Question 1

Dangers of a poorly implemented performance management system include all of the following EXCEPT:

Accepted Answer

Increased emphasis on behaviors rather than results is not a danger of a poorly implemented performance management system. The emphasis on behaviors over results could be a deliberate strategy, rather than a negative consequence of a poorly implemented system. The other options (B, C, and D) are all potential dangers of a poorly implemented system.

Question 2

Feedback often decreases motivation to perform because it points out what an employee does wrong.

Accepted Answer

If done correctly,receiving feedback about one's performance increases the motivation for future performance.

Question 3

Dangers of a poorly implemented performance management system include wasted time and money,lack of standardized employee ratings,and confusion on how ratings are obtained.

Accepted Answer

A poorly implemented performance management system can lead to various issues, such as wasting time and money, inconsistent employee ratings, and unclear rating criteria, causing confusion and frustration among employees.

Question 4

The strategic purpose of PM systems involves constructing the strategic vision for the organization.

Accepted Answer

The strategic purpose of PM systems is to link an organization's goals with individuals' goals.

Question 5

________________ is a continuous process of identifying,measuring,and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization.

Accepted Answer

Performance management involves ongoing activities such as goal setting, performance review, coaching and development that are geared towards aligning individual performance with the strategic goals of the organization. While strategic planning and reward systems are important components of performance management, they do not encompass the entire process of identifying, measuring and developing performance. Performance appraisal, on the other hand, is a specific activity within the broader framework of performance management that involves evaluating an individual's performance against predetermined standards.

Question 6

An ideal PM system is __________,which means that performance is evaluated and feedback is given on an ongoing basis,the appraisal meeting consists of two-way communication,and performance standards are clear.

Accepted Answer

An ideal Performance Management (PM) system is described as "open" because it emphasizes ongoing evaluation, two-way communication during appraisal meetings, and clear performance standards, all of which are characteristics of an open system.

Question 7

A reliable performance management system includes all relevant performance facets and does not include irrelevant performance facets.

Accepted Answer

This describes a system's validity,not reliability.A reliable performance management system is consistent.For example,if two supervisors provided ratings of the same employee,or if one supervisor rated the same employee twice over a short period of time during which nothing noticeable occurs,then the ratings should be similar or identical.

Question 8

Linking each individual's performance to the organization's mission involves explaining to each employee how the employee's activities are helping the organization gain a competitive advantage.

Accepted Answer

Linking individual performance to the organization's mission involves showing employees how their work contributes to the overall success of the organization, which ultimately helps the organization gain a competitive advantage.

Question 9

The ___________ purpose of PM systems is to furnish valid and useful information for making employment decisions including salary adjustments,promotions,and terminations.

Accepted Answer

The administrative purpose of performance management systems is focused on providing information to make employment decisions such as salary adjustments, promotions, and terminations. The strategic purpose involves aligning individual performance with organizational goals, while the developmental purpose focuses on improving employee skills and abilities. The informational purpose is broader and encompasses all aspects of performance management, including providing feedback and fostering communication.

Question 10

Performance management systems should be thorough,meaning that:

Accepted Answer

Thorough performance management systems should cover the entire review period and evaluate all employees. Discussing an employee's flaws at length is not necessarily a requirement for a thorough review, but ensuring that all employees are evaluated and that the review covers the whole period is important for a comprehensive and fair process. Therefore, options A and C are correct, making the correct choice D.

Question 11

Information gained from the organizational maintenance purpose of a PM system is used for all of the following EXCEPT:

Accepted Answer

The organizational maintenance purpose of a PM system provides information related to identifying skill gaps and training needs of employees, maintaining a comprehensive record of employee performance, and evaluating the effectiveness of HR programs. However, it is not directly related to evaluating the effectiveness of job descriptions, which is more closely tied to the design function of a PM system.

Question 12

A performance management system is the systematic description of an employee's strengths and weaknesses.

Accepted Answer

A performance appraisal is the systematic description of an employee's strengths and weaknesses.A performance management system is the continuous process of aligning a given set of organizational goals with individual/team performance,which are,also continuously,identified,measured,and developed.

Question 13

Intangible returns include benefits and work/life programs.

Accepted Answer

Intangible returns,also known as relational returns,include recognition and status,employment security,challenging work,opportunities to form personal relationships at work including friendships and romances),and learning opportunities.In contrast,tangible rewards include cash compensation i.e. ,base pay,cost-of-living pay,merit pay,short-term incentives,and long-term incentives)and benefits i.e. ,income protection,work/life focus including vacation time,tuition reimbursement,and allowances).

Question 14

Distributive justice is the perception that the performance evaluation received is fair relative to the work performed.

Accepted Answer

Distributive justice is indeed based on the perception of fairness in the distribution of rewards and recognition relative to the effort and performance of an individual.

Question 15

Exempt employees are often employees in managerial or professional roles on salaries,and are not eligible for overtime pay.

Accepted Answer

This statement is true. Exempt employees are typically those in managerial or professional roles who are paid on a salary basis and are not eligible for overtime pay under the Fair Labor Standards Act (FLSA).

Question 16

_____________ focuses on positions and duties,rather than on an individual's contribution.

Accepted Answer

Base pay is a fixed compensation that focuses on the employee's position and the duties associated with it, rather than their individual contribution. It does not vary based on individual performance or contribution.

Question 17

When employees of an organization do not see the PM system as fair,the organization may witness from its employees all of the following EXCEPT:

Accepted Answer

The answer of When employees of an organization do not...

Question 18

Income protection programs include:

Accepted Answer

Income protection programs include all of the above options. Pension plans provide a source of retirement income, while medical insurance helps to cover the costs of healthcare. Social Security provides a safety net for individuals who are unable to work due to disability or retirement. Together, these programs help to ensure that individuals have a means of supporting themselves and their families in the event of a loss of income.

Question 19

Short-term incentives are one-time payments typically given quarterly or annually.

Accepted Answer

Short-term incentives are typically given quarterly or annually as one-time payments.

Question 20

Performance management systems in foreign subsidiaries often differ from those in home country headquarters as differences in the power distance i.e. ,the degree to which a society accepts unequal distribution of power)increase between/among countries.

Accepted Answer

Performance management systems in foreign subsidiaries may differ from those in home country headquarters due to cultural differences, including differences in power distance. As power distance increases, there may be differences in communication styles, decision-making processes, and expectations, which can impact the design and implementation of performance management systems.

Quiz 1: Performance Management and Reward Systems in Context