Question 1

Which of the following is a step in the performance management process?

Accepted Answer

All of the choices listed are steps in the performance management process. Defining performance outcomes for the company, division, and department, developing employee goals and actions, providing ongoing support and feedback, and evaluating performance are all integral parts of managing employee performance. Each step should be carried out consistently and fairly to ensure that employees are meeting performance expectations and to provide opportunities for skills development and improvement.

Question 2

Consistency of results when more than one person measures performance is called:

Accepted Answer

Interrater reliability refers to the degree of agreement between two or more raters or observers. It measures the consistency of results when multiple people are measuring the same performance or behavior. This is important in ensuring that the results are not affected by the personal biases or idiosyncratic judgments of a single rater. Internal consistency reliability refers to the degree of consistency of results within a single test or measure. Interrater validity and test-retest reliability are not valid options as they do not accurately represent the concept described in the question.

Question 3

Which method of performance measurement builds on the critical incident approach and is intended to define performance dimensions specifically,using statements of behaviour that describe different levels of performance?

Accepted Answer

BARS builds on the critical incident approach by defining specific performance dimensions and using behavior-based statements to describe different levels of performance. This method is designed to be more objective and accurate than other methods, such as graphic rating scales, which may be more subjective and open to interpretation. Therefore, BARS is the best choice for the given question.

Question 4

Which of the following is a purpose of performance management?

Accepted Answer

Performance management serves administrative purposes such as documenting employee performance and making decisions about pay and promotion. It also serves a developmental purpose by providing feedback and coaching to help employees improve. Finally, it serves a strategic purpose by aligning employee goals with organizational goals to improve overall performance. Therefore, the best choice is D, which includes all three purposes.

Question 5

If a performance measure lacks ________ reliability,determining whether an employee's performance has truly changed over time will be impossible.

Accepted Answer

Test-retest reliability refers to the extent to which the same measurement tool yields consistent results over time. Without this type of reliability, it is not possible to determine whether changes in performance over time are due to actual changes in the employee's abilities or simply due to measurement error.

Question 6

Which purpose of performance management involves serving as the basis for developing employees' knowledge and skills?

Accepted Answer

Developmental purpose of performance management focuses on identifying and addressing employee development needs, which includes providing feedback, coaching, and training to help employees enhance their knowledge and skills.

Question 7

The most widely used method for rating attributes is the:

Accepted Answer

The graphic rating scale is the most widely used method for rating attributes. It involves using a numerical or descriptive scale to rate an employee's performance on specific job-related traits or behaviors. This method provides a clear and measurable way to evaluate employees and is easy to understand and implement.

Question 8

Performance management is the process through which managers ensure that employees' activities and outputs _______ the organization's goals.

Accepted Answer

Performance management is a process of aligning employees' actions and work outputs with the organization's goals. The purpose of the performance management process is to ensure that employees are working towards the organization's objectives, and contributing to its overall success. Therefore, the correct answer is B) contribute to.

Question 9

In which performance technique are managers given three statements of performance per dimension and asked to indicate whether the employee's performance is above (+),at (0),or below (-)the statements?

Accepted Answer

The given performance technique is mixed-standard scale where managers are given three statements of performance per dimension and asked to indicate whether the employee's performance is above (+), at (0), or below (-) the given statements. Therefore, option B is the correct choice. The other options such as A (behaviourally anchored rating scale), C (behavioural observation scale), D (graphic rating scale), and E (management by objectives) involve different methods of performance evaluation.

Question 10

Which one of the following is a comparative performance appraisal technique?

Accepted Answer

All the options listed (Simple ranking, Forced-distribution method, and Paired-comparison method) are comparative performance appraisal techniques. These methods compare employees to one another, either directly or indirectly, to assess their relative performance.

Question 11

Which purpose of performance management refers to how organizations use the system to provide information for day-to-day decisions about salary,benefits,and recognition programs?

Accepted Answer

The purpose of performance management that refers to providing information for day-to-day decisions about salary, benefits, and recognition programs is known as administrative purpose.

Question 12

The extent to which the performance measure gives guidance to employees about what is expected of them refers to which criterion associated with effective performance measures?

Accepted Answer

The criterion associated with providing guidance to employees about what is expected of them is specificity or specific feedback. Reliability refers to the consistency of the measure, validity refers to how well the measure actually measures what it is intended to measure, acceptability refers to whether the measure is acceptable to users, and fit with strategy refers to how well the measure aligns with the overall strategy of the organization. None of these criteria specifically addresses the issue of providing guidance to employees.

Question 13

If a manager considers one employee at a time and indicates a number or a word to signify the degree to which that employee demonstrates a particular attribute,he or she is using a:

Accepted Answer

The manager is using a graphic rating scale, which involves assigning a numerical or descriptive rating to an employee's performance on a specific set of attributes or behaviors. The other options listed involve different methods of evaluating employee performance, but do not match the scenario described in the question.

Question 14

Traditional approaches to management have viewed _____________ as the primary means of performance management.

Accepted Answer

Traditional approaches to management have relied heavily on the use of annual or semi-annual performance appraisals as the primary tool for managing employee performance. During performance appraisal, managers assess the employee's performance against predetermined performance standards or goals, and provide feedback on areas where the employee needs to improve. However, this approach has been criticized for being subjective, time-consuming, and not effective in promoting continuous improvement in employee performance.

Question 15

Which performance management evaluation criterion is concerned with maximizing the overlap between actual job performance and the measure of job performance?

Accepted Answer

Validity is concerned with the degree to which the performance measure assesses the actual job performance. It focuses on maximizing the overlap between actual job performance and the measure of job performance. Therefore, option D is the correct choice. Reliability refers to the consistency of measurement, acceptability refers to whether a performance measure is deemed acceptable to all parties involved, specific feedback refers to the level of detail that feedback provides, and fit with strategy refers to how well the performance management system aligns with the organization's strategic goals.

Question 16

What type of performance measurement method involves assigning a certain percentage of employees to each category in a set of categories?

Accepted Answer

The forced-distribution method involves assigning a certain percentage of employees to each category in a set of categories, which helps to eliminate rating errors and biases.

Question 17

Effective performance management can:

Accepted Answer

Effective performance management involves all of the choices listed. It not only recognizes and values top performers, but also fosters open communication between managers and employees. Additionally, it establishes clear and consistent standards for evaluating employee performance, which helps the organization identify and retain its strongest performers.

Question 18

Comparing salespeople on the basis on how many calls they make to customers could be a(n)_______________ measure because making a lot of calls does not necessarily improve sales or customer satisfaction.

Accepted Answer

The measure is contaminated because it includes factors (number of calls) that do not necessarily correlate with the desired outcome (improved sales or customer satisfaction).

Question 19

A customer service representative calmed an irate client and managed to successfully tackle the problem bothering her.For the representative's supervisor (in the context of performance management),this would be an example of a(n):

Accepted Answer

This scenario describes a specific incident where the customer service representative successfully de-escalated an angry client and resolved their issue. This type of event is called a critical incident and is often used as a basis for performance evaluations and coaching. MBO (management by objectives) and BARS (behaviorally anchored rating scales) are more formal performance management methods that focus on overall performance over a longer period of time. OBM (organizational behavior management) is a broader approach that aims to improve organizational performance through the systematic application of behavioral science principles. The balanced scorecard is a strategic planning and management tool that incorporates financial and non-financial metrics to track an organization's performance.

Question 20

According to a report from the Conference Board of Canada,"Compensation Planning Outlook 2014," what percentage of organizations said their performance management system was "very effective"?

Accepted Answer

Only 5% of organizations reported that their performance management system was "very effective" according to the report.

Quiz 7: Managing Employees Performance