Exam 7: Appraising and Managing Performance

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.In this training session you should most likely state that to improve performance,managers need to begin by:

A firm implementing a relative judgment performance appraisal system would most likely experience which of the following?

A company designs a performance evaluation process that evaluates the value of specific employee behaviors.The company is most likely using a(n):

Keith owns a small marketing firm and has 15 employees.Keith needs to implement a performance appraisal system.Which of the following is most important for Keith?

Which of the following is most likely a true statement about relative and absolute judgment appraisal systems?

When managers use performance appraisals to communicate a message to an employee rather than to measure actual performance,the performance appraisal is most likely being influenced by:

More firms are basing performance assessments on ________,which are observable characteristics that are associated with successful job performance.

The most common use of performance appraisals is to:

Catina is designing an assessment and performance managing program for her company's HR department.To manage employee performance most effectively,Catina should:

Which of the following is NOT a common criticism of trait appraisal instruments?

Frame-of-reference training helps managers avoid errors and bias in performance evaluations.

Which of the following is true about the influence of "liking" on performance appraisals?

________ is an aspect of performance that determines effective job performance.

Which of the following is an upward performance appraisal process?

Sheila believes the value of her employees' performance depends on her agenda or goals,and not on any objective standard.Sheila's perspective is a(n):

The identification,measurement,and management of human performance in organizations is referred to as ________.

Bob wants to focus this year's employee assessment interviews on discussing the traits each employee displays.You should most likely tell him that trait-based appraisal tools:

Which of the following is NOT a trait typically used on trait-based rating scales?

To be the most effective,all managers in a firm should maintain comparable rating standards.

________ is a goal-directed approach to performance appraisal in which workers and their supervisors set goals together for the upcoming evaluation period.