Question 1

Briefly discuss five potential benefits of team evaluation systems.

Accepted Answer

The answer of Briefly discuss five potential benefits of team...

Question 2

What are three general objectives of traditional performance appraisals?

Accepted Answer

The answer of What are three general objectives of traditional...

Question 3

What are the four stages in the cycle of dysfunctional teams?

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The answer of What are the four stages in the...

Question 4

"Resources needed" is not information included in an accountability document.

Accepted Answer

An accountability document often includes information on resources needed as it outlines what is required to achieve specific goals or tasks, including personnel, time, and materials.

Question 5

Management often greatly overestimates the amount of time and resources that will be required to successfully implement a 360-degree feedback system, causing them to resist its use.

Accepted Answer

Management often underestimates the amount of time and resources required for a successful implementation of a 360-degree feedback system, which can lead to resistance due to unexpected challenges and resource commitments.

Question 6

Many firms are abandoning forced-ranking performance appraisal systems, turning instead to peer-evaluation systems.

Accepted Answer

Many firms are moving away from forced-ranking systems, which often pit employees against each other, in favor of peer-evaluation systems that can foster a more collaborative and supportive work environment.

Question 7

The TEaM Model provides guidelines for effective use of feedback.

Accepted Answer

The answer of The TEaM Model provides guidelines for effective...

Question 8

Despite early concerns about how they might react to traditional performance appraisal systems, the Millennial Generation - those born between 1981 and 1999 - have adapted to them remarkably well.

Accepted Answer

Research suggests that Millennials often prefer more frequent feedback and coaching rather than traditional annual performance reviews, which they may find outdated and less effective.

Question 9

Those who provide feedback about a team leader, team member, or the overall team should be assured that their responses will be completely confidential and anonymous.

Accepted Answer

Ensuring confidentiality and anonymity in feedback processes helps in creating a safe environment for honest and constructive feedback, which is crucial for the improvement and development of team dynamics and leadership.

Question 10

Methods to evaluate team performance typically involve collecting, analyzing, and acting on feedback from one or more stakeholders or customers.

Accepted Answer

Evaluating team performance often includes gathering feedback from stakeholders or customers, analyzing this feedback, and then taking action based on the insights gained to improve performance.

Question 11

Microsoft announced that is was abandoning its controversial "stack ranking" employee-review and compensation system, sometimes derided as "rank and yank," requiring managers to grade their employees and rank them against one another.

Accepted Answer

Microsoft announced in 2013 that it would abandon its "stack ranking" system, which forced managers to rank employees against each other, due to widespread criticism that it fostered a toxic competitive environment.

Question 12

Jack Welch, former CEO of GE, defended stack ranking, calling it "differentiation" and saying, "If you want teamwork, identify it as a value. Then you evaluate and reward accordingly. You'll get teamwork. I guarantee it."

Accepted Answer

Jack Welch, indeed, defended stack ranking, referring to it as "differentiation" and believed in evaluating and rewarding behaviors such as teamwork to encourage and ensure its presence within the organization.

Question 13

Which of the following is not a potential source of feedback in team performance evaluation systems?

Accepted Answer

All the options listed (self, immediate supervisor, peers, direct reports) are potential sources of feedback in team performance evaluation systems. Each provides a unique perspective on an individual's performance within a team context.

Question 14

Which of the following takeaways regarding developing and implementing an effective team evaluation system is false?

Accepted Answer

The statement that team evaluation systems can use "boilerplate" criteria, tables, and templates without modification across many situations is false. Effective team evaluation systems need to be tailored to the specific context, goals, and dynamics of each team to be truly effective.

Question 15

10. Which of the following is not a sign of an effective organizational culture?

Accepted Answer

All the options listed (satisfying team experiences, organization-wide success stories about the team, team spirit, and a can-do attitude) are signs of an effective organizational culture, hence none of the options is correct as an answer to the question of what is not a sign of an effective organizational culture.

Question 16

Which of the following is not true of a tree diagram?

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The answer of Which of the following is not true...

Question 17

Which of the following is not a step to follow to create a tree diagram?

Accepted Answer

Assigning responsibility is not a step in creating a tree diagram; it is more related to project management and execution.

Question 18

The discussion of 360-degree feedback systems for different types of teams and taring targets indicates that each of the following is true except that:

Accepted Answer

The correct answer is C because 360-degree feedback systems should be adaptable to the specific needs and contexts of different teams, rather than focusing uniformly on the same outcomes, behaviors, and competencies across all teams. This flexibility allows for more relevant and effective feedback.

Question 19

Which of the following is not true of 360-degree feedback?

Accepted Answer

The statement about the feedback session summary report being limited to no more than three pages is not inherently true of 360-degree feedback processes. The length and detail of feedback reports can vary widely depending on the organization's preferences, the complexity of the roles being assessed, and the goals of the feedback process. There is no universal rule regarding the length of these reports.

Question 20

Which of the following would be included in a performance development plan?

Accepted Answer

Objectives are a crucial part of a performance development plan as they outline the goals and targets an individual aims to achieve.

Quiz 10: Teams: Evaluating Team Effectiveness