Exam 7: Appraising and Managing Performance

The implementation of a ________ process offers a well-rounded picture of an employee's performance.

Yolanda tends to appraise all workers in her department at the high end of the measuring scale.This may be due to a severity error.

Ahmad has been a line manager at a large jewelry factory for nearly 10 years.This year,the factory is letting the employees directly under him contribute to Ahmad's performance appraisal.This is an example of:

A(n)________ is a performance appraisal system in which workers at the same level in the organization rate one another.

Employee performance on the job is primarily a function of the employee's:

The "big picture" quality of the absolute rating system makes performance feedback too ambiguous to be beneficial.

Raters who commit severity errors generally:

Managers who maintain employee performance diaries most likely benefit from:

You are reviewing the performance appraisal conducted by your middle managers.You notice that Carrie tends to give each employee the same score across all dimensions of the evaluation.For example,Brian's scores all are in the average range while Karl's all tend to be in the excellent range,even though you know that each man has done very well on some and very poorly on some of the dimensions.Brian and Karl's evaluations exhibit a:

Trait-based performance appraisal systems are most similar to:

A manager is in the process of deciding how effective or ineffective an employee's behavior has been.This manager is in the ________ stage of the performance appraisal model.

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.You could most likely draw the conclusion that Matt's evaluations exemplify:

If supervisors want to help employees gain insight into their performance problems and have input into the performance appraisal,they should most likely use:

Relative ranking systems require managers to make performance distinctions among workers even if none actually exist.

Rational and political perspectives on performance appraisal differ in that the rational approach seeks as clear a definition of worker performance as possible,while the political perspective seeks ambiguity.

Sam,a data analyst,has not been completing tasks as quickly as his manager,Elizabeth,would like.Elizabeth has scheduled a meeting with Sam to discuss the issue.What should Elizabeth do first at the meeting?

Which of the following is NOT a situational factor in employee performance problems?

Emma is thinking through the future evaluation of her employees.Right now she is determining what specific areas of each employee's work to examine.Emma is in the process of:

Which of the following is an example of a situational factor affecting employee performance?

Those who manage employee performance effectively share some common management characteristics,such as: