Question 1

When roles and responsibilities are ___ , people can be accountable for the benchmarks they need to accomplish.

Accepted Answer

When roles and responsibilities are clearly defined, it becomes easier for people to know what is expected of them and therefore be accountable for the benchmarks they need to achieve. Complex or simple roles and responsibilities may not necessarily lead to accountability.

Question 2

When must a manager fire someone?

Accepted Answer

A manager must fire someone if the employee is a poor performer. Firing someone for medical issues or making them a scapegoat for an issue would not be ethical or legal grounds for termination. However, if an employee's poor performance affects the company's success or productivity, the manager may need to take action and terminate their employment.

Question 3

When conducting an interview, which of the following is acceptable to ask the applicant?

Accepted Answer

It is illegal to ask about race or marital status during an interview.

Question 4

Dean supervises six employees on the manufacturing plant floor. He has been keeping a tally of each worker's daily output so that he can rank the employees in a forced ranking system according to ____.

Accepted Answer

Dean is using a forced ranking system to rank his employees based on their performance relative to each other. This implies that the ranking is based on their relative performance to each other, rather than a fixed standard or their absolute performance. The statement does not suggest that the ranking is based on the amount of money they make.

Question 5

The "S" part of the SMART goals is defined as:

Accepted Answer

The "S" in SMART goals stands for "Specific," which means the goal should be clearly defined and indicate what exactly will be accomplished.

Question 6

What is commonly used to measure the progress towards a goal?

Accepted Answer

All three options (scorecard, metrics, performance dashboard) are commonly used to measure progress towards a goal, and all can provide different types of information that are useful for evaluating progress and identifying areas for improvement.

Question 7

Performance is improved when employees are ____.

Accepted Answer

All three factors (commitment, motivation, and resourcefulness) play a significant role in improving employee performance. When employees are committed to attaining the goal, they are more likely to put in the effort required to achieve it. When employees are motivated because they have a say in what is expected, they are more likely to have a vested interest in the outcome. And when employees are free to be resourceful, they can apply their skills and knowledge to find creative solutions to problems, which can help improve overall performance.

Question 8

When conducting a performance appraisal, which of the following actions should the manager follow?

Accepted Answer

All of these actions are important when conducting a performance appraisal. The manager should be candid in providing feedback to the employee, compare their performance to the goals set for them, and come up with a workable plan to address any areas for improvement or development.

Question 9

Stu was hired quickly without much interviewing, and now it has become obvious that he was the wrong person for the job. What are some negative consequences of the rushed hiring process?

Accepted Answer

The rushed hiring process can lead to a lot of negative consequences, including increased costs if the wrong person is hired and then needs to be replaced quickly, wasted time and resources spent training or working with someone who doesn't fit the role, and discouragement for both the new hire and the company as a whole when it becomes clear that the fit isn't right. Overall, it's important to take the time to interview and assess candidates thoroughly to avoid these negative outcomes.

Question 10

___ is the process by which a manager evaluates an employee's work effectiveness by using objective criteria, provides feedback to the employee, and shows where improvements are needed.

Accepted Answer

Performance appraisal is the process of evaluating an employee's work effectiveness using objective criteria, providing feedback, and identifying areas for improvement. Preparation refers to getting ready for a task or event, ILETS is not related to employee evaluations, and performance identification is not a commonly used term in this context.

Question 11

Michael Mahoney, CEO of Brittenford Systems, took which of the following steps when he needed to hire a second in command of the company?

Accepted Answer

Michael Mahoney defined the position as a step when he needed to hire a second in command of the company.

Question 12

The "R" part of the SMART goals is defined as:

Accepted Answer

The "R" in SMART goals stands for "Relevant," which means the goal should matter to you and align with other relevant goals. It's about ensuring the goal is important and contributes meaningfully to broader objectives, which is reflected in option C, asking about the goal's significance to your job.

Question 13

Why is it important that organizations have a systematic process for hiring?

Accepted Answer

Having a systematic process for hiring increases the chances of hiring the right person for the job, which is crucial for the organization's success in achieving its goals. It also reduces the risk of making a costly mistake in the hiring process, such as hiring someone who is not qualified or does not fit well with the company's culture. While speed is important, it should not come at the expense of thoroughness in the hiring process. However, it is not realistic to expect a 100% chance of getting the right person as there are always some uncertainties and risks involved in hiring.

Question 14

To find the right person for any job, managers have to ____.

Accepted Answer

Clearly defining the position is critical in finding the right person for the job as it sets the necessary skills, qualifications, and responsibilities required for the role. B is also important as it outlines the compensation package, but it alone is not enough to find the right person. C is not a legal or ethical consideration in the hiring process, and D is not enough to find the right person as it only attracts applicants but does not ensure the right fit for the job.

Question 15

The ____ gives candidates a comprehensive view of the job and the organization.

Accepted Answer

A realistic job preview is designed to give candidates an accurate and comprehensive view of the job and the organization. This allows them to make an informed decision about whether or not they are a good fit for the position and the company culture. An organizational overview and overall job preview may be components of a realistic job preview, but they do not fully capture the same level of detail and realism.

Question 16

Which of the following is a negative aspect of the forced ranking system?

Accepted Answer

The forced ranking system increases cut-throat competition among employees, which can lead to a toxic work environment and decreased collaboration. Option A (leads to cheating) may be a possibility as employees may be tempted to manipulate the system to improve their ranking, but it is not the primary negative aspect of forced ranking. Option C (creates and sustains a high-performance culture) may be viewed as a positive aspect of forced ranking by some, but it is not a negative aspect. Therefore, the best choice is B.

Question 17

When a manager and employee are coming up with goals, what should they try to do when defining the goals?

Accepted Answer

It is best to make the goals jointly derived between the manager and the employee. This ensures that both parties have input and ownership over the goals, leading to increased motivation and commitment to achieving them. Additionally, jointly derived goals allow for a more comprehensive and realistic approach to goal-setting, taking into account both the manager's expectations and the employee's skills and abilities.

Question 18

How often (at a minimum) should managers review with their employees their goals?

Accepted Answer

While it may vary depending on the nature of the job or the specific goals, it is generally recommended that managers review goals with their employees at least once a month to ensure progress is being made and make any necessary adjustments. Once a week may be too frequent, and once a year may not provide enough opportunity for course-correction or guidance. Every day may be impractical and overwhelming for both the manager and employee.

Question 19

The final step in the accountability cycle is to ____.

Accepted Answer

The final step in the accountability cycle is to apply consequences, which may involve appraising performance and applying corrections. Therefore, D is the best choice.

Question 20

___ is when the organization looks outside its ranks to fill a job position.

Accepted Answer

External recruiting is when the organization looks outside its ranks to fill a job position. E-recruiting and social recruiting are methods of recruiting, but not the specific type of recruiting where the organization looks outside its ranks. Internal recruiting is when the organization fills a position by promoting or moving current employees within the organization.

Quiz 14: Achieving Desired Outcomes: Getting the Right People and Managing Performance