Question 1

If a manager considers one employee at a time and circles a number or a word to signify the degree to which that employee demonstrates a particular trait,he/she is using a:

Accepted Answer

The described method of circling a number or word to indicate the degree to which an employee demonstrates a particular trait is a characteristic of a graphic rating scale. The other options (critical incidents approach, mixed standard scale, and behavior observation scale) utilize different methods for evaluating employee performance.

Question 2

Which attribute approach to performance management is the most frequently used?

Accepted Answer

Graphic rating scales are the most commonly used attribute approach to performance management. They involve a list of traits or qualities that are important for successful job performance with a scale to rate the employee for each trait. This approach is simple to use and provides a quick overview of performance.

Question 3

To improve the performance feedback process,managers should do all but one of the following.Name the exception.

Accepted Answer

Conducting the feedback session in the manager's office is not necessary for improving the performance feedback process. In fact, it may be more effective to conduct the session in a neutral location or in the employee's workspace to create a comfortable and open atmosphere for discussion. Options A, B, and D are all important for improving the performance feedback process. Giving feedback frequently, letting employees rate their own performance, and focusing on behavior or results can help create a more effective and ongoing feedback process.

Question 4

When employees participate in the performance feedback session,they _____________________.

Accepted Answer

The answer of When employees participate in the performance feedback...

Question 5

Denise is very dissatisfied with her job situation,but she does not perceive any other employment opportunities,so she stays and spends most of the workday dreaming about non-work matters.Which of the following behaviours is she experiencing?

Accepted Answer

Denise is experiencing psychological withdrawal, as she is mentally disengaged from her job and is daydreaming about non-work matters. Physical withdrawal involves physically removing oneself from the work environment, while change behaviors involve attempting to actively change the situation, and physiological withdrawal involves experiencing physical symptoms of distress.

Question 6

The two primary sets of people in the organization who affect an individual's job satisfaction are:

Accepted Answer

Supervisors and co-workers are the two primary sets of people in an organization who directly interact with an individual and affect their job satisfaction. Subordinates may also have an impact on job satisfaction, but they are not the primary group. Family members are not part of the work environment and therefore not relevant to job satisfaction.

Question 7

A(n)_____ measure evaluates irrelevant aspects of performance or aspects that are not job related.

Accepted Answer

A contaminated measure evaluates aspects of performance that are not job related or irrelevant to the job. This can skew results and lead to unfair evaluations, promotions, or decisions. A reliable measure consistently produces similar results when administered repeatedly. A valid measure accurately measures the intended performance aspect. An inconsistent measure produces varying results even when administered repeatedly.

Question 8

Output is a factor to consider in analyzing poor performance.

Accepted Answer

Input, employee characteristics, feedback, performance standard/goals, and consequences are the factors to be considered in analyzing poor performance.

Question 9

In which performance technique are managers given statements,based on relevant performance dimensions,representing good,average,and poor performance along each dimension?

Accepted Answer

In a mixed-standard scale, managers are given statements representing good, average, and poor performance along each relevant performance dimension. This helps in providing more objective performance evaluations by removing the subjective nature of traditional graphic rating scales. A behaviourally anchored rating scale also uses statements but they are anchored to specific behaviours as opposed to performance dimensions. Behaviour observation scale is a rating scale measuring the frequency of observed behaviours.

Question 10

Just cause is a legal term meaning an employer has a justifiable (and legally defensible)reason for terminating an employee without providing reasonable notice or payment in lieu of notice.

Accepted Answer

This is the definition of just cause in employment law.

Question 11

The performance management approach that requires managers to keep a record of specific examples of effective and ineffective performance is called:

Accepted Answer

The approach that requires managers to keep a record of specific examples of effective and ineffective performance is called critical incidents. This method involves keeping a record of specific events or incidents in which an employee demonstrated exceptional or subpar performance. This helps to provide specific and objective feedback to employees and can assist in identifying areas for improvement. Behaviourally anchored rating scales (BARS) and behaviour observation scales (BOS) are other performance management approaches that focus on observable behaviours, but they do not necessarily involve keeping a record of specific incidents. Organizational behaviour modification involves using positive reinforcement to encourage desired behaviours and discourage undesired behaviours.

Question 12

Procedural justice refers to the judgment that people make with respect to outcomes received relative to the outcomes received by other people with whom they identify.

Accepted Answer

Procedural justice refers to the fairness of the processes that lead to outcomes, not the comparison of outcomes themselves. It involves the perceived fairness of the methods and procedures used to make decisions.

Question 13

A manager should reward good performance,set goals,and train or arrange temporary assignment for skill development for highly motivated,high ability employees also referred to as solid performers.

Accepted Answer

The answer of A manager should reward good performance,set goals,and...

Question 14

Which of the following is a process where appraisers observe the individuals' behaviour and evaluate their skill or potential as managers for promotion decisions?

Accepted Answer

The process described in the question refers to assessment centres, where appraisers observe and evaluate individuals' behaviour and potential for managerial positions. Productivity measurement and evaluation system is a method of evaluating an employee's productivity and performance, while management by objectives is a goal-setting approach for managers and employees. Organizational behaviour modification is a means to modify or reinforce employee behaviour through consequence-based strategies.

Question 15

A situation in which evaluators purposefully distort a rating to achieve personal or company goals is referred to as:

Accepted Answer

The situation described in the question is known as appraisal politics, where evaluators intentionally manipulate ratings for their own or their company's benefits. Upward and downward feedback refers to the direction of feedback given (superior to subordinate, or vice versa) while calibration politics involves group discussions among evaluators to align ratings.

Question 16

Which of the following is an inappropriate approach to measuring performance?

Accepted Answer

The consequential approach focuses only on the outcomes of an employee's performance, rather than evaluating their actual behavior or actions. This can be inappropriate because it does not take into account the effort and process that went into achieving the outcome, which may be just as important as the result itself. A more holistic approach such as the attribute or behavior approach would provide a more comprehensive and fair evaluation of employee performance.

Question 17

Once the expected performance has been defined and employees' performances have been measured,it is necessary to feed that performance information back to the employees so that they can correct any deficiencies.

Accepted Answer

Feedback is an essential part of the performance management process. It helps employees understand their strengths and weaknesses and provides an opportunity to improve their performance.

Question 18

Identify the evaluation approach to performance measurement that meets the following criteria: very high strategic congruence,usually high validity,high reliability,high acceptability,and high specificity.

Accepted Answer

Results-based evaluation approaches to performance measurement typically have very high strategic congruence because they focus on outcomes that directly align with the organization's goals. They usually have high validity as they measure the actual outcomes, high reliability because outcomes can be consistently measured, high acceptability as employees and managers often view results as a fair basis for evaluation, and high specificity as they provide clear targets for employees to aim for.

Question 19

Voluntary turnover of employees is:

Accepted Answer

Voluntary turnover of employees can be costly and disruptive for organizations because it often results in the loss of valuable knowledge, skills, and experience. It also requires recruitment and training costs for new employees. While job satisfaction may be a contributing factor to voluntary turnover, it is not the only one, and turnover can also be affected by other factors such as organizational culture, leadership, and career opportunities. Psychological withdrawal refers to mentally disengaging from work, which may or may not lead to actual turnover. Thus, options A, C, and D are not the best choices.

Question 20

You completed your 3 month probation and you just met with your supervisor.She provided you with your ratings,justified the ratings and ended the performance feedback session.What did your manager fail to do in order to provide you effective performance feedback?

Accepted Answer

By not encouraging the subordinate to participate in the session, the manager is missing out on valuable input from the employee on their own performance and how they can improve. This can lead to a lack of ownership and engagement from the employee in their own performance development.

Quiz 7: Managing Employee Engagement and Performance