Question 1

Visible support of the performance management process by the CEO and senior management ensures that the system is consistently used across the company.

Accepted Answer

A) True 
 B)False

Question 2

The process through which an organization gets information on how closely an employee's actual performance meets his or her performance plan is known as

Accepted Answer

A) performance appraisal. 
B) job analysis. 
C) performance feedback. 
D) ability analysis. 
E) achievement discrepancy. 
A) performance appraisal. 
B) job analysis. 
C) performance feedback. 
D) ability analysis. 
E) achievement discrepancy.

Question 3

Teknikal Inc.decides to implement a new performance management system.It consists of a list of five traits used to evaluate all the employees.The manager considers one employee at a time and,on a continuum with different points,circles the number that signifies how much of a particular trait the individual has.Which type of performance management system is Teknikal Inc.using?

Accepted Answer

A) Probability distribution 
B) Simple ranking 
C) Forced distribution 
D) Paired comparison 
E) Graphic rating scale 
A) Probability distribution 
B) Simple ranking 
C) Forced distribution 
D) Paired comparison 
E) Graphic rating scale

Question 4

A situation in which evaluators purposefully distort a rating to achieve personal or company goals is referred to as

Accepted Answer

A) Bayesian inference. 
B) group dynamics. 
C) 360-degree feedback. 
D) appraisal politics. 
E) the similar to me error. 
A) Bayesian inference. 
B) group dynamics. 
C) 360-degree feedback. 
D) appraisal politics. 
E) the similar to me error.

Question 5

Which of the following is true regarding the attribute approach to performance management?

Accepted Answer

A) There is usually a high congruence between the techniques used in this approach and the company's strategy. 
B) The methods usually have clearer performance standards due to which different raters provide similar ratings and rankings. 
C) It is easy to develop and is generalizable across organizations and strategies. 
D) It provides specific guidance and feedback to employees. 
E) The ratings from this approach are easily accepted by employees during feedback. 
A) There is usually a high congruence between the techniques used in this approach and the company's strategy. 
B) The methods usually have clearer performance standards due to which different raters provide similar ratings and rankings. 
C) It is easy to develop and is generalizable across organizations and strategies. 
D) It provides specific guidance and feedback to employees. 
E) The ratings from this approach are easily accepted by employees during feedback.

Question 6

A measure that results in drastically different ratings over time lacks ________ reliability.

Accepted Answer

A) internal consistency 
B) interrater 
C) parallel-forms 
D) test-retest 
E) inter-method 
A) internal consistency 
B) interrater 
C) parallel-forms 
D) test-retest 
E) inter-method

Question 7

Globo Analytics Inc.,a data analysis company,has modified its performance management system.Apart from training employees on their specific tasks,the trainers and managers help the employees become more aware of the overall goals of the company and how their individual performances influence the broader goals of the company.As a result of this,employees' performances have become more consistent with the organization's strategies,goals,and culture.This initiative of Globo focuses on the ________ criterion of performance management.

Accepted Answer

A) consistency 
B) strategic congruence 
C) social 
D) acceptability 
E) risk avoidance 
A) consistency 
B) strategic congruence 
C) social 
D) acceptability 
E) risk avoidance

Question 8

Which of the following is an example of using performance management to fulfill an administrative purpose?

Accepted Answer

A) Define the results,behaviors,and,to some extent,employee characteristics that are necessary. 
B) Develop employees who are effective at their jobs. 
C) Use performance appraisal to make decisions such as pay raises,promotions,retention-termination,layoffs,and recognition of individual performance. 
D) Identify employees' strengths and weaknesses and link employees to appropriate training and development activities. 
E) Confront employees with their performance weaknesses. 
A) Define the results,behaviors,and,to some extent,employee characteristics that are necessary. 
B) Develop employees who are effective at their jobs. 
C) Use performance appraisal to make decisions such as pay raises,promotions,retention-termination,layoffs,and recognition of individual performance. 
D) Identify employees' strengths and weaknesses and link employees to appropriate training and development activities. 
E) Confront employees with their performance weaknesses.

Question 9

The quality approach relies primarily on a combination of the attribute and results approaches to performance measurement.

Accepted Answer

A) True 
 B)False

Question 10

Result-based approaches to performance measurement assume that subjectivity can be eliminated from the measurement process.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following statements best defines the acceptability of a performance measure?

Accepted Answer

A) It is the extent to which the performance management system elicits job performance that is consistent with the organization's strategy,goals,and culture. 
B) It is the extent to which a performance measure gives detailed guidance to employees about what is expected of them and in what ways they are unsuitable for the job. 
C) It is the extent to which a performance measure assesses all the relevant-and only the relevant-aspects of job performance. 
D) It is the extent to which a performance measure is free from random error. 
E) It is the extent to which a performance measure is deemed to be satisfactory or adequate by those who use it. 
A) It is the extent to which the performance management system elicits job performance that is consistent with the organization's strategy,goals,and culture. 
B) It is the extent to which a performance measure gives detailed guidance to employees about what is expected of them and in what ways they are unsuitable for the job. 
C) It is the extent to which a performance measure assesses all the relevant-and only the relevant-aspects of job performance. 
D) It is the extent to which a performance measure is free from random error. 
E) It is the extent to which a performance measure is deemed to be satisfactory or adequate by those who use it.

Question 12

________,attended by managers,provide a way to help ensure that performance is evaluated consistently across managers and to reduce the influence of rating errors and politics on appraisals.

Accepted Answer

A) Calibration meetings 
B) Frame-of-reference trainings 
C) Multidimensional trainings 
D) Rater accuracy trainings 
E) Succession planning meetings 
A) Calibration meetings 
B) Frame-of-reference trainings 
C) Multidimensional trainings 
D) Rater accuracy trainings 
E) Succession planning meetings

Question 13

________ is the means through which managers ensure that employees' activities and outputs are congruent with the organization's goals.

Accepted Answer

A) Performance standardization 
B) Performance budgeting 
C) Performance management 
D) Performance indicator 
E) Performance dampener 
A) Performance standardization 
B) Performance budgeting 
C) Performance management 
D) Performance indicator 
E) Performance dampener

Question 14

A performance measure is said to be contaminated when

Accepted Answer

A) it does not measure all aspects of performance. 
B) it evaluates irrelevant aspects of performance. 
C) it is a subjective supervisory measure of job performance. 
D) it is not reliable over time. 
E) the overlap between actual job performance and the measure of job performance is maximized. 
A) it does not measure all aspects of performance. 
B) it evaluates irrelevant aspects of performance. 
C) it is a subjective supervisory measure of job performance. 
D) it is not reliable over time. 
E) the overlap between actual job performance and the measure of job performance is maximized.

Question 15

Which of the following attribute approaches to performance management is most commonly used?

Accepted Answer

A) Behaviorally anchored rating scales 
B) Mixed standard scales 
C) Behavior observation scales 
D) Graphic rating scales 
E) Simple ranking scales 
A) Behaviorally anchored rating scales 
B) Mixed standard scales 
C) Behavior observation scales 
D) Graphic rating scales 
E) Simple ranking scales

Question 16

CobWeb Inc.,a software firm,assesses managers based on how well they understand their subordinates,as well as the factors involved in their poor performance.Which of the following examples is the most appropriate evaluation of the input factors involved in analyzing poor performance?

Accepted Answer

A) Lin considers if her subordinate has the technical skills required for the task. 
B) Rocio checks if his subordinate is emotionally able to perform at the expected level. 
C) Aliya looks into whether her subordinate has been given information about his performance. 
D) Will analyzes if performance consequences are given in a timely manner. 
E) DeShaun checks if the job flow and procedures are logical. 
A) Lin considers if her subordinate has the technical skills required for the task. 
B) Rocio checks if his subordinate is emotionally able to perform at the expected level. 
C) Aliya looks into whether her subordinate has been given information about his performance. 
D) Will analyzes if performance consequences are given in a timely manner. 
E) DeShaun checks if the job flow and procedures are logical.

Question 17

Which of the following is true about the results approach to performance management?

Accepted Answer

A) The results approach relies primarily on a combination of the attribute and results approaches to performance measurement. 
B) The results approach virtually eliminates problems of leniency,central tendency,and strictness. 
C) The techniques of the results approach usually have very little congruence with the company's strategy. 
D) The results approach is usually highly unacceptable to both managers and employees. 
E) The results approach minimizes subjectivity,relying on objective,quantifiable indicators of performance. 
A) The results approach relies primarily on a combination of the attribute and results approaches to performance measurement. 
B) The results approach virtually eliminates problems of leniency,central tendency,and strictness. 
C) The techniques of the results approach usually have very little congruence with the company's strategy. 
D) The results approach is usually highly unacceptable to both managers and employees. 
E) The results approach minimizes subjectivity,relying on objective,quantifiable indicators of performance.

Question 18

Darla is planning to rank her employees again this year.She has put Aaliyah at the top of the list and then proceeds to cross her off.Which comparative approach is she using?

Accepted Answer

A) Simple ranking 
B) Alternation ranking 
C) Reverse ranking 
D) Elimination by aspect 
E) Forced distribution 
A) Simple ranking 
B) Alternation ranking 
C) Reverse ranking 
D) Elimination by aspect 
E) Forced distribution

Question 19

What does the comparative approach do in terms of measuring performance? Discuss how ranking can impact the employee and ultimately his or her performance.

Accepted Answer

The comparative approach to performance

Question 20

Elle Inc.is a firm that holds frequent reviews and feedback sessions for its employees.It demands that the same person review the employees of a team to ensure that the performance evaluation is consistent; tests-retests are conducted periodically to make sure the evaluation is consistent.These two steps taken by Elle Inc.focus on the ________ of performance management.

Accepted Answer

A) reliability 
B) strategic congruence 
C) specificity 
D) acceptability 
E) validity 
A) reliability 
B) strategic congruence 
C) specificity 
D) acceptability 
E) validity

Visible support of the performance management process by the CEO and senior management ensures that the system is consistently used across the company.

The process through which an organization gets information on how closely an employee's actual performance meets his or her performance plan is known as

A situation in which evaluators purposefully distort a rating to achieve personal or company goals is referred to as

Which of the following is true regarding the attribute approach to performance management?

A measure that results in drastically different ratings over time lacks ________ reliability.

Which of the following is an example of using performance management to fulfill an administrative purpose?

The quality approach relies primarily on a combination of the attribute and results approaches to performance measurement.

Result-based approaches to performance measurement assume that subjectivity can be eliminated from the measurement process.

Which of the following statements best defines the acceptability of a performance measure?

________,attended by managers,provide a way to help ensure that performance is evaluated consistently across managers and to reduce the influence of rating errors and politics on appraisals.

________ is the means through which managers ensure that employees' activities and outputs are congruent with the organization's goals.

A performance measure is said to be contaminated when

Which of the following attribute approaches to performance management is most commonly used?

CobWeb Inc.,a software firm,assesses managers based on how well they understand their subordinates,as well as the factors involved in their poor performance.Which of the following examples is the most appropriate evaluation of the input factors involved in analyzing poor performance?

Which of the following is true about the results approach to performance management?

Darla is planning to rank her employees again this year.She has put Aaliyah at the top of the list and then proceeds to cross her off.Which comparative approach is she using?

What does the comparative approach do in terms of measuring performance? Discuss how ranking can impact the employee and ultimately his or her performance.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the Hrm Function

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Exam 8: Performance Management

Visible support of the performance management process by the CEO and senior management ensures that the system is consistently used across the company.

The process through which an organization gets information on how closely an employee's actual performance meets his or her performance plan is known as

A situation in which evaluators purposefully distort a rating to achieve personal or company goals is referred to as

Which of the following is true regarding the attribute approach to performance management?

A measure that results in drastically different ratings over time lacks ________ reliability.

Which of the following is an example of using performance management to fulfill an administrative purpose?

The quality approach relies primarily on a combination of the attribute and results approaches to performance measurement.

Result-based approaches to performance measurement assume that subjectivity can be eliminated from the measurement process.

Which of the following statements best defines the acceptability of a performance measure?

________,attended by managers,provide a way to help ensure that performance is evaluated consistently across managers and to reduce the influence of rating errors and politics on appraisals.

________ is the means through which managers ensure that employees' activities and outputs are congruent with the organization's goals.

A performance measure is said to be contaminated when

Which of the following attribute approaches to performance management is most commonly used?

CobWeb Inc.,a software firm,assesses managers based on how well they understand their subordinates,as well as the factors involved in their poor performance.Which of the following examples is the most appropriate evaluation of the input factors involved in analyzing poor performance?

Which of the following is true about the results approach to performance management?

Darla is planning to rank her employees again this year.She has put Aaliyah at the top of the list and then proceeds to cross her off.Which comparative approach is she using?

What does the comparative approach do in terms of measuring performance? Discuss how ranking can impact the employee and ultimately his or her performance.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the Hrm Function

Filters