Exam 7: Appraising and Managing Performance

The best way for managers to encourage effective performance is to:

When assessing the basis of a performance problem,managers should focus on employee ability and motivation,and largely ignore situational factors,since these are beyond the employee's control.

A type of training that presents supervisors with fictitious examples of worker performance,asks the supervisor to evaluate the workers in the examples,and then tells them what their ratings should have been is referred to as ________.

Which term refers to observable characteristics that are associated with successful job performance?

Which of the following is a comprehensive list of the functions in a performance appraisal?

Your text argues for which of the following as the best model of performance management?

Shawn is reviewing a performance appraisal instrument with a scale of 1-10.Each number has a descriptive statement next to it,from 1 (rarely gives direction when assigning work)to 10 (makes expectations clear).This is an example of a(n):

The advantage of outcome-based appraisal systems is that they eliminate subjectivity and the potential for rater error.

The most common form of behavior appraisal instrument is a:

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?

Job performance dimensions are:

Additional Case 7.2 Shannon is the CEO of a firm that provides high-tech service support to other small businesses. He plans to revise the performance appraisal system to align it more closely with company goals. The tailored program should be fair and ethical and should produce consistent results. Shannon wants service employees to work together to maximize service quality. Since the sales force has not been particularly aggressive, sales are lagging. Shannon believes that profits and customer satisfaction will increase if sales people start providing after-sale service to customers. In the past, Shannon's sales managers have been receiving the same raises, regardless of their effectiveness. Now, Shannon wants to identify and reward the best-performing managers. By comparing managers across functions, Shannon believes he will be able to identify workers who are ready for more challenging responsibilities. -Refer to Additional Case 7.2.Madeline's evaluation of Juan most likely suggests that she:

The combination of peer,subordinate,and self-review is referred to as ________.

Most experts agree that in a team environment:

A pitfall of using relative judgments for performance appraisal is that they:

Additional Case 7.1 Shannon is the CEO of a firm that provides high-tech service support to other small businesses. He plans to revise the performance appraisal system to align it more closely with company goals. The tailored program should be fair and ethical and should produce consistent results. Shannon wants service employees to work together to maximize service quality. Since the sales force has not been particularly aggressive, sales are lagging. Shannon believes that profits and customer satisfaction will increase if sales people start providing after-sale service to customers. In the past, Shannon's sales managers have been receiving the same raises, regardless of their effectiveness. Now, Shannon wants to identify and reward the best-performing managers. By comparing managers across functions, Shannon believes he will be able to identify workers who are ready for more challenging responsibilities. -Refer to Additional Case 7.1.What perspective of the performance appraisal process does Shannon most likely have?

What are the advantages and disadvantages of using trait,behavioral,and outcome data to measure employee performance? In your answer,discuss the level of legal defense that each method provides.

________ is an appraisal format that asks supervisors to make judgments about an employee's performance based solely on performance standards.

A(n)________ is an appraisal tool that asks managers to assess the results achieved by workers.

How do factors such as the influence of liking,organizational politics,and employment laws affect the performance appraisal process? What can firms do to address these issues?