Question 1

A(n) _____ is a gathering at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.

Accepted Answer

A)   assessment center
B)   360-degree performance appraisal
C)   reliability meeting
D)   performance leadership council
E)   calibration meeting

Question 2

Define types of rating errors,and explain how to minimize them.

Accepted Answer

Several kinds of errors and biases commo...

Question 3

The administrative purpose of a performance management system refers to:

Accepted Answer

A)   linking employees' behaviors with the organization's goals.
B)   developing employees' knowledge and skills.
C)   linking performance measurements to the organization's goals and communicating the goals and feedback about performance to employees.
D)   measuring each employee's performance to identify areas where expectations are not being met.
E)   the ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs.

Question 4

If different raters make different kinds of _____ errors,scores by these raters cannot be compared.

Accepted Answer

A)   similarity
B)   distributional
C)   contrast
D)   halo
E)   horns

Question 5

An organization helps link employees' behavior with the organization's goals.This helps the organization serve its _____ purpose.

Accepted Answer

A)   strategic
B)   logistical
C)   administrative
D)   developmental
E)   evaluative

Question 6

Total quality management differs from traditional performance measurement in that it:

Accepted Answer

A)   has an external, rather than an internal, focus.
B)   is a top-down review process.
C)   assesses both individual performance and the system within which the individual works.
D)   focuses exclusively on support decisions about work assignments, training, and compensation.
E)   provides only subjective feedback based on the work process.

Question 7

To rate employee behaviors,the organization begins by defining which behaviors are associated with success on the job.

Accepted Answer

A) True 
 B)False

Question 8

How does total quality management (TQM) obtain objective feedback?

Accepted Answer

A)   From the methods that use charts to detail causes of problems, measures of performance, or relationships between work-related variables.
B)   From the methods that rate behaviors in terms of a scale showing specific statements of behavior that describe different levels of performance.
C)   From the methods that use several statements describing each trait to produce a final score for that trait.
D)   From the method that lists traits and provides feedback for each trait.
E)   From managers, peers, and customers about the employee's personal qualities.

Question 9

In the forced-distribution method of performance measurement,managers rank employees in their group from the highest performer to the poorest performer.

Accepted Answer

A) True 
 B)False

Question 10

The critical-incident method is used to rate behaviors for performance evaluation.

Accepted Answer

A) True 
 B)False

Question 11

In the case of performance appraisal,_____ refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance.

Accepted Answer

A)   acceptability
B)   specificity
C)   reliability
D)   dependability
E)   validity

Question 12

Which of the following is true about the paired-comparison method of measuring employee performance?

Accepted Answer

A)   It is time consuming if a group has more than a handful of employees.
B)   It is also known as the alternation ranking method.
C)   It rates everyone favorably or near the center of the scale.
D)   It assigns a certain percentage of employees to each category in a set of categories.
E)   It requires managers to rank employees in their group from the highest performer to the poorest performer.

Question 13

How does a manager motivate an employee who lacks the ability to perform?

Accepted Answer

A)   Demonstrate that the employee is being paid fairly and adequately.
B)   Restructure the job so that the employee can handle it.
C)   Refer the employee to a counselor for stress management.
D)   Direct the employee's attention to the problem by withholding rewards.
E)   Link rewards to performance outcomes.

Question 14

Traditional performance measurement differs from total quality management (TQM)in that it assesses both individual performance and the system within which the individual works.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following errors occur when a rater compares an individual,not against an objective standard,but against other employees?

Accepted Answer

A)   Contrast errors
B)   Distributional errors
C)   Halo errors
D)   Leniency errors
E)   Horns errors

Question 16

Which approach to performance feedback is generally most effective?

Accepted Answer

A)   Problem-solving
B)   Tell-and-sell
C)   Tell-and-listen
D)   Tell-and-train
E)   Listen-and-sell

Question 17

Which rater error makes it difficult to distinguish among employees rated by the same rater because the rater tends to use only one part of the rating scale?

Accepted Answer

A)   Contrast error
B)   Distributional error
C)   Halo error
D)   Error based on similarity
E)   Horns error

Question 18

_____ refers to telling employees exactly what is expected of them and how they can meet those expectations.

Accepted Answer

A)   Generalized instruction
B)   Employee orientation
C)   Specific feedback
D)   Overall opinion
E)   Strategic fit

Question 19

Lawsuits related to performance management usually involve charges of discrimination or unjust dismissal.

Accepted Answer

A) True 
 B)False

Question 20

Attribute-based performance methods are tightly linked to an organization's strategy.

Accepted Answer

A) True 
 B)False

Exam 8: Managing Employees Performance

Which of the following errors occur when a rater compares an individual,not against an objective standard,but against other employees?

Correct AnswerverifiedShow Answer

Which of the following is true about the paired-comparison method of measuring employee performance?

Correct AnswerverifiedShow Answer

How does total quality management (TQM) obtain objective feedback?

Correct AnswerverifiedShow Answer

Total quality management differs from traditional performance measurement in that it:

Correct AnswerverifiedShow Answer

In the case of performance appraisal,_____ refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance.

Correct AnswerverifiedShow Answer

_____ refers to telling employees exactly what is expected of them and how they can meet those expectations.

Correct AnswerverifiedShow Answer

To rate employee behaviors,the organization begins by defining which behaviors are associated with success on the job.

Correct AnswerverifiedShow Answer

Which approach to performance feedback is generally most effective?

Correct AnswerverifiedShow Answer

If different raters make different kinds of _____ errors,scores by these raters cannot be compared.

Correct AnswerverifiedShow Answer

An organization helps link employees' behavior with the organization's goals.This helps the organization serve its _____ purpose.

Correct AnswerverifiedShow Answer

The administrative purpose of a performance management system refers to:

Correct AnswerverifiedShow Answer

Which rater error makes it difficult to distinguish among employees rated by the same rater because the rater tends to use only one part of the rating scale?

Correct AnswerverifiedShow Answer

In the forced-distribution method of performance measurement,managers rank employees in their group from the highest performer to the poorest performer.

Correct AnswerverifiedShow Answer

How does a manager motivate an employee who lacks the ability to perform?

Correct AnswerverifiedShow Answer

Lawsuits related to performance management usually involve charges of discrimination or unjust dismissal.

Correct AnswerverifiedShow Answer

The critical-incident method is used to rate behaviors for performance evaluation.

Correct AnswerverifiedShow Answer

A(n) _____ is a gathering at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.

Correct AnswerverifiedShow Answer

Attribute-based performance methods are tightly linked to an organization's strategy.

Correct AnswerverifiedShow Answer

Define types of rating errors,and explain how to minimize them.

Correct AnswerverifiedSeveral kinds of errors and biases commo...View AnswerShow Answer

Traditional performance measurement differs from total quality management (TQM)in that it assesses both individual performance and the system within which the individual works.

Correct AnswerverifiedShow Answer

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