Question 1

When managers have information about performance problems,they should first __________.

Accepted Answer

A)  Document the issue in the employees' personnel file 
B)  Meet with the individual employee to review the problems 
C)  Decrease their salary 
D)  Take the information to the manager's supervisor 
A)  Document the issue in the employees' personnel file 
B)  Meet with the individual employee to review the problems 
C)  Decrease their salary 
D)  Take the information to the manager's supervisor

Question 2

When the measurement process omits significant criteria,the measures are __________.

Accepted Answer

A)  Deficient 
B)  Contaminated 
C)  Tainted 
D)  Saturated 
A)  Deficient 
B)  Contaminated 
C)  Tainted 
D)  Saturated

Question 3

The process of evaluating an employee's performance is called the 360-degree evaluation.

Accepted Answer

A) True 
 B)False

Question 4

This type of rater error occurs when a manager rates an employee high or low on all job standards based on one characteristic __________.

Accepted Answer

A)  Recency errors 
B)  Strict errors 
C)  Halo effect errors 
D)  Rater bias errors 
A)  Recency errors 
B)  Strict errors 
C)  Halo effect errors 
D)  Rater bias errors

Question 5

Organizations develop performance management systems to define expectations for employees and to __________.

Accepted Answer

A)  Manage compensation 
B)  Reward for good performance 
C)  Document sub-par performance 
D)  Manage their performance 
A)  Manage compensation 
B)  Reward for good performance 
C)  Document sub-par performance 
D)  Manage their performance

Question 6

An effective performance management program __________.

Accepted Answer

A)  Compares and contrasts the administrative and development uses of performance appraisals 
B)  Describes the various methods of appraising performance 
C)  Defines the importance of the performance appraisal process 
D)  Identifies and resolves employee performance problems 
A)  Compares and contrasts the administrative and development uses of performance appraisals 
B)  Describes the various methods of appraising performance 
C)  Defines the importance of the performance appraisal process 
D)  Identifies and resolves employee performance problems

Question 7

One of the most common errors managers make when conducting appraisals is to use only recent events to judge employees' performance.

Accepted Answer

A) True 
 B)False

Question 8

The process of evaluating an employee's performance is called __________.

Accepted Answer

A)  Performance criteria 
B)  Performance process 
C)  Performance appraisal 
D)  Performance standards 
A)  Performance criteria 
B)  Performance process 
C)  Performance appraisal 
D)  Performance standards

Question 9

Any time managers make decisions that differentiate employees for promotions,dismissals,and layoffs,they should consider performance appraisals in making their decisions.

Accepted Answer

A) True 
 B)False

Question 10

Employees should be given performance standards when __________.

Accepted Answer

A)  Their performance is lacking 
B)  Their six month review 
C)  They are hired 
D)  When their manager sees fit 
A)  Their performance is lacking 
B)  Their six month review 
C)  They are hired 
D)  When their manager sees fit

Question 11

To avoid charges of discriminatory practices,performance appraisals must be __________.

Accepted Answer

A)  Conducted bi-annually 
B)  Conducted by an outside rater 
C)  Objective 
D)  All of the above 
A)  Conducted bi-annually 
B)  Conducted by an outside rater 
C)  Objective 
D)  All of the above

Question 12

In a/an __________,outside professionals review the manager's comments about each employee's performance,and then assign a rating.

Accepted Answer

A)  Field-review 
B)  Critical-incident narrative 
C)  Essay 
D)  Outside rater method 
A)  Field-review 
B)  Critical-incident narrative 
C)  Essay 
D)  Outside rater method

Question 13

Employee performance is important for organizations that are counting on their employees to help __________.

Accepted Answer

A)  Increase employee retention 
B)  Workplace culture 
C)  Meet organizational goals 
D)  All of the above 
A)  Increase employee retention 
B)  Workplace culture 
C)  Meet organizational goals 
D)  All of the above

Question 14

Reviewers should keep only positive information from the entire evaluation period,in that negative information will only be destructive to the employee and therefore cause poor performance.

Accepted Answer

A) True 
 B)False

Question 15

Management by objectives (MBO)__________.

Accepted Answer

A)  Evaluates the employee's performance as compared to management objectives 
B)  Compares standardized behavioral descriptions to the employee's actual performance 
C)  Involves both the manager and the employee in setting objectives 
D)  Is usually not an effective method because employees are not allowed discretion in the objectives set by management 
A)  Evaluates the employee's performance as compared to management objectives 
B)  Compares standardized behavioral descriptions to the employee's actual performance 
C)  Involves both the manager and the employee in setting objectives 
D)  Is usually not an effective method because employees are not allowed discretion in the objectives set by management

Question 16

Often times,outside raters are used to evaluate __________.

Accepted Answer

A)  Researchers 
B)  Executives 
C)  Both A and B 
D)  Neither A nor B 
A)  Researchers 
B)  Executives 
C)  Both A and B 
D)  Neither A nor B

Question 17

What tools do managers use to improve employees' performance?

Accepted Answer

A)  Progressive discipline processes 
B)  Performance appraisals 
C)  Job descriptions 
D)  All of the above 
A)  Progressive discipline processes 
B)  Performance appraisals 
C)  Job descriptions 
D)  All of the above

Question 18

Peer rating processes are developed to help managers collect performance information by using teams and peers that the employee has worked with during __________.

Accepted Answer

A)  His/her orientation 
B)  The last year 
C)  His/her tenor with the organization 
D)  The evaluation period 
A)  His/her orientation 
B)  The last year 
C)  His/her tenor with the organization 
D)  The evaluation period

Question 19

Multisource ratings are often difficult to use because there is usually greater variability than expected in the ratings from different sources.

Accepted Answer

A) True 
 B)False

Question 20

Results-based criteria,when used for evaluation performance __________.

Accepted Answer

A)  Focuses on specific behaviors that lead to job success 
B)  Considers what the employee has done or accomplished 
C)  Determines how well the employees do their jobs 
D)  Identifies character traits that result from job success 
A)  Focuses on specific behaviors that lead to job success 
B)  Considers what the employee has done or accomplished 
C)  Determines how well the employees do their jobs 
D)  Identifies character traits that result from job success

When managers have information about performance problems,they should first __________.

When the measurement process omits significant criteria,the measures are __________.

The process of evaluating an employee's performance is called the 360-degree evaluation.

This type of rater error occurs when a manager rates an employee high or low on all job standards based on one characteristic __________.

Organizations develop performance management systems to define expectations for employees and to __________.

An effective performance management program __________.

One of the most common errors managers make when conducting appraisals is to use only recent events to judge employees' performance.

The process of evaluating an employee's performance is called __________.

Any time managers make decisions that differentiate employees for promotions,dismissals,and layoffs,they should consider performance appraisals in making their decisions.

Employees should be given performance standards when __________.

To avoid charges of discriminatory practices,performance appraisals must be __________.

In a/an __________,outside professionals review the manager's comments about each employee's performance,and then assign a rating.

Employee performance is important for organizations that are counting on their employees to help __________.

Reviewers should keep only positive information from the entire evaluation period,in that negative information will only be destructive to the employee and therefore cause poor performance.

Management by objectives (MBO)__________.

Often times,outside raters are used to evaluate __________.

What tools do managers use to improve employees' performance?

Peer rating processes are developed to help managers collect performance information by using teams and peers that the employee has worked with during __________.

Multisource ratings are often difficult to use because there is usually greater variability than expected in the ratings from different sources.

Results-based criteria,when used for evaluation performance __________.

The Nature and Challenges of Healthcare HR Management

Healthcare HR Competencies, Structures, and Quality Standards

Strategic HR Management

Legal Issues Affecting the HR Workplace

Job Design and Analysis

Healthcare Recruitment and Selection

Organizational Relations and Employee Retention in Healthcare

Training and Development in Healthcare Organizations

Employee Relations in the Healthcare Industry

Labor Relations and Healthcare Organizations

Healthcare Compensation Practices

The Management of Benefits and Variable Pay in Healthcare

Safety, Health, and Security in Healthcare Organizations

Filters

Exam 9: Performance Management in Healthcare Organizations

When managers have information about performance problems,they should first __________.

When the measurement process omits significant criteria,the measures are __________.

The process of evaluating an employee's performance is called the 360-degree evaluation.

This type of rater error occurs when a manager rates an employee high or low on all job standards based on one characteristic __________.

Organizations develop performance management systems to define expectations for employees and to __________.

An effective performance management program __________.

One of the most common errors managers make when conducting appraisals is to use only recent events to judge employees' performance.

The process of evaluating an employee's performance is called __________.

Any time managers make decisions that differentiate employees for promotions,dismissals,and layoffs,they should consider performance appraisals in making their decisions.

Employees should be given performance standards when __________.

To avoid charges of discriminatory practices,performance appraisals must be __________.

In a/an __________,outside professionals review the manager's comments about each employee's performance,and then assign a rating.

Employee performance is important for organizations that are counting on their employees to help __________.

Reviewers should keep only positive information from the entire evaluation period,in that negative information will only be destructive to the employee and therefore cause poor performance.

Management by objectives (MBO)__________.

Often times,outside raters are used to evaluate __________.

What tools do managers use to improve employees' performance?

Peer rating processes are developed to help managers collect performance information by using teams and peers that the employee has worked with during __________.

Multisource ratings are often difficult to use because there is usually greater variability than expected in the ratings from different sources.

Results-based criteria,when used for evaluation performance __________.

The Nature and Challenges of Healthcare HR Management

Healthcare HR Competencies, Structures, and Quality Standards

Strategic HR Management

Legal Issues Affecting the HR Workplace

Job Design and Analysis

Healthcare Recruitment and Selection

Organizational Relations and Employee Retention in Healthcare

Training and Development in Healthcare Organizations

Employee Relations in the Healthcare Industry

Labor Relations and Healthcare Organizations

Healthcare Compensation Practices

The Management of Benefits and Variable Pay in Healthcare

Safety, Health, and Security in Healthcare Organizations

Filters