Additional Case 7.3
In a training session for managers, you state that performance improvement is the most important part of the performance appraisal process. During the session, you explain how the group of supervisors can manage employee performance more effectively.
During the ensuing discussion, Chris, a middle manager with 20 subordinates, explains that he has a finely tuned ability to discover the causes of performance problems. According to Chris, employees either lack motivation for the job or lack the skills and knowledge to perform the job.
Another supervisor, Gena, says that after she determines the cause of a performance problem, she creates a supportive environment and works in partnership with the employee to solve the problem. While Gena strives to show acceptance, she also finds it effective to point out to subordinates how their negative personality traits affect their work performance. Gena states that by giving employees all the time needed and offering suggestions, performance improvements typically occur.
-Refer to Additional Case 7.3.Which of the following questions would be LEAST relevant for Chris and Gena to ask when faced with employee performance problems?
A) Is the employee's performance erratic?
B) Is the employee's performance lower on all tasks?
C) Have all workers received 360-degree feedback?
D) Are performance problems occurring with all workers?

Question

Additional Case 7.3
In a training session for managers, you state that performance improvement is the most important part of the performance appraisal process. During the session, you explain how the group of supervisors can manage employee performance more effectively. 
During the ensuing discussion, Chris, a middle manager with 20 subordinates, explains that he has a finely tuned ability to discover the causes of performance problems. According to Chris, employees either lack motivation for the job or lack the skills and knowledge to perform the job. 
Another supervisor, Gena, says that after she determines the cause of a performance problem, she creates a supportive environment and works in partnership with the employee to solve the problem. While Gena strives to show acceptance, she also finds it effective to point out to subordinates how their negative personality traits affect their work performance. Gena states that by giving employees all the time needed and offering suggestions, performance improvements typically occur.
-Refer to Additional Case 7.3.Which of the following questions would be LEAST relevant for Chris and Gena to ask when faced with employee performance problems?
A) Is the employee's performance erratic?
B) Is the employee's performance lower on all tasks?
C) Have all workers received 360-degree feedback?
D) Are performance problems occurring with all workers?

Quizplus · Accepted Answer

The question about whether all workers have received 360-degree feedback is least relevant because it does not pertain directly to the causes or solutions of performance problems. It may be helpful information to have, but it is not essential in the moment of addressing a specific employee's performance issue. The other questions (A, B, and D) are all relevant to identifying and solving performance problems.

Additional Case 7.3 In a Training Session for Managers, You State That Performance