior
C) compensation
D) performance

Question 35

The balanced scorecard perspective that includes employee satisfaction,retention,and skills is part of the __________ outcome.

A) learning and growth
B) business process
C) customer
D) financial

Question 36

The balanced scorecard perspective that includes operating income,economic value added,and return on capital is the __________ outcome.

A) learning and growth
B) business process
C) customer
D) financial

Question 37

__________specify what level of results will be considered acceptable.

A) Goals
B) Objectives
C) Standards
D) Results

Question 38

Performance plans are best developed in partnership with the employee to maximize employee commitment and help to ensure that the plan is fully understood.

Question 39

The easiest things to measure are often not the things most important to _________.

A) defining success
B) rewards
C) performance management
D) strategic execution

Question 40

A good performance goal is __________,easily understandable,and results oriented.

A) insubstantial
B) measurable
C) concrete
D) weighted

Question 41

In the __________,an assessor discusses specific examples of the target employee's positive and negative behaviors with the employee.

A) performance rating method
B) essay appraisal method
C) critical incident appraisal method
D) graphic rating scale

Question 42

Using __________,the assessor compares an employee's performance to output targets that reflect different levels of performance.

A) the forced-choice rating method
B) the checklist method
C) work standards
D) management by objectives

Question 43

A __________ scale measures the frequency of desired behaviors.

A) graphic rating
B) behaviorally anchored rating
C) behavioral observational
D) forced-choice rating

Question 44

The __________ method forces the assessor to choose the statement that best fits the target employee from a provided set of statements that are scored and weighted in advance.

A) forced-choice rating
B) checklist
C) work standards
D) management by objectives

Question 45

Performance feedback from the employee's supervisor as well as others who are familiar with an employee's job performance is called a(n) __________.

A) multi-source assessment
B) task acquaintance
C) upward review
D) performance information

Question 46

Culture can influence self-ratings on a __________ scale.

A) graphic rating
B) behaviorally anchored rating
C) behavioral observational
D) forced-choice rating

Question 47

In a(n)__________,the target employee is reviewed by one or more subordinates.

A) multisource assessment
B) task acquaintance
C) upward review
D) performance information

Question 48

In the __________,the assessor writes a brief essay providing an assessment of the strengths,weaknesses,and potential of the target employee.

A) performance rating method
B) essay appraisal method
C) critical incident appraisal method
D) graphic rating scale

Question 49

In situations where the primary objective is the acquisition of knowledge and skills rather than an increase in effort and persistence,specific challenging learning goals are more appropriate than __________ goals.

A) outcome
B) performance
C) compensation
D) corrective

Question 50

The amount and type of work contact an evaluator has with the person being assessed is called task __________.

A) assessment
B) acquaintance
C) reviews
D) information

Question 51

The __________ compares employee performance to a set of standards to identify a number or letter rating that represents the employee's performance level.

A) performance rating method
B) essay appraisal method
C) critical incident appraisal method
D) graphic rating scale

Question 52

Task __________ is important as someone can only accurately rate those aspects of a person's work performance that they observe.

A) assessment
B) acquaintance
C) review
D) information

Question 53

With __________,the assessor uses a checklist of pre-scaled descriptions of behavior to evaluate the employee.

A) the forced-choice rating method
B) the checklist method
C) work standards
D) management by objectives

Question 54

__________ methods compare employees to each other in some way.

A) Performance ranking
B) Forced ranking
C) Paired comparison
D) Forced distribution

Question 55

A(n) ________ uses ratings of unsatisfactory,average,above average,and outstanding to evaluate either work quality or personal traits.

A) performance rating method
B) essay appraisal method
C) critical incident appraisal method
D) graphic rating scale

Question 56

A set of behavioral statements relating to qualities important for performance is called a __________ scale.

A) graphic rating
B) behaviorally anchored rating
C) behavioral observation
D) forced-choice rating

Question 57

__________ give a unique and important perspective on employee strengths and limitations as subordinates may often see their supervisors' interpersonal and leadership behaviors that managers do not.

A) Multisource assessments
B) Task acquaintances
C) Upward reviews
D) Performance materials

Question 58

Using __________,the rater evaluates the target employee against mutually set goals.

A) the forced-choice rating method
B) the checklist method
C) work standards
D) management by objectives

Question 59

Nancy is working very hard to make sure the goals for her department are reasonable and __________ with other organizational objectives and motivational tools.

A) rational
B) balanced
C) corrective
D) informative

Question 60

Goals affect __________ by affecting the direction of action,the degree of effort exerted,and persistence in pursuing the goal.

A) understanding
B) performance
C) compensation
D) strategy

Question 61

Identifying and leveraging an employees' __________ is often the most valuable part of performance review meetings.

A) weakness
B) goals
C) strengths
D) development

Question 62

Supervisors should be coached to __________ feedback during performance review meetings.

A) not find and focus solely on negative
B) find an focus solely on negative
C) find and focus solely on positive
D) find and focus solely on goals

Question 63

The __________ method requires the rater to distribute performance ratings into a pre-specified performance distribution.

A) performance ranking
B) forced ranking
C) paired comparison
D) forced distribution

Question 64

The __________ method is based on the premise that an organization should identify its best and worst performers,then reward and nurture the former and rehabilitate and/or remove the latter.

A) performance ranking
B) forced ranking
C) paired comparison
D) forced distribution

Question 65

A performance appraisal process that involves the employee in evaluating his or her performance and setting performance goals and provides continuous coaching and feedback is called __________ performance appraisal.

A) ongoing
B) continuous
C) momentum
D) motion

Question 66

When using the __________ method,every employee in a work group is compared to the other group members

A) performance ranking
B) forced ranking
C) paired comparison
D) forced distribution

Question 67

The __________ method is a simple method that helps reduce single-rater bias,but it can be impractical for large groups.

A) performance ranking
B) forced ranking
C) paired comparison
D) forced distribution

Question 68

The __________method usually involves averaging the rating provided by multiple assessors.

A) performance ranking
B) forced ranking
C) paired comparison
D) forced distribution

Question 69

A(n) __________ performance appraisal follows three steps: preparation,communication,and follow through.

A) ongoing
B) continuous
C) momentum
D) motion

Question 70

Although the __________ method can promote a competitive and achievement-based culture,it can also erode teamwork,decrease employees' desire to help each other,and encourage an "everyone for himself or herself" attitude.

A) performance ranking
B) forced ranking
C) paired comparison
D) forced distribution

Question 71

__________methods make it impossible for all employees to receive a high rating even if all employees are outstanding.

A) Performance ranking
B) Forced ranking
C) Paired comparison
D) Forced distribution

Question 72

When using the __________ performance appraisal,employees should be included in the process and asked to evaluate themselves and to explain any performance challenges or deficiencies.

A) ongoing
B) continuous
C) momentum
D) motion

Question 73

Bringing a problem to the employee's attention before it becomes serious enough to warrant placing a written warning in the employee's file is called __________.

A) counseling
B) a written warning
C) suspension without pay
D) termination

Question 74

Well-performing employees should be __________.

A) reprimanded
B) rewarded
C) disregarded
D) unnoticed

Question 75

The __________ method systematizes ranking and enables better comparisons among the employees being rated.

A) performance ranking
B) forced ranking
C) paired comparison
D) forced distribution

Question 76

The best performance management process takes place__________.

A) once a year
B) twice a year
C) throughout the year
D) only for discipline

Question 77

Employee feedback suggests that employees feel that they are __________ recognized by their organizations for the work that they do.

A) sufficiently
B) not sufficiently
C) overly
D) appropriately

Question 78

A corrective step where a completed form specifying the problem's history,the employee's explanation,and the company's expectations for change along with the consequences for not improving in a specified period of time is given to the employee and placed in the employee's file is called __________.

A) counseling
B) a written warning
C) suspension without pay
D) termination

Question 79

When using the __________ method,employees are ranked in order of best to worst performance.

A) performance ranking
B) forced ranking
C) paired comparison
D) forced distribution

Question 80

Nonmonetary rewards including praise for specific behaviors or accomplishments can be __________for employees.

A) motivational
B) suspicious
C) awkward
D) erroneous