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.Which of the following would most likely improve Gena's strategy for solving performance problems?

How do firms use performance appraisals? What is the difference between a performance appraisal system built on a relative or an absolute judgment format? What are the advantages and disadvantages of each format?

When it comes to the performance appraisal process:

The most common form of behavioral appraisal instrument tends to measure the value rather than the frequency of rated behaviors.

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.Which manager or managers would most likely leave the company vulnerable to a lawsuit because of the way they conduct performance appraisals?

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.Shannon is considering an appraisal system based on relative judgment.Which statement best supports the use of such a system?

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.The best appraisal system to enhance cooperation among service personnel would most likely be a:

Group performance appraisals are becoming more important in the U.S.business community,since teams are increasingly common in the workplace.As a manager,how would you appraise a team and its members in order to improve performance?

Colleen is appraising workers in the manufacturing department of a woodworking shop.She ranks Horace as the most skilled woodworker,Kayla as the second most skilled woodworker,and Eric as the least skilled of the three.Colleen is performing an absolute judgment appraisal.

Which of the following best summarizes the text's explanation of the political perspective in performance appraisal?

You are training first-line supervisors on how to give performance appraisals.In your explanation of the halo error,you tell these managers that they can avoid this mistake if they:

One of your managers returns from a management seminar eager to use a relative judgment system for performance appraisals.He asks you for your opinion about the value of such systems.It would be most accurate for you to state that relative judgment systems:

MBO performance appraisal systems focus primarily on employee:

Brito vs.Zia established that performance appraisals must meet all the legal requirements regarding tests in organizations.

A performance appraisal system in which workers review their supervisors is called a(n)________.

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.Chris's analysis most likely suggests which of the following plays a role in performance management?

All of the following are characteristics of supervisors who manage performance effectively EXCEPT:

Frame-of-reference training has been found to be particularly effective in eliminating:

An error in performance appraisals that reflects consistent biases on the part of the rater is referred to as ________.

Outcome-based appraisal tools have a tendency to: