Question 1

Which purpose of performance management refers to how organizations use the system to provide information for day-to-day decisions about salary,benefits,and recognition programs?

Accepted Answer

The purpose of performance management that refers to how organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs is administrative. This purpose is focused on the operational aspects of performance management, such as ensuring compliance with policies and procedures, and handling administrative tasks related to employee compensation and benefits.

Question 2

According to a report from the Conference Board of Canada,"Compensation Planning Outlook 2012," what percentage of organizations said their performance management system was "very effective?"

Accepted Answer

According to the report, only 4% of organizations rated their performance management system as "very effective."

Question 3

The most widely used method for rating attributes is the:

Accepted Answer

The graphic rating scale is the most widely used method for rating attributes. This method involves a list of traits or attributes that are important for successful job performance and a rating scale, typically ranging from 1 to 5, that allows the rater to indicate the degree to which the employee possesses each attribute. This method is easy to use and provides a quick summary of an employee's performance in various areas.

Question 4

Consistency of results when more than one person measures performance is called:

Accepted Answer

Interrater reliability refers to the consistency of results when more than one person measures performance. Internal consistency reliability refers to consistency among items within a test. Interrater validity is not a recognized term in psychology research. Test-retest reliability refers to the consistency of results over time when the same test is administered again.

Question 5

Which one of the following is a comparative performance appraisal technique?

Accepted Answer

All the listed methods (simple ranking, forced-distribution, and paired-comparison) are comparative performance appraisal techniques, as they involve comparing employees against each other.

Question 6

Effective performance management can:

Accepted Answer

All of the choices are correct. Effective performance management should include all of these elements to ensure that employees feel valued, receive clear feedback, and know what is expected of them. Additionally, identifying high performers can help organizations make strategic decisions about promotions, training, and retention.

Question 7

Performance management is the process through which managers ensure that employees' activities and outputs _______ the organization's goals.

Accepted Answer

Performance management aims to align employees' activities and outputs with the organization's goals, so it is essential to choose the answer option that implies a contribution to these goals. The other answer options all suggest a negative impact on the organization's goals: violate (go against), change (might not align anymore), supplement (may not be necessary), and help (may not be on target). Therefore, the best choice that completes the given statement is B- contribute to.

Question 8

Comparing salespeople on the basis on how many calls they make to customers could be a(n)_______________ measure because making a lot of calls does not necessarily improve sales or customer satisfaction.

Accepted Answer

The answer of Comparing salespeople on the basis on how...

Question 9

If a performance measure lacks ________ reliability,determining whether an employee's performance has truly changed over time will be impossible.

Accepted Answer

Test-retest reliability refers to the extent to which the same measurement tool yields consistent results over time. Without this type of reliability, it is not possible to determine whether changes in performance over time are due to actual changes in the employee's abilities or simply due to measurement error.

Question 10

Which performance management evaluation criterion is concerned with maximizing the overlap between actual job performance and the measure of job performance?

Accepted Answer

Validity is concerned with how closely the evaluation criterion is related to the actual job performance. It measures the degree to which the performance evaluation criterion measures what it is supposed to measure. Therefore, maximizing the overlap between actual job performance and the measure of job performance is related to the concept of validity.

Question 11

,or below (-)the statements?

Accepted Answer

The answer of ,or below (-)the statements?
...

Question 12

Which method of performance measurement builds on the critical incident approach and is intended to define performance dimensions specifically,using statements of behaviour that describe different levels of performance?

Accepted Answer

The method described in this question is the behaviourally anchored rating scale (BARS), which is a performance evaluation method that combines the critical incident approach with specific behavior statements that describe different levels of performance. This method is intended to define performance dimensions specifically, which makes it different from other methods such as the forced-distribution or graphic rating scale. Therefore, the correct answer is D.

Question 13

A customer service representative calmed an irate client and managed to successfully tackle the problem bothering her.For the representative's supervisor (in the context of performance management),this would be an example of a(n):

Accepted Answer

This is a clear example of a critical incident, which refers to a specific event or situation that highlights an employee's performance (either positively or negatively). The representative's successful handling of an angry customer is a noteworthy incident that demonstrates their effective communication and problem-solving skills. This incident can be used for coaching and recognition purposes in the context of performance management.

Question 14

Which purpose of performance management involves serving as the basis for developing employees' knowledge and skills?

Accepted Answer

The purpose of performance management that involves serving as the basis for developing employees' knowledge and skills is the developmental purpose. This involves identifying areas where employees need to improve and providing them with the necessary training and development opportunities to acquire new knowledge and skills.

Question 15

Traditional approaches to management have viewed _____________ as the primary means of performance management.

Accepted Answer

Traditional approaches to management focus on performance appraisal as the primary means of performance management. This involves setting goals or objectives, evaluating employee performance against those goals, and providing feedback on areas for improvement or recognition of achievements. While teamwork, computer software, objective setting, and performance feedback may all play a role in performance management, none are traditionally viewed as the primary means of managing performance.

Question 16

What type of performance measurement method involves assigning a certain percentage of employees to each category in a set of categories?

Accepted Answer

The forced-distribution method involves assigning a certain percentage of employees to each category in a set of categories, typically ranging from high performers to low performers. This method ensures that employees are evaluated on a predetermined distribution curve, rather than being evaluated purely on individual merit. However, this method has been criticized for its potential to create an overly competitive work environment and discourage collaboration among employees.

Question 17

Which of the following is a stage of the performance management process?

Accepted Answer

All of the choices are correct. The performance management process typically includes specifying relevant aspects of performance, appraising performance, and providing performance feedback. Additionally, it may include setting goals, identifying development needs, and making decisions related to compensation and other rewards.

Question 18

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 attribute,he or she is using a:

Accepted Answer

This scenario describes the use of a graphic rating scale, where the manager circles a number or word on a scale to indicate the extent to which an employee exhibits a particular trait. The critical incidents approach involves documenting specific positive or negative examples of behavior, a mixed-standard scale combines different rating standards, a behavioral observation scale has specific behavioral indicators, and simple ranking involves ranking employees according to a single criterion.

Question 19

Which of the following is a purpose of performance management?

Accepted Answer

Performance management has multiple purposes, which include administrative tasks such as evaluating employee performance and determining compensation, developmental tasks such as identifying areas for improvement and providing feedback and coaching, and strategic tasks such as aligning individual goals with organizational goals and improving overall organizational performance. Therefore, all of the choices are correct when it comes to the purpose of performance management.

Question 20

The extent to which the performance measure gives guidance to employees about what is expected of them refers to which criterion associated with effective performance measures?

Accepted Answer

The criterion associated with effective performance measures that refers to the extent to which the measure gives guidance to employees about what is expected of them is specific feedback. This means that the performance measure is detailed and clearly outlines what is required of the employee in terms of job responsibilities, expectations, and standards. Specific feedback is an important aspect of effective performance measures as it helps employees to understand how their job performance is being evaluated and what they need to do to improve their performance.

Quiz 7: Managing Employees Performance