Question 1

Narrative essays are brief anecdotal reports by supervisors of things employees do that are particularly effective or ineffective in accomplishing parts of their jobs.

Accepted Answer

Narrative essays are a form of writing that tells a story from a specific point of view, focusing on the writer's experiences, thoughts, and emotions, rather than brief reports by supervisors on employee performance.

Question 2

Results-oriented rating methods focus on employee behaviors,either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others.

Accepted Answer

Results-oriented rating methods focus on the outcomes or results of work performance, not on behaviors or the comparison of employees against each other.

Question 3

Performance management is a kind of compass that indicates a person's actual direction as well as a person's desired direction.

Accepted Answer

Performance management involves evaluating and assessing an individual's current performance and comparing it with their desired performance, identifying gaps and taking actions to close those gaps. This process helps determine the direction in which a person is currently headed and the desired direction they should be heading towards.

Question 4

Ranking methods that compare employees to one another are useful for generating initial rankings for purposes of employment decisions.

Accepted Answer

Ranking methods that compare employees to one another can be useful for generating initial rankings for employment decisions such as promotions, rewards, and terminations. However, it is important to ensure that these methods are fair, consistent, and objective, and that they take into account multiple performance factors, not just relative rankings. Additionally, these methods can create a competitive and potentially divisive culture among employees, so they should be used with caution and transparency.

Question 5

Alternation ranking requires only that the rater order all employees from highest to lowest,from "best" employee to "worst" employee.

Accepted Answer

Alternation ranking involves ranking employees from highest to lowest, but it specifically starts by selecting the best and worst employees alternately until all are ranked, rather than ordering them directly from best to worst in one sequence.

Question 6

Reliability implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.

Accepted Answer

Reliability refers to the consistency of the measurement, not its ability to distinguish between effective and ineffective performers, which is more about validity.

Question 7

Managers need as much encouragement and organizational support as possible if painless layoffs are going to take place.

Accepted Answer

The answer of Managers need as much encouragement and organizational...

Question 8

Only 30 percent of respondents agreed that employees have a sense of trust in their performance-management system.

Accepted Answer

Only 30 percent of respondents agreed that employees have a sense of trust in their performance-management system.

Question 9

Performance appraisal is an exact,human process.

Accepted Answer

Performance appraisal involves subjective judgments and evaluations, making it an inexact process influenced by human biases and perceptions.

Question 10

Smart managers enlist the active support and cooperation of subordinates or teams by making explicit exactly what aspects of job performance they will be evaluated on.

Accepted Answer

By clearly defining and communicating performance expectations, managers can help ensure that their subordinates understand how their work will be evaluated and what they need to do to succeed. This can increase motivation and encourage employees to take a more active role in improving their own performance.

Question 11

One of the reasons it is difficult to execute well throughout an entire organization is that performance management demands daily,not annual,attention from every manager.

Accepted Answer

Performance management is an ongoing process that requires daily attention from every manager, not just annual performance reviews. This includes setting clear goals, providing feedback, and coaching employees on an ongoing basis to ensure they are meeting expectations and continuously improving their performance. Failure to give daily attention to performance management can lead to subpar performance throughout the organization.

Question 12

Relevance implies that there are clear links between the performance standards for a particular job and organizational objectives.

Accepted Answer

Relevance of performance standards is essential to ensure that employees are working towards achieving organizational objectives. Therefore, there should be clear links between the two to ensure that employees' efforts are aligned with the organization's goals.

Question 13

When determining adverse impact,organizations must keep records of who is eligible and interested in promotion.This defines the applicant group.

Accepted Answer

Keeping records of eligible and interested employees helps define the applicant group and is necessary for determining adverse impact during promotions.

Question 14

If employees lack the tools to reach the challenging goals they have set,they will become frustrated and disenchanted.

Accepted Answer

Without proper tools and resources, employees may struggle to achieve their goals and feel discouraged, which could lead to lower motivation and productivity.

Question 15

Performance facilitation includes eliminating roadblocks,providing adequate resources,and paying careful attention to selection.

Accepted Answer

Performance facilitation aims to enhance and support performance by removing obstacles, providing necessary resources, and carefully selecting individuals who are capable of delivering optimal results.

Question 16

Managers who are committed to managing for maximum performance recognize that one of their major responsibilities is to eliminate roadblocks to successful performance.

Accepted Answer

Managers who prioritize maximum performance understand that it is their responsibility to remove obstacles that prevent the team from achieving their goals. This involves identifying and addressing issues that undermine performance, such as inefficient processes, inadequate resources, lack of clarity or training, and interpersonal conflicts. By eliminating roadblocks, managers can empower their team to work more effectively and achieve better results.

Question 17

Despite their shortcomings,appraisals continue to be used widely,especially as a basis for tying pay to performance.

Accepted Answer

The statement acknowledges the limitations of appraisals but states that they are still commonly used, particularly in relation to compensation based on performance.

Question 18

Even if there is an excessive delay between effective performance and receipt of a reward,the reward still has great potential to motivate subsequent high performance.

Accepted Answer

Delayed rewards tend to weaken the association between the performance and the reward, reducing their effectiveness in motivating future high performance. Immediate rewards are generally more effective in reinforcing desired behaviors.

Question 19

Appraisals provide organization justification to employees and thereby serve as vehicles for personal and career development.

Accepted Answer

The answer of Appraisals provide organization justification to employees and...

Question 20

The narrative essay is the simplest type of absolute rating system,and requires the rater to describe in writing the employee's strengths,weaknesses,and potential.

Accepted Answer

The narrative essay is a type of absolute rating system that requires the rater to describe in writing the employee's strengths, weaknesses, and potential.

Quiz 9: Performance Management

Narrative essays are brief anecdotal reports by supervisors of things employees do that are particularly effective or ineffective in accomplishing parts of their jobs.

Results-oriented rating methods focus on employee behaviors,either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others.

Performance management is a kind of compass that indicates a person's actual direction as well as a person's desired direction.

Ranking methods that compare employees to one another are useful for generating initial rankings for purposes of employment decisions.

Alternation ranking requires only that the rater order all employees from highest to lowest,from "best" employee to "worst" employee.

Reliability implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.

Managers need as much encouragement and organizational support as possible if painless layoffs are going to take place.

Only 30 percent of respondents agreed that employees have a sense of trust in their performance-management system.

Performance appraisal is an exact,human process.

Smart managers enlist the active support and cooperation of subordinates or teams by making explicit exactly what aspects of job performance they will be evaluated on.

One of the reasons it is difficult to execute well throughout an entire organization is that performance management demands daily,not annual,attention from every manager.

Relevance implies that there are clear links between the performance standards for a particular job and organizational objectives.

When determining adverse impact,organizations must keep records of who is eligible and interested in promotion.This defines the applicant group.

If employees lack the tools to reach the challenging goals they have set,they will become frustrated and disenchanted.

Performance facilitation includes eliminating roadblocks,providing adequate resources,and paying careful attention to selection.

Managers who are committed to managing for maximum performance recognize that one of their major responsibilities is to eliminate roadblocks to successful performance.

Despite their shortcomings,appraisals continue to be used widely,especially as a basis for tying pay to performance.

Even if there is an excessive delay between effective performance and receipt of a reward,the reward still has great potential to motivate subsequent high performance.

Appraisals provide organization justification to employees and thereby serve as vehicles for personal and career development.

The narrative essay is the simplest type of absolute rating system,and requires the rater to describe in writing the employee's strengths,weaknesses,and potential.