Question 1

Performance standards should be understandable,measurable,and reasonable.

Accepted Answer

Performance standards must be clear and understandable to the employees. They should also be measurable, meaning that employees can track their progress towards achieving the standard. Additionally, the standards must be reasonable, meaning that they are achievable and realistic.

Question 2

A performance appraisal provides an opportunity for employees to make suggestions about how a particular task could be better performed.

Accepted Answer

A performance appraisal typically includes a two-way discussion between the employee and their manager, during which the employee can share their ideas and suggestions for improving their performance or the way tasks are completed.

Question 3

Early in the year,manager John Jacobs set reasonable,understandable,and measurable performance standards and communicated these standards clearly to all team members.Because of these efforts,he should be prepared for the next step in the appraisal process.

Accepted Answer

Setting clear, measurable standards is an important first step in the appraisal process, and it prepares managers to evaluate employee performance objectively and effectively.

Question 4

When Sally Miller was hired to a lower-level management position at Zinwick and Associates,she was introduced to Wendy Hopper,and told that Wendy would be her mentor.As a mentor,Wendy will coach and guide Sally,introduce her to the right people,and be her organizational sponsor.

Accepted Answer

The statement accurately describes the role of a mentor, who is responsible for coaching and guiding their mentee, introducing them to important contacts, and advocating for them within the organization.

Question 5

The last step in the performance appraisal process is to discuss the results with the employee.

Accepted Answer

The answer of The last step in the performance appraisal...

Question 6

Establishing performance standards is a crucial step in the performance evaluation process.

Accepted Answer

Setting clear and measurable performance standards is necessary to evaluate employee performance objectively and effectively. It provides a benchmark against which performance can be assessed and feedback can be given.

Question 7

The primary reason that companies do performance appraisals is to improve worker performance.

Accepted Answer

Performance appraisals are usually conducted to evaluate an employee's performance and identify areas for improvement. This helps the employee to identify his/her strengths and weaknesses and make necessary improvements to enhance their performance.

Question 8

One drawback of performance appraisals is that they cannot be completed for top management because there is no one above this level of management to carry out and evaluate the results.

Accepted Answer

Performance appraisals for top management can still be completed, but it may require a different approach such as a self-assessment, peer evaluations, or evaluation by the board of directors.

Question 9

Performance appraisals are very useful for new,inexperienced workers and first-line managers,but have little value for top management.

Accepted Answer

This statement is not necessarily true as performance appraisals can be beneficial for all levels of management and employees, as they provide feedback, identify strengths and weaknesses, and set goals for improvement. Top management may also receive performance appraisals to assess their leadership skills and effectiveness in achieving organizational goals.

Question 10

Most experienced workers have a clear idea of what is expected of them even if managers do not communicate their expectations explicitly.

Accepted Answer

Experienced workers may have a general understanding of their roles, but explicit communication from managers is crucial to clarify expectations, align goals, and ensure that all team members are working towards the same objectives. Without clear communication, assumptions can lead to misunderstandings and misaligned efforts.

Question 11

A performance appraisal is an evaluation in which the performance level of employees is measured against established standards to make decisions about promotions,compensation,additional training,or firing.

Accepted Answer

A performance appraisal involves evaluating an employee's performance against established standards and making decisions based on the results of the evaluation, such as promotions, compensation adjustments, additional training or development opportunities, or even termination of employment.

Question 12

Jim Marlowe currently holds the position of assistant manager in his firm's credit department.He works closely with a more experienced manager to learn how to perform all of the functions involved in credit management.Jim believes he will soon be experienced enough to take over a senior position in his department.Jim has the benefit of serving as an understudy.

Accepted Answer

The statement describes Jim as an understudy, which means he is learning from and working closely with a more experienced manager in order to eventually take over a senior position.

Question 13

Top level managers can benefit from having their performance evaluated by subordinates.

Accepted Answer

Subordinates can provide valuable insights into the performance of top level managers as they work closely with them on a day-to-day basis and have a unique vantage point. This feedback can be used to improve the manager's performance and the overall success of the organization.

Question 14

Even employees who work on a busy production floor need performance appraisals.If the manager cannot conduct a closed-door appraisal session,the supervisor should conduct these wherever he/she can find room.

Accepted Answer

Performance appraisals should always be performed one on one and in a closed-door session; and never with other employees present.

Question 15

Several years ago,Drew's company sent him to Massachusetts Institute of Technology for an intensive program of leadership and business communication training.Although expensive,the firm was committed to investing in the development of key employees for the purpose of retention and promotion.This type of managerial development is known as off-the-job courses and training.

Accepted Answer

The passage describes Drew's company sending him to MIT for leadership and communication training as a way to invest in the development of key employees for retention and promotion. This type of training, where employees are sent off the job for courses and training, is known as off-the-job courses and training.

Question 16

The main reason firms conduct performance appraisals is to establish a formal record of job performance that will protect them from lawsuits filed by unhappy workers.

Accepted Answer

The main reason firms conduct performance appraisals is to evaluate and improve employee performance, provide feedback, identify training needs, and align employee goals with organizational objectives. While performance appraisals may provide some legal protection for firms, this is not the primary reason for conducting them.

Question 17

Due to the secret nature of performance standards,employees are only permitted to review these standards at the time when they receive their appraisal.

Accepted Answer

This statement is false. Performance standards should be communicated to employees prior to the start of the appraisal period to ensure clarity and understanding of expectations. Employees should have access to these standards throughout the performance period to be able to track progress towards meeting these expectations.

Question 18

A 360-degree review will include the opinions of an employee's subordinates,as well as those above him/her in the organization structure,and those who work alongside the employee in comparable positions.

Accepted Answer

A 360-degree review involves gathering feedback from multiple sources, including subordinates, superiors, and colleagues at the same level in the organization.

Question 19

An employment appraisal may include a 360-degree review,which is an appraisal that includes job-related and non-job-related comments from a range of employees.

Accepted Answer

A 360-degree review typically includes feedback from a range of individuals such as peers, subordinates, and supervisors, but it focuses on job-related performance and behaviors, not non-job-related comments.

Question 20

Because of legal implications,managers should not use the results of performance appraisals to make decisions about promotions and compensation.

Accepted Answer

While there are legal implications involved in using performance appraisals for decision-making, managers can still use the results of these appraisals as one factor in determining promotions and compensation. However, it is important to ensure that the appraisal process is fair, objective, and free from bias in order to avoid any legal issues.

Quiz 11: Human Resource Management: Finding and Keeping the Best Employees