Question 1

In the context of effectiveness of performance management, ________ means the extent to which a measurement tool actually measures what it is intended to measure.

Accepted Answer

A)   validity
B)   dependability
C)   acceptability
D)   reliability
E)   specificityF) B) and E)
G) A) and B)

Question 2

Kate, the CEO of Era Co., wants to carry out the first company-wide performance appraisal. However, she needs to make sure that the information obtained for performance appraisal is free of bias and that the managers have provided information about subordinates without any personal issues influencing the information. Which option will assist Kate in obtaining her objective?

Accepted Answer

A)   Kate must focus on obtaining information only from supervisors of employees being appraised because managers have incentives for giving accurate information.
B)   Kate must occasionally work alongside the employees to ensure that they are working diligently.
C)   Kate must personally question all the managers who appraise their subordinates in the performance appraisal as this will ensure integrity of information.
D)   Kate must devise a policy that focuses on confidentiality of appraisal information once it is gathered from different sources because this will ensure security of information.
E)   Kate must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates.F) A) and C)
G) A) and E)

Question 3

Dylan, a vice president of human resources, recommends adding self-appraisals to the company's performance management system. The other executives wonder why, since people would certainly want to inflate scores of their own performance. Which statement best supports Dylan's idea of using self-appraisals?

Accepted Answer

A)   Self-ratings are the best source of information.
B)   Differences between employees' self-ratings and peer's ratings can be fruitful topics for discussion.
C)   Employees can wait until after a feedback session to evaluate their own performance.
D)   Evaluating one's contributions gets employees thinking about their performance.
E)   Self-appraisals are especially important when an employee's job requires direct service to customers.F) B) and E)
G) B) and C)

Question 4

The paired-comparison method measures the consistency of results over time.

Accepted Answer

A) True 
 B)False

Question 5

Keith, a human resource manager at Uno Inc., is considering the use of self-appraisals. Which statement is TRUE about self-appraisals?

Accepted Answer

A)   There are no disagreements between a manager and an employee when self-appraisal is used.
B)   Self-rating is the most preferred source of performance appraisal information.
C)   Employees have a tendency to inflate their self-assessments.
D)   Self-appraisals serve as an ideal basis for administrative decisions.
E)   Self-appraisals are necessary for a 360-degree performance appraisal.F) A) and C)
G) A) and D)

Question 6

Performance management requires knowing what activities and outputs are desired, observing whether they occur, and providing feedback to help employees meet expectations.

Accepted Answer

A) True 
 B)False

Question 7

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-sellF) None of the above
G) A) and C)

Question 8

John and Nina, managers at Aderton Enterprises, want to the check the consistency of results for a performance measure that uses ratings by a supervisor. They want to know if different supervisors would rate the same behavior the same way. In the context of criteria for effective performance management, John and Nina are interested in the measure's

Accepted Answer

A)   validity.
B)   test-retest reliability.
C)   specificity.
D)   interrater reliability.
E)   accountability.F) All of the above
G) A) and B)

Question 9

What attitude do employees typically express toward performance feedback?

Accepted Answer

A)   They prefer not to get feedback, because the experience feels awkward.
B)   They prefer to get all their feedback at one time, during an annual performance review.
C)   They like to be surprised, especially if the feedback is positive.
D)   They appreciate regular feedback, because they want to know if they are on track.
E)   They are most engaged when the company schedules feedback every few months.F) C) and E)
G) All of the above

Question 10

What is an advantage of using results-oriented performance measurement?

Accepted Answer

A)   It is very effective in providing guidance on how an employee can improve.
B)   It is relatively easy to link to the organization's goals.
C)   It is generally more subjective than other kinds of performance measurement.
D)   It is highly acceptable to employees but not to managers.
E)   It tends to be highly valid.F) C) and D)
G) A) and B) B

Question 11

Sabrina, a production manager at Orrin Co., needs to measure the performance of 12 of her subordinates. She divides the number of employees into categories like exceptional, above average, average, and below average. She assigns a certain percentage of employees to each category to determine the quality of their performances. In the context of methods for measuring performance, Sabrina is using the ________ method.

Accepted Answer

A)   alternation ranking
B)   rating attribute
C)   mixed-standard
D)   paired-comparison
E)   forced-distributionF) None of the above
G) D) and E)

Question 12

In a "tell-and-sell" approach, managers tell the employees their ratings and then justify those ratings.

Accepted Answer

A) True 
 B)False

Question 13

Olivia is giving feedback to an employee who hopes to move into a supervisory role someday. Which statement represents the most effective kind of feedback?

Accepted Answer

A)   "You don't seem very motivated lately."
B)   "You need to demonstrate stronger leadership if you want a promotion."
C)   "You are well organized, and your co-workers really like you."
D)   "Last week, when we had a problem, your comments shifted the team from complaining to problem solving."
E)   "When we have problems, you have a great attitude, and that will help you as a supervisor someday."F) None of the above
G) All of the above

Question 14

The critical-incident method requires managers to keep a record of specific examples of the employee acting in ways that are either effective or ineffective.

Accepted Answer

A) True 
 B)False

Question 15

The management of D&D Group wants to begin electronically monitoring the computer work of the employees who process claims filed by customers. Eden, the company's human resource executive, expects that employees will resist the monitoring, because they will feel robbed of their human dignity. How could the human resource department best address this concern?

Accepted Answer

A)   by telling employees the company has reason to believe something is wrong with their performance
B)   by keeping quiet the real purpose of the monitoring
C)   by making the data available on the company's intranet, so employees can compare their daily results with what others accomplished
D)   by applying the data to employee development programs that can help employees advance in their careers
E)   by sending the data to employee assistance programs to help with their mental health problemsF) A) and D)
G) C) and D)

Question 16

Subordinate evaluations are the most appropriate to use for which purpose?

Accepted Answer

A)   administrative
B)   investigative
C)   strategic
D)   developmental
E)   executiveF) B) and E)
G) C) and D)

Question 17

April, a production manager at Alton Corp., needs to evaluate the performance of her employees. She asks her subordinate, Tiff, to carry out this job. Tiff uses a rating scale, which ranges from 1 to 10, to rate 50 employees. She gives a score of 3 to 39 employees. In doing so, Tiff commits a ________ error.

Accepted Answer

A)   mean inclination
B)   strictness
C)   central tendency
D)   halo effect
E)   statisticalF) B) and E)
G) A) and B) B

Question 18

Cameron, a supervisor at Margolia Co., needs to appraise the performance of her subordinate, Stefan. In the context of performance information, what is the least biased source of information for appraisal and why?

Accepted Answer

A)   Peers because they often understand an employee better than superiors.
B)   Managers because their success depends on the employee's productivity.
C)   Customers because employees are often directly in contact with them.
D)   Subordinates because the power relationships motivate a subordinate to provide honest information.
E)   The employee himself because there is generally better agreement between an employee and his or her supervisor.F) B) and E)
G) B) and C) B

Question 19

The ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs falls under the ________ purpose of a performance management system.

Accepted Answer

A)   structured
B)   developmental
C)   strategic
D)   administrative
E)   decidingF) None of the above
G) A) and B)

Question 20

Helen, a supervisor at Covington Materials, asks Hunter, the human resource manager, for advice on delivering performance feedback. Helen finds that the meetings tend to be confrontational and don't lead to performance improvement. She tells Hunter how she carefully fills out the appraisal form ahead of time and then invites the employee into the conference room to discuss her feedback immediately, before the employee has time to think up excuses for poor performance. What advice should Hunter give Helen for delivering performance feedback?

Accepted Answer

A)   Helen should move the feedback meetings into her own office.
B)   Helen should have Hunter conduct the feedback meetings.
C)   Helen should forbid employees from overstating their accomplishments.
D)   Helen should give employees a chance to complete a self-assessment ahead of time.
E)   Helen should define all areas for discussion when she fills out the appraisal form.F) B) and C)
G) A) and B)

Exam 10: Managing Employees Performance

In the context of effectiveness of performance management, ________ means the extent to which a measurement tool actually measures what it is intended to measure.

Correct Answer
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Correct Answer
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Correct Answer
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The paired-comparison method measures the consistency of results over time.

Correct Answer
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Keith, a human resource manager at Uno Inc., is considering the use of self-appraisals. Which statement is TRUE about self-appraisals?

Correct Answer
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Performance management requires knowing what activities and outputs are desired, observing whether they occur, and providing feedback to help employees meet expectations.

Correct Answer
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Which approach to performance feedback is generally most effective?

Correct Answer
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Correct Answer
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What attitude do employees typically express toward performance feedback?

Correct Answer
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What is an advantage of using results-oriented performance measurement?

Correct Answer
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B

Correct Answer
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In a "tell-and-sell" approach, managers tell the employees their ratings and then justify those ratings.

Correct Answer
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Olivia is giving feedback to an employee who hopes to move into a supervisory role someday. Which statement represents the most effective kind of feedback?

Correct Answer
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The critical-incident method requires managers to keep a record of specific examples of the employee acting in ways that are either effective or ineffective.

Correct Answer
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Correct Answer
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Subordinate evaluations are the most appropriate to use for which purpose?

Correct Answer
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Correct Answer
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B

Cameron, a supervisor at Margolia Co., needs to appraise the performance of her subordinate, Stefan. In the context of performance information, what is the least biased source of information for appraisal and why?

Correct Answer
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B

The ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs falls under the ________ purpose of a performance management system.

Correct Answer
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Correct Answer
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Exam 10: Managing Employees Performance

In the context of effectiveness of performance management, ________ means the extent to which a measurement tool actually measures what it is intended to measure.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

The paired-comparison method measures the consistency of results over time.

Correct AnswerverifiedShow Answer

Keith, a human resource manager at Uno Inc., is considering the use of self-appraisals. Which statement is TRUE about self-appraisals?

Correct AnswerverifiedShow Answer

Performance management requires knowing what activities and outputs are desired, observing whether they occur, and providing feedback to help employees meet expectations.

Correct AnswerverifiedShow Answer

Which approach to performance feedback is generally most effective?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

What attitude do employees typically express toward performance feedback?

Correct AnswerverifiedShow Answer

What is an advantage of using results-oriented performance measurement?

Correct AnswerverifiedB

Correct AnswerverifiedShow Answer

In a "tell-and-sell" approach, managers tell the employees their ratings and then justify those ratings.

Correct AnswerverifiedShow Answer

Olivia is giving feedback to an employee who hopes to move into a supervisory role someday. Which statement represents the most effective kind of feedback?

Correct AnswerverifiedShow Answer

The critical-incident method requires managers to keep a record of specific examples of the employee acting in ways that are either effective or ineffective.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Subordinate evaluations are the most appropriate to use for which purpose?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedB

Cameron, a supervisor at Margolia Co., needs to appraise the performance of her subordinate, Stefan. In the context of performance information, what is the least biased source of information for appraisal and why?

Correct AnswerverifiedB

The ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs falls under the ________ purpose of a performance management system.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

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B

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B

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B

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