Question 1

Behavioral approaches to performance measurement, such as organizational behavior modification and rating scales, tend to be biased.

Accepted Answer

A) True 
 B)False

Question 2

When Keenan joined Rod Riders as its human resource manager, he was surprised to hear some of the executives repeatedly laughing over stories about how the company's founder ensured that his fraternity brothers moved into management positions. According to the stories, the executives embellished the performance appraisals of these employees, which also influenced later staffing decisions. Keenan talked to some employees about performance management at Rod Riders and learned that the system was widely viewed as corrupt. What can Keenan do, besides discouraging the storytelling, to decrease the political behavior related to performance management?

Accepted Answer

A)   He should learn to accept political behavior, because it occurs in every organization.
B)   He should make sure that raters are accountable to each employee being evaluated.
C)   He should make sure appraisal results are directly linked to highly desirable rewards.
D)   He should persuade executives not to tolerate or ignore distorted ratings.
E)   He should train managers to list only the accomplishments their employees are aware of.

Question 3

Payton was recently dismissed from her job in a hardware store. She had often been late for work, and she was so unresponsive to customers' needs that the store had received several complaints about her. Furthermore, she frequently complained about policies and procedures. A week after Payton's dismissal, the store's manager learned that Payton intended to sue the company for wrongful dismissal. She was saying she had complained of management's misdeeds, so the company retaliated. How should the human resource department have prepared the company for this situation?

Accepted Answer

A)   by using a single well-trained rater to evaluate each employee and by having upper-level managers review those evaluations
B)   by dismissing poor performers quickly, rather than raising false hopes with coaching and training programs
C)   by basing the performance management system on measurement of employee traits, not behaviors
D)   by setting up a performance management system that documents employee performance problems
E)   by setting up a performance management system that provides evidence of management's misdeeds

Question 4

Zachary was recently made the manager of his department at Cyscon Co. He has to evaluate his subordinates' behavior in the next two weeks and is unsure if he should use the behaviorally anchored rating scale (BARS)  or the behavioral observation scale (BOS)  to assess their behavior. Which characteristic of the two would help Zachary decide the scale that would be most appropriate for him to use?

Accepted Answer

A)   A BARS asks the manager to rate the frequency with which the employee has exhibited the behavior during the rating period.
B)   A BOS discards many items in creating the rating scale.
C)   A BOS uses many instances to define the behaviors necessary for effective performance.
D)   A BARS is represented by ease of use and maintains objectivity efficiently.
E)   A BARS requires a large amount of information as compared to BOS.

Question 5

Self-appraisals are appropriate as the basis for administrative decisions.

Accepted Answer

A) True 
 B)False

Question 6

Bernard, the CEO of RTT Co., believes the goals of the company must be divided into smaller departmental and individual goals. The accomplishment of these smaller goals will allow employees at all levels to contribute to accomplishment of the bigger goals of the company. In the context of measuring performance results, Bernard's belief can be best justified using

Accepted Answer

A)   total quality management.
B)   the behavioral observational scale method.
C)   the critical-incident method.
D)   statistical quality control.
E)   management by objectives.

Question 7

Spencer & Solomon, CPAs, brought in an HR consulting firm to evaluate the firm's performance management system. The firm has offices in six locations, and the manager of each location rates the office's staff members using a 5-point rating scale. After studying the appraisal results from the past three years, the consultants reported that they cannot make comparisons among the offices. What is the most likely problem?

Accepted Answer

A)   The consultants aren't qualified to analyze this type of rating system.
B)   One office has exceptional people, so contrast errors are occurring.
C)   The managers let their opinions of one quality color their opinions of others.
D)   The managers are making distributional errors, each using only part of the rating scale.
E)   The managers tend to give higher ratings to people they consider similar to themselves.

Question 8

Kathryn, a manager at Harper Haw, uses a rating tool to evaluate the performance of her subordinates. However, she finds that the scale she used did not yield consistent results, and she could not determine if a change had taken place in the performance of the employees. What was lacking in the rating scale?

Accepted Answer

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

Question 9

Fiona, a supervisor at Ronaldo Co., wants to compare the performance of her employees. If she does this by listing the employees from best to worst performer, which term describes her method?

Accepted Answer

A)   simple ranking
B)   mixed-standards scale
C)   critical-incident method
D)   graphic rating scale
E)   organizational behavior modification

Question 10

Besides a discussion of the employee's past behavior, what other topic(s)  are most important to include in a performance feedback meeting?

Accepted Answer

A)   a description of the employee's personality
B)   the supervisor "telling and selling" the ratings
C)   opinions about other employees in the organization
D)   goal setting and a decision about when to follow up
E)   strategic planning and a link to personal goals

Question 11

The human resource department of Wallace Corp. brings in a consultant to evaluate its performance management system. The consultant says he evaluated the validity of the system's performance measures and identified some deficiencies. What does the consultant mean?

Accepted Answer

A)   Some attitudes that are being measured are unrelated to success on the job.
B)   Results gathered in certain ways are inconsistent from one rater to another.
C)   Results gathered in certain ways are inconsistent over time.
D)   Some behaviors that contribute to business success are not being measured.
E)   The performance measures are too vague to provide useful guidance.

Question 12

Discuss the various purposes of performance management systems.

Accepted Answer

Organizations establish performance mana...

Question 13

List three ways a manager can schedule performance feedback.

Accepted Answer

Possible answers for scheduling of a per...

Question 14

Which manager is using the most effective approach to conducting a performance feedback session?

Accepted Answer

A)   Bianca focuses on her employees' personalities, as she helps each one work with her to solve problems.
B)   Pamela tells each employee his or her ratings and then justifies each rating, citing specific behaviors.
C)   Craig goes through the evaluation form, point by point, telling why he provided the information in each item.
D)   Evan works with each employee to solve performance problems respectfully, focusing on behaviors.
E)   Ruby lets the employee voice his or her opinions, and then she replies with her assessment of the employee's personality traits.

Question 15

The HR team at Rod Inc. is meeting to discuss ways to improve the validity of its performance management system. One staffer suggests adding customer evaluations of the sales representatives in order to gauge their impact on customer satisfaction and sales. What is the major challenge of this approach?

Accepted Answer

A)   Customers have a tendency to inflate assessments of salespeople's performance.
B)   The customers are the only people who directly observe a sales representative's performance.
C)   The employees' jobs do not involve direct service to customer.
D)   Customer evaluations could cost hundreds of dollars for each salesperson.
E)   Information about customer satisfaction would be easier to gather from peers.

Question 16

What is the first step in performance management process?

Accepted Answer

A)   evaluating performance
B)   developing employee goals, behavior, and actions to achieve outcomes
C)   providing consequences for performance results
D)   defining performance outcomes for company division and department
E)   identifying improvements needed

Question 17

Describe the types of rating errors that influence performance evaluation, and explain the ways in which they can be minimized.

Accepted Answer

Several kinds of errors and biases commo...

Question 18

List the advantages and disadvantages of using managers, peers, subordinates, self, and customers as sources of performance information.

Accepted Answer

Managers. Advantages: Supervisors have e...

Question 19

Braddington Inc. wants to assess the performance of its employees. It uses a questionnaire that has a usually high fit with strategy, usually high validity, usually high reliability, moderate acceptability, and very high specificity. Which approach to employee performance is being focused on by this questionnaire?

Accepted Answer

A)   results
B)   quality
C)   behavioral
D)   comparative
E)   attribute

Question 20

What is the last step in performance management process?

Accepted Answer

A)   defining performance outcomes for company division and department
B)   identifying improvements needed
C)   developing employee goals, behavior, and actions to achieve outcomes
D)   evaluating performance
E)   providing consequences for performance results

Exam 10: Managing Employees Performance

List the advantages and disadvantages of using managers, peers, subordinates, self, and customers as sources of performance information.

Correct Answer
verified
Managers. Advantages: Supervisors have e...
View Answer

Describe the types of rating errors that influence performance evaluation, and explain the ways in which they can be minimized.

Correct Answer
verified
Several kinds of errors and biases commo...
View Answer

List three ways a manager can schedule performance feedback.

Correct Answer
verified
Possible answers for scheduling of a per...
View Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

What is the last step in performance management process?

Correct Answer
verified

Fiona, a supervisor at Ronaldo Co., wants to compare the performance of her employees. If she does this by listing the employees from best to worst performer, which term describes her method?

Correct Answer
verified

Which manager is using the most effective approach to conducting a performance feedback session?

Correct Answer
verified

Discuss the various purposes of performance management systems.

Correct Answer
verified
Organizations establish performance mana...
View Answer

Correct Answer
verified

Besides a discussion of the employee's past behavior, what other topic(s) are most important to include in a performance feedback meeting?

Correct Answer
verified

Behavioral approaches to performance measurement, such as organizational behavior modification and rating scales, tend to be biased.

Correct Answer
verified

Correct Answer
verified

Self-appraisals are appropriate as the basis for administrative decisions.

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

The human resource department of Wallace Corp. brings in a consultant to evaluate its performance management system. The consultant says he evaluated the validity of the system's performance measures and identified some deficiencies. What does the consultant mean?

Correct Answer
verified

Correct Answer
verified

What is the first step in performance management process?

Correct Answer
verified

Exam 10: Managing Employees Performance

List the advantages and disadvantages of using managers, peers, subordinates, self, and customers as sources of performance information.

Correct AnswerverifiedManagers. Advantages: Supervisors have e...View AnswerShow Answer

Describe the types of rating errors that influence performance evaluation, and explain the ways in which they can be minimized.

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

List three ways a manager can schedule performance feedback.

Correct AnswerverifiedPossible answers for scheduling of a per...View AnswerShow Answer

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

What is the last step in performance management process?

Correct AnswerverifiedShow Answer

Fiona, a supervisor at Ronaldo Co., wants to compare the performance of her employees. If she does this by listing the employees from best to worst performer, which term describes her method?

Correct AnswerverifiedShow Answer

Which manager is using the most effective approach to conducting a performance feedback session?

Correct AnswerverifiedShow Answer

Discuss the various purposes of performance management systems.

Correct AnswerverifiedOrganizations establish performance mana...View AnswerShow Answer

Correct AnswerverifiedShow Answer

Besides a discussion of the employee's past behavior, what other topic(s) are most important to include in a performance feedback meeting?

Correct AnswerverifiedShow Answer

Behavioral approaches to performance measurement, such as organizational behavior modification and rating scales, tend to be biased.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Self-appraisals are appropriate as the basis for administrative decisions.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

The human resource department of Wallace Corp. brings in a consultant to evaluate its performance management system. The consultant says he evaluated the validity of the system's performance measures and identified some deficiencies. What does the consultant mean?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

What is the first step in performance management process?

Correct AnswerverifiedShow Answer

Correct Answer
verified
Managers. Advantages: Supervisors have e...
View Answer

Correct Answer
verified
Several kinds of errors and biases commo...
View Answer

Correct Answer
verified
Possible answers for scheduling of a per...
View Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified
Organizations establish performance mana...
View Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified