Question 1

How can an organization protect itself against discrimination and unjust dismissal lawsuits?

Accepted Answer

To protect against discrimination or unjust dismissal lawsuits, it is important to have a legally defensible performance management system. Such a system would be based on valid job analyses, with the requirements for job success clearly communicated to employees.

Question 2

Roberto,a manager at Z-Cart Inc.,is asked by his manager to rate his subordinates' performance.He needs to rate 30 employees on a scale that ranges from 1 to 10.He rates 25 employees with a score of 8.In doing so,Roberto commits a rating error.In the context of types of rating errors,Roberto's mistake is called _____.

Accepted Answer

Raters make distributional errors when they tend to use only one part of a rating scale. The error is called leniency when the reviewer rates everyone near the top, strictness when the rater favors lower rankings. In this scenario, Roberto commits a leniency error.

Question 3

Discuss the steps involved in the performance management process.

Accepted Answer

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Question 4

The _____ approach to performance feedback is used by most managers.

Accepted Answer

Most managers rely on the tell-and-sell approach during the feedback session. In the "tell-and-sell" approach, managers tell the employees their ratings and then justify those ratings.

Question 5

Paula,the CEO of Gester Inc.,wants to carry out the first company-wide performance appraisal.However,she needs to make sure that the information obtained for performance appraisal is free of bias,and that the managers have provided information about subordinates without any personal needs influencing the information.Which of the following options will be assist Paula in obtaining her objective?

Accepted Answer

Organizations can minimize appraisal politics by establishing an appraisal system that is fair. One technique is to hold a calibration meeting, a gathering at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.

Question 6

List the advantages and disadvantages of using managers,peers,subordinates,self,and customers as sources of performance information.

Accepted Answer

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Question 7

Under which of the following circumstances is appraisal politics most likely to occur?

Accepted Answer

Appraisal politics are most likely to occur when raters are accountable to the employee being rated, the goals of rating are not compatible with one another, performance appraisal is directly linked to highly desirable rewards, top executives tolerate or ignore distorted ratings, and senior employees tell newcomers company "folklore" that includes stories about distorted ratings.

Question 8

Identify a way in which an organization can promote fairness and reduce political behavior in the appraisal system.

Accepted Answer

Organizations can minimize appraisal politics by establishing an appraisal system that is fair. One technique is to hold a calibration meeting. The organization can also help managers give accurate and fair appraisals by training them to use the appraisal process, encouraging them to recognize accomplishments that the employees themselves have not identified, and fostering a climate of openness in which employees feel they can be honest about their weaknesses.

Question 9

Jim,a sales manager at Elexon Inc.,finds that Bill,a salesman,lacks motivation to perform well in his job.In the context of finding solutions to performance problems,which of the following is the right way to deal with this situation?

Accepted Answer

Managers with an unmotivated employee can explore ways to demonstrate that the employee is being treated fairly and rewarded adequately. The solution may be as simple as more positive feedback (praise). Employees may need a referral for counseling or help with stress management. In this scenario, Jim must counsel Bill to help him understand the factors that are affecting his motivation.

Question 10

Briefly describe the five criteria that measure the effectiveness of a performance management system.

Accepted Answer

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Question 11

Roxanne,a new employee at Fenz Pharmaceuticals,has demonstrated low productivity for a long period.Her manager evaluates her performance and finds that she requires more training to improve her productivity.In the context of improving employee's performance,Roxanne lacks _____.

Accepted Answer

In this scenario, Roxanne lacks the necessary abilities to perform her job because her manager finds that she needs more training to improve her productivity. When a motivated employee lacks knowledge, skills, or abilities in some area, the manager may offer coaching, training, and more detailed feedback.

Question 12

Mathew was an employee at Bolton Inc.,and he was dismissed for poor performance.He filed a lawsuit against Bolton Inc.on the grounds of unjust dismissal.Which of the following is likely to be a reason for Mathew's claim?

Accepted Answer

With regard to lawsuits filed on the grounds of unjust dismissal, the usual claim is that the person was dismissed for reasons besides the ones that the employer states. In this type of situation, courts generally focus on the employer's performance management system, looking to see whether the firing could have been based on poor performance. To defend itself, the employer would need a performance management system that provides evidence to support its employment decisions.

Question 13

Which of the following approaches to performance feedback is generally most effective?

Accepted Answer

In the "problem-solving" approach, managers and employees work together to solve performance problems in an atmosphere of respect and encouragement. Research demonstrates that the problem-solving approach is superior as compared to other methods.

Question 14

Distinguish between behavioral observation scales (BOS)and behaviorally anchored rating scales (BARS).

Accepted Answer

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Question 15

Gary,the CEO of Zansofel Inc.,believes in providing employees with a flexible and open environment to enhance their skills and growth in the company.In the context of performance management and ethical issues associated with it,which of the following would Gary most likely oppose and why?

Accepted Answer

In this scenario, Gary would oppose electronic monitoring systems. Although electronic monitoring can improve productivity, it also generates privacy concerns. Critics point out that an employer should not monitor employees when it has no reason to believe anything is wrong. They complain that monitoring systems threaten to make the workplace an electronic sweatshop in which employees are treated as robots, robbing them of dignity.

Question 16

Name the rating error that leads employees to believe that no aspect of their performance needs improvement.

Accepted Answer

Raters often let their opinion of one quality color their opinion of others. When the bias is in a favorable direction, this is called the halo error. A halo error can mistakenly tell employees they don't need to improve in any area.

Question 17

When an employee evaluates his or her manager low on all performance criteria due to dissatisfaction with the manager's disposition,the employee has most likely committed a(n)_____.

Accepted Answer

Raters often let their opinion of one quality color their opinion of others. When the bias involves negative ratings, it is called the horns error.

Question 18

Discuss the various purposes of performance management systems.

Accepted Answer

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Question 19

How can managers improve employee satisfaction with the feedback process?

Accepted Answer

Managers can improve employee satisfaction with the feedback process by letting employees voice their opinions and discuss performance goals.

Question 20

Jacinta,a production manager at Alphonso Inc.,needs to evaluate the performance of her employees.She asks her subordinate,June,to carry out this job.June uses a rating scale,which ranges from 1 to 10,to rate 50 employees.She gives a score of 3 to 39 employees.In doing so,June commits the _____ error.

Accepted Answer

Raters make distributional errors when they tend to use only one part of a rating scale. The error is called strictness when the rater favors lower rankings. In this scenario, June commits a strictness error.

Quiz 10: Managing Employees Performance