Question 1

Which performance appraisal method lists several traits and a range of performance values for each trait?
A) Alternation ranking method
B) Behaviourally anchored rating scale
C) Graphic rating scale
D) Forced distribution method
E) Paired comparison method

Accepted Answer

The graphic rating scale method lists several traits and a range of performance values for each trait, and is used to evaluate employee performance by assigning a score to each trait.

Question 2

Peter is appraising his employees.For each trait,he evaluates two employees at a time in order to determine the better employee of the two.Which appraisal technique is Peter using?
A) Paired comparison method
B) Forced distribution method
C) Alternation ranking method
D) Graphic rating scale
E) Critical incident method

Accepted Answer

Peter is using the paired comparison method where he evaluates two employees at a time to determine the better employee. This method is commonly used for performance appraisals and involves comparing each employee with every other employee in pairs. The employee who is deemed better in each pair is given a higher rank.

Question 3

Which of the following is the basis for fostering and managing employee skills and talents?
A) Recruitment
B) Selection
C) Job evaluation
D) Performance management
E) Career planning

Accepted Answer

Performance management is the basis for fostering and managing employee skills and talents as it involves setting goals, providing feedback, and developing skills to enhance performance.

Question 4

A manager wishes to give a new employee a pay increase sooner than scheduled.The new employee has a great positive attitude that has made other workers more positive and productive.What is this employee receiving an earlier pay increase for?
A) Related performance
B) Social performance
C) Influential performance
D) Direct performance
E) Contextual performance

Accepted Answer

The employee is being rewarded for their contextual performance, which refers to the positive influence they have had on the work environment and productivity of their colleagues. This goes beyond direct job duties and encompasses teamwork, interpersonal skills, and overall positive attitude.

Question 5

Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as
A) onboarding.
B) orientation.
C) performance appraisals.
D) performance management.
E) career development.

Accepted Answer

This is a process of performance management where Sophie will discuss her team member's performance goals, pay, career aspirations, and training and development needs. This process helps in managing the performance of the employees and aligning their goals with the organizational goals.

Question 6

Effective performance management begins with defining the job and which of the following?
A) Clarifying career planning
B) Identifying promotion decisions
C) Describing the appraisal methods
D) Defining its performance standards
E) Calculating the related pay scale

Accepted Answer

Defining performance standards is crucial for effective performance management as it sets clear expectations for employees and provides a benchmark for evaluating their performance. Clarifying career planning, identifying promotion decisions, describing appraisal methods, and calculating related pay scales may be important components of performance management, but they all rely on first establishing clear performance standards.

Question 7

In global companies,performance appraisal criteria may need to be modified to be consistent with cultural norms and values

Accepted Answer

Performance appraisal criteria cannot be universal as it varies with cultural norms and values. Therefore, it may need to be modified to be consistent with the cultural background of employees in global companies.

Question 8

What is the simplest and most popular technique for appraising employee performance?
A) Narrative forms
B) Critical incident method
C) Forced distribution method
D) Graphic rating scale
E) Paired comparison method

Accepted Answer

The graphic rating scale is the simplest and most popular technique for appraising employee performance. It involves using a predetermined set of performance factors to rate an employee's performance on a numerical scale. This allows for easy comparison and evaluation of employee performance.

Question 9

The performance management process contains five steps.Identify and briefly describe each step.

Accepted Answer

The answer of The performance management process contains five steps.Identify...

Question 10

According to the textbook,which of the following is the key success factor for effective performance appraisal that will lead to optimum employee performance?
A) Training employees on receiving performance-related feedback
B) The quantity of performance appraisal dialogue between non-managerial employees
C) The quality of the performance appraisal dialogue between non-managerial employees
D) The quantity of performance appraisal dialogue between a manager and an employee
E) The quality of the performance appraisal dialogue between a manager and an employee

Accepted Answer

According to the textbook, the key success factor for effective performance appraisal that will lead to optimum employee performance is the quality of the performance appraisal dialogue between a manager and an employee. This includes setting clear expectations, providing specific feedback, identifying strengths and areas for improvement, and developing action plans. The quantity of dialogue is important, but it is the quality of the dialogue that has the greatest impact on employee performance.

Question 11

Which performance appraisal technique uses a "+" to denote "better than" and a "-" to denote "worse than" and then adds up the number of times that each employee was rated as "better than"?
A) Alternation ranking method
B) Critical incident method
C) Paired comparison method
D) Forced distribution method
E) Graphic rating scale method

Accepted Answer

The technique described in the question is the paired comparison method, which involves comparing each employee to every other employee and using "+" or "-" to indicate which one is better. The number of times that each employee was deemed "better than" is then added up for a final ranking.

Question 12

Performance appraisal is often an easy interpersonal task for managers.

Accepted Answer

Performance appraisal can be a challenging task for managers as it requires them to give feedback, set goals, and provide guidance and coaching to their employees. It also involves dealing with potential conflicts and difficult conversations about employees' strengths and weaknesses. Therefore, it requires managers to have good communication and interpersonal skills.

Question 13

Which performance appraisal technique involves listing all employees to be rated followed by indicating the employee who is the highest on the characteristic being measured and also the one who is the lowest?
A) Behaviourally anchored rating scale
B) Paired comparison method
C) Forced distribution method
D) Alternation ranking method
E) Graphic rating scale

Accepted Answer

The technique described in the question is called the Alternation ranking method, which involves ranking employees from best to worst on a particular characteristic, alternating between highest and lowest until all employees have been ranked.

Question 14

What does PIP refer to in the performance management process?
A) Performance implementation policy
B) Performance incident procedure
C) Performance increase in pay
D) Performance improvement plan
E) Performance installation process

Accepted Answer

PIP stands for Performance Improvement Plan which is a specific plan created to help employees improve their job performance.

Question 15

The process that includes goal setting,pay for performance,training and development,career management,and disciplinary action is known as which of the following?
A) Profit management
B) Efficiency management
C) Cost management
D) Skill management
E) Performance management

Accepted Answer

The process that includes goal setting, pay for performance, training and development, career management, and disciplinary action is known as performance management. This process is about improving employee performance, achieving organizational goals, and aligning individual objectives with those of the organization. It involves a range of activities designed to ensure that employees are working to their full potential, including setting clear and measurable goals, providing feedback and coaching, offering development opportunities, and taking appropriate disciplinary action when necessary.

Question 16

Performance appraisals can be required in courts when assessing wrongful termination cases and are considered to be legal documents in Canada.

Accepted Answer

Performance appraisals can be used as evidence in court to create a record of an employee's work performance and to support a decision to terminate employment. In Canada, performance appraisals are considered legal documents and should be treated with care to ensure accuracy and fairness.

Question 17

Culturally specific values,used in parts of Asia,lead to an emphasis on appraisals that are based upon personal attitudes and moral characteristics that appear to reflect traditional values,such as hard work,loyalty,and respect toward senior staff.What are these values called?
A) Western values
B) Eastern values
C) Confucian values
D) Unconventional values
E) Conventional values

Accepted Answer

Confucianism places a strong emphasis on morality, respect for authority and elders, and hard work. These values are particularly emphasized in parts of East Asia influenced by Confucianism, such as China, Japan, and Korea. Therefore, the values described in the question are commonly referred to as Confucian values.

Question 18

Managers and their reports should only discuss progress towards performance expectations at the annual performance management meeting.

Accepted Answer

Managers and their reports should have ongoing discussions about progress towards performance expectations, not just at the annual performance management meeting. Regular feedback and communication can help ensure that employees stay on track and have the resources they need to meet their goals.

Question 19

Job performance is a unidimensional construct.

Accepted Answer

The job performance is a multidimensional construct as it includes various factors such as task performance, contextual performance, adaptive performance, and counterproductive behavior, among others.

Question 20

What is an individual's direct contribution to their job-related processes known as?
A) Productivity evaluations
B) Task performance
C) An efficiency measure
D) Effectiveness of activity
E) Logistical appraisals

Accepted Answer

Task performance refers to an individual's direct contribution to their job-related processes, such as completing assigned tasks efficiently and effectively. The other options are either too broad (productivity evaluations, efficiency measure, effectiveness of activity), or not directly related to the individual's contribution (logistical appraisals).

Quiz 10: Performance Management

Which performance appraisal method lists several traits and a range of performance values for each trait?

Peter is appraising his employees.For each trait,he evaluates two employees at a time in order to determine the better employee of the two.Which appraisal technique is Peter using?

Which of the following is the basis for fostering and managing employee skills and talents?

A manager wishes to give a new employee a pay increase sooner than scheduled.The new employee has a great positive attitude that has made other workers more positive and productive.What is this employee receiving an earlier pay increase for?

Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as

Effective performance management begins with defining the job and which of the following?

In global companies,performance appraisal criteria may need to be modified to be consistent with cultural norms and values

What is the simplest and most popular technique for appraising employee performance?

The performance management process contains five steps.Identify and briefly describe each step.

According to the textbook,which of the following is the key success factor for effective performance appraisal that will lead to optimum employee performance?

Which performance appraisal technique uses a "+" to denote "better than" and a "-" to denote "worse than" and then adds up the number of times that each employee was rated as "better than"?

Performance appraisal is often an easy interpersonal task for managers.

Which performance appraisal technique involves listing all employees to be rated followed by indicating the employee who is the highest on the characteristic being measured and also the one who is the lowest?

What does PIP refer to in the performance management process?

The process that includes goal setting,pay for performance,training and development,career management,and disciplinary action is known as which of the following?

Performance appraisals can be required in courts when assessing wrongful termination cases and are considered to be legal documents in Canada.

Culturally specific values,used in parts of Asia,lead to an emphasis on appraisals that are based upon personal attitudes and moral characteristics that appear to reflect traditional values,such as hard work,loyalty,and respect toward senior staff.What are these values called?

Managers and their reports should only discuss progress towards performance expectations at the annual performance management meeting.

Job performance is a unidimensional construct.

What is an individual's direct contribution to their job-related processes known as?