Question 1

Which of the following is an example of an action that would occur in the first leg of the tripartite reconciliation process?
A) The offending employee voluntarily removes him or herself from contact with the victim.
B) The offending employee apologizes to anyone that was hurt by his or her actions.
C) The offending employee must develop a personal code of ethics.
D) Third parties to the offense must provide individualized feedback to the offender.

Accepted Answer

The answer of Which of the following is an example...

Question 2

Linking employee performance appraisal results to merit raises and promotions will only result in greater ethical behavior if what component is present?
A) Bonuses are only awarded for ethical behavior.
B) Ethical misconduct is regularly punished.
C) The company's culture is ethical in nature.
D) The appraisal itself has an ethics component.

Accepted Answer

The answer of Linking employee performance appraisal results to merit...

Question 3

What do (good) employee performance appraisals have in common with the manager-evaluation balanced scorecard approach?
A) They give ethical behavior priority over other behaviors.
B) They focus mostly on leadership skills.
C) They take a holistic approach.
D) They are designed to measure promotion potential.

Accepted Answer

Both good employee performance appraisals and the manager-evaluation balanced scorecard approach take a holistic approach by considering multiple aspects of performance rather than focusing on a single criterion.

Question 4

Which of the following is involved in a 360-degree performance evaluation?
A) feedback from employees throughout the hierarchy
B) feedback only from managers of the employee
C) no feedback from the employee himself or herself
D) exclusively a self-assessment ranging across many different metrics

Accepted Answer

A 360-degree performance evaluation involves collecting feedback from all directions: supervisors, peers, subordinates, and sometimes even clients, not just from managers or through self-assessment.

Question 5

What is of utmost importance that a manager first do when a 360-degree-performance appraisal process uncovers unethical behavior on the part of the employee?
A) Send the employee to ethics training.
B) Give the employee a chance to transfer to another department.
C) Investigate the incident to be sure of its nature.
D) Discipline the employee to show that such behavior will not be tolerated.

Accepted Answer

When unethical behavior is uncovered, it is crucial for a manager to first investigate the incident thoroughly to ensure the nature and extent of the behavior. This ensures that any subsequent actions are fair and based on accurate information.

Question 6

Which of the following is recommended with respect to an individual employee's evaluation?
A) Relate scores to the employee's working and private life.
B) Give average scores to extremely high achievers to avoid jealousy.
C) Use feedback from many different people who interact with the employee.
D) Give poor performers average ratings in their early term of employment.

Accepted Answer

Feedback from a variety of sources provides a more comprehensive and accurate picture of an employee's performance, incorporating diverse perspectives and reducing bias.

Question 7

Which of the following is legal when it comes to polygraph testing?
A) random polygraph testing
B) polygraph testing in response to a specific incident
C) firing an employee for refusing a polygraph test
D) disciplining an employee for refusing a polygraph test

Accepted Answer

Polygraph testing is generally restricted in the workplace by the Employee Polygraph Protection Act of 1988, but it allows for exceptions, such as testing in response to a specific incident where the employer has a reasonable suspicion that the employee was involved in workplace misconduct.

Question 8

What effect is achieved by increasing the frequency of appraisals, up to a quarterly rate?
A) minimizing ethical damages
B) causing high levels of stress among employees
C) increasing profits
D) encouraging a high turnover rate

Accepted Answer

The answer of What effect is achieved by increasing the...

Question 9

How does a 360-degree performance evaluation differ from a balanced scorecard-type measurement?
A) It is used for individuals, not organizations.
B) It is well-rounded.
C) It has an ethical dimension.
D) It does not have an ethical dimension.

Accepted Answer

A 360-degree performance evaluation is specifically designed to assess an individual's performance by gathering feedback from all directions (subordinates, peers, supervisors, and sometimes clients), making it focused on individuals rather than organizations. In contrast, a balanced scorecard is a strategic planning and management system used for organizational performance management, focusing on various perspectives such as financial, customer, internal processes, and learning and growth.

Question 10

Which of the following is most desirable in an employee performance appraisal feedback session?
A) praise for what the employee is doing right
B) feedback that is not overly specific
C) avoiding mentions of specific behaviors
D) a very loose and informal style

Accepted Answer

Praise for what the employee is doing right is most desirable in a performance appraisal feedback session because it reinforces positive behaviors, motivates the employee, and helps create a positive atmosphere for discussing areas of improvement.

Question 11

How often should managers assess their employee's performance with respect to the company's code of ethics?
A) monthly
B) annually
C) when employees are up for promotions
D) when ethical incidents occur

Accepted Answer

Regular annual assessments ensure that employees consistently adhere to the company's code of ethics, allowing for timely identification and correction of any ethical issues.

Question 12

Iseal has just recently completed performance appraisals for all her direct report employees. Which of the following is the best course of action for feedback?
A) Email results to the employee and let them know her door is open for any questions.
B) Allow an ECO or human resources representative to go over the results with each employee.
C) Hold a feedback session individually with each employee in the conference room.
D) Hold a feedback session individually with each employee in her office.

Accepted Answer

Holding a feedback session individually with each employee in the conference room is the best course of action as it provides a neutral and private setting for open and constructive dialogue.

Question 13

When it comes to employee performance evaluations, how does a rating system differ from a ranking system?
A) It is better related to an employee's actual job tasks.
B) It is less ethical because it eliminates competition.
C) It is not based on an absolute standard of performance.
D) It does not sufficiently describe an employee's value to their work unit.

Accepted Answer

A rating system is directly related to an employee's specific job tasks, evaluating how well they perform duties relevant to their role. Ranking systems, in contrast, often compare employees to each other rather than to a set of job-specific criteria.

Question 14

What is a danger of a ranking system like the General Electric three-tier 20-70-10 ranking system?
A) The best employee in a unit is likely to be rated as a "middle" performer.
B) Most employees are rated as good regardless of their performance.
C) Employees might conclude that trying to perform the best is pointless.
D) A very good employee could be rated "lowest" or "worst" performer.

Accepted Answer

The General Electric three-tier 20-70-10 ranking system forces managers to categorize their employees into top 20%, middle 70%, and bottom 10%. This means that even very good employees could find themselves in the bottom 10% if the overall performance level of the team is high, leading to them being rated as the "lowest" or "worst" performers.

Question 15

According to Robert Enright's four-phase forgiveness model, when a violated person begins to focus on the inherent worth of the person who caused the violation, the ______ phase has been initiated.
A) work
B) uncovering
C) decision
D) outcome

Accepted Answer

In Robert Enright's forgiveness model, the "work" phase involves the violated person beginning to see the inherent worth of the person who caused the violation, moving towards empathy and compassion.

Question 16

What is an example of an ethics-based initiative that could be evaluated through employee performance?
A) employee participation in personal philanthropy
B) affirmative action hiring goals
C) mood of employees in a department
D) how many promotions have been made in a year

Accepted Answer

Affirmative action hiring goals are an example of an ethics-based initiative because they directly relate to ethical considerations regarding diversity, equity, and inclusion within the workplace. These goals can be evaluated through employee performance by assessing the organization's success in meeting these ethical commitments.

Question 17

Which of the following is an ideal prompt for assessing ethical behavior as part of an employee performance review?
A) Is the employee well-liked by coworkers?
B) Does the employee have a positive attitude?
C) Does the employee support ethics-based initiatives?
D) Is the employee supportive of the company's strategic goals?

Accepted Answer

C is the correct choice because it directly assesses the employee's engagement with ethical behavior through their support of ethics-based initiatives, which is a clear indicator of their ethical stance and actions in the workplace. Choices A, B, and D, while important, do not specifically address ethical behavior.

Question 18

Iseal had to give a very negative performance appraisal to one of her newest employees. If ethical, what should her next move be regarding this employee?
A) If the employee is hurting the work unit, she must dismiss the employee to protect others.
B) She must give the employee a chance to improve under a specific timeline and goals.
C) She should not try to discipline the employee yet and take a wait-and-see approach.
D) She must praise the good work the employee is doing and hope this elevates overall performance.

Accepted Answer

Providing the employee with a chance to improve by setting specific timelines and goals is an ethical approach to address performance issues. It allows the employee to understand the areas that need improvement and offers a clear path to meet expectations.

Question 19

Iseal feels that her employees were very tense and uncomfortable during the appraisal feedback sessions, and she wants to reduce tension for the next year's appraisals. What should she do to achieve this?
A) Remind employees that pay raises are linked to good performance appraisals.
B) Regularly remind employees about missed goals.
C) Increase the rate of formal appraisals to twice a year.
D) Give more frequent informal feedback.

Accepted Answer

Giving more frequent informal feedback helps employees understand their performance on a regular basis, reducing the tension associated with formal appraisal feedback sessions by eliminating surprises and providing opportunities for improvement throughout the year.

Question 20

There is no best leadership style; leadership style needs to fit the type of employee being managed.

Accepted Answer

Different employees and situations may require different leadership styles for optimal outcomes, emphasizing the importance of adaptability in leadership.

Quiz 9: Managers As Ethical Leaders and Performance Asessments

Which of the following is an example of an action that would occur in the first leg of the tripartite reconciliation process?

Linking employee performance appraisal results to merit raises and promotions will only result in greater ethical behavior if what component is present?

What do (good) employee performance appraisals have in common with the manager-evaluation balanced scorecard approach?

Which of the following is involved in a 360-degree performance evaluation?

What is of utmost importance that a manager first do when a 360-degree-performance appraisal process uncovers unethical behavior on the part of the employee?

Which of the following is recommended with respect to an individual employee's evaluation?

Which of the following is legal when it comes to polygraph testing?

What effect is achieved by increasing the frequency of appraisals, up to a quarterly rate?

How does a 360-degree performance evaluation differ from a balanced scorecard-type measurement?

Which of the following is most desirable in an employee performance appraisal feedback session?

How often should managers assess their employee's performance with respect to the company's code of ethics?

Iseal has just recently completed performance appraisals for all her direct report employees. Which of the following is the best course of action for feedback?

When it comes to employee performance evaluations, how does a rating system differ from a ranking system?

What is a danger of a ranking system like the General Electric three-tier 20-70-10 ranking system?

According to Robert Enright's four-phase forgiveness model, when a violated person begins to focus on the inherent worth of the person who caused the violation, the ______ phase has been initiated.

What is an example of an ethics-based initiative that could be evaluated through employee performance?

Which of the following is an ideal prompt for assessing ethical behavior as part of an employee performance review?

Iseal had to give a very negative performance appraisal to one of her newest employees. If ethical, what should her next move be regarding this employee?

Iseal feels that her employees were very tense and uncomfortable during the appraisal feedback sessions, and she wants to reduce tension for the next year's appraisals. What should she do to achieve this?

There is no best leadership style; leadership style needs to fit the type of employee being managed.