_____ is the process through which managers ensure that employees' activities and outputs contribute to the organization's goals. Show
A. Quality analysis B. Administrative planning C. Project management D. Strategic planning E. Performance management E. Performance management Which of the following statements is true of effective performance management? A. It can tell top performers they are valued. B. It can evaluate employees without establishing standards. C. It averts communication between managers and their employees. D. It uses just one person as a source of information. E. It does not affect employees who meet expectations. A. It can tell top performers they are valued. Which of the following is the first step in performance management process? 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 D. Defining performance outcomes for company division and department Which of the following is the last step in performance management process? 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 E. Providing consequences for performance results "Performance management serves as a basis for improving employees' knowledge and skills." This statement corresponds to which of the following purposes of performance management? A. Developmental purpose B. Administrative purpose C. Investigative purpose D. Strategic purpose E. Executive purpose A. Developmental purpose In the context of effectiveness of performance management, _____ means the extent to which a measurement tool actually measures what it is intended to measure. A. validity B. dependability C. acceptability D. reliability E. specificity A. validity In the context of validity in performance appraisal, information that is gathered but irrelevant is called _____. A. feedback B. knowledge C. concatenation D. adjunct E. contamination E. contamination Crimson Inc. is conducting their annual performance review process for employees. The company uses a tool that measures entrepreneurial behavior and found there was a lot of irrelevant information that was also gathered. The irrelevant information gathered from the results is termed _____. A. deficiency B. validity C. contamination D. specificity E. reliability C. contamination Lily, a manager at Pyramid Inc., 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 could not determine if a change had taken place in the performance of the employees. Which of the following was lacking in the rating scale? A. Validity B. Acceptability C. Reliability D. Transparency E. Specificity C. Reliability Charles, the HR manager at Telcare Inc., establishes a performance management system for his company. He wants to check the consistency of results over time. In the context of criteria for determining the effectiveness of performance measures, Charles is trying to check the _____ of the performance management system. A. validity B. test-retest reliability C. specificity D. interrater reliability E. acceptability B. test-retest reliability Which of the following helps performance management meet the goals of supporting strategy and developing employees? A. Strategic fit B. Specific feedback C. Overall opinion D. Employee orientation E. Generalized instruction B. Specific feedback Bill and Nancy, managers at Sanzen Inc., want to the check the consistency of results for an employee on a scale of 1 to 10. This will help them evaluate his performance. In the context of criteria for effective performance management, Bill and Nancy are testing the _____. A. validity B. test-retest reliability C. specificity D. interrater reliability E. accountability D. interrater reliability Donna, a supervisor at Cenate Inc., wants to compare her subordinate John's performance with other employees to assess their effectiveness. Which of the following methods for measuring performance is best suited for this task? A. Simple ranking B. Mixed-standards scale C. Critical-incident method D. Graphic rating scale E. Organizational behavior modification A. Simple ranking Salman, a production manager at Telecal Inc., needs to measure the performance of 10 subordinates. He writes their names on a paper and circles Karim's name as the best-performing employee of the group. He then circles Dillon's name as the worst employee of the group. He rates the remaining employees as second best, second worst, and so on. In the context of methods of performance measurement, Salman is using the _____ method. A. forced-distribution B. alternation ranking C. graphic rating D. mixed-standard E. critical-incident B. alternation ranking Margaret, a production manager at Falcon Inc., 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, Margaret is using the _____ method. A. alternation ranking B. rating attribute C. mixed-standard D. paired-comparison E. forced-distribution E. forced-distribution Joseph, a supervisor at H2O Chemicals Inc., needs to assess the behavior of 25 people, who constitute a large group of his subordinates. Which of the following must Joseph ideally do to assess the behavior of his subordinates and why? A. Joseph must use a behavioral observation scale because it is relatively easier than other methods of assessing behavior and providing feedback. B. Joseph must use an organizational behavior modification approach because it is often preferred by managers for its simplicity. C. Joseph must use a behaviorally anchored rating scale because it is good for large groups. D. Joseph must use a critical-incident method to individually assess each employee because this method requires less documentation. E. Joseph must use behaviorism because it helps in predicting behavior of an employee based on his past experiences. A. Joseph must use a behavioral observation scale because it is relatively easier than other methods of assessing behavior and providing feedback. Payne Corp. wants to assess the performance of its employees. It uses a questionnaire that has a high fit with strategy, high validity, high reliability, moderate acceptability, and very high specificity. Which of the following approaches to employee performance is being focused on by this questionnaire? A. Results B. Quality C. Behavioral D. Comparative E. Attribute C. Behavioral In the context of methods for measuring performance, alternation ranking is a variation of _____ ranking. A. simple B. distributed C. paired D. attribute E. scalar A. simple Janet, a production manager, thinks management by objectives is a good way to measure performance results of employees in an organization. However, her colleague, Ferdinand, disagrees with her. Whose argument is correct and why? A. Ferdinand is right because the goals in this strategy are subjective. B. Janet is right because managers and employees have to set their own goals independently. C. Ferdinand is right because management by objectives can have negative consequences on productivity. D. Janet is right because results-oriented performance measurement is relatively easy to link to the organization's goals. E. Ferdinand is right because management by objectives focuses only on individual goals. D. Janet is right because results-oriented performance measurement is relatively easy to link to the organization's goals. Paul is a manager at Firefly Corp., and he uses a rating approach to evaluate his employees. He considers one employee at a time and circles a number or a word to signify the degree to which that employee demonstrates a particular trait in the scale. Which of the following approaches is Paul using to assess his employees? A. Mixed-standard scale B. Critical-incident approach C. Graphic rating scale D. Behavioral observation scale E. Behaviorally anchored rating scale C. Graphic rating scale The _____ method of performance measurement uses several statements describing each trait to produce a final score for that trait. A. behaviorally anchored rating scale B. mixed-standard scale C. behavioral observation scale D. graphic rating scale E. behavior-response scale B. mixed-standard scale Identify a true statement about the mixed-standard scale. A. It is intended to define performance dimensions specifically using statements of behavior that describe different levels of performance. B. It uses several statements describing each trait to produce a final score for that trait. C. It may use 15 behaviors to define levels of performance. D. It lists traits and provides a rating scale for each trait. E. It involves comparing each employee with each other employee to establish rankings. B. It uses several statements describing each trait to produce a final score for that trait. The _____ performance management method requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period. A. behaviorally anchored rating scale B. behavioral observation scale C. graphic rating scale D. mixed-standard scale E. forced-distribution scale B. behavioral observation scale James was recently made the manager of his department at Patches Inc., and he has to evaluate his subordinates' behavior in the next two weeks. He is unsure if he should use the behaviorally anchored rating scale (BARS) or the behavioral observation scale (BOS) to assess their behavior. Which of the following characteristics of the two would help James decide the scale that would be most appropriate for him to use? 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 specify 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. C. A BOS uses many instances to specify the behaviors necessary for effective performance. Identify the statement that accurately characterizes behavioral approaches to performance measurement. A. They link the company's goals to the specific behavior required to achieve those goals. B. They work well for complex jobs. C. They provide little feedback on areas of improvement. D. They have a low degree of validity and reliability. E. They have a low degree of acceptability. A. They link the company's goals to the specific behavior required to achieve those goals. Ray, the CEO of Textiles Inc., believes the goals of the company must be divided into smaller departmental and individual goals, and the accomplishment of these smaller goals will result in accomplishment of the bigger goals of the company. In the context of measuring performance results, Ray's belief can be best justified using _____. A. total quality management B. the behavioral observational scale method C. the critical-incident method D. statistical quality control E. management by objectives E. management by objectives Which of the following is an advantage of using the results-oriented performance measurement? A. They are very effective in providing guidance on how to improve. B. They are relatively easy to link to the organization's goals. C. They are generally more subjective than other kinds of performance measurement. D. They are highly acceptable to employees, but not to managers. E. They tend to be highly valid. B. They are relatively easy to link to the organization's goals. Barry, a supervisor at Yenzen Hotels Inc., thinks self-appraisal is a valid measure of performance appraisal. However, his colleague Vincent disagrees. Whose argument is most likely to be correct and why? A. Vincent is right because there are no disagreements between a manager and an employee when self-appraisal is used. B. Barry is right because self-rating is the most preferred source of performance appraisal information. C. Vincent is right because employees have a tendency to inflate their self-assessments. D. Barry is right because self-appraisals serve as an ideal basis for administrative decisions. E. Vincent is right because self-appraisals are important for a 360-degree performance appraisal. C. Vincent is right because employees have a tendency to inflate their self-assessments. Fernando, a production manager at Wind Chimes Inc., thinks subordinates are unreliable sources of performance appraisal information for evaluating the performance of managers. However, Jose, the sales manager, thinks subordinates act as good sources of performance appraisal information. Whose argument is most likely to be correct and why? A. Jose is right because subordinates often have reliable information about a manager's behavior toward employees. B. Fernando is right because subordinates are often willing to say negative things about the person to whom they report. C. Jose is right because when feedback forms need subordinates' names on them, the subordinates tend to give lower ratings to the manager. D. Fernando is right because when managers receive ratings from their subordinates, the employees have less power. E. Jose is right because subordinate evaluations are most appropriate for strategic purposes. A. Jose is right because subordinates often have reliable information about a manager's behavior toward employees. James, the production manager of Zenfax Inc., thinks performance appraisal information from peers is a less reliable source than other sources of information. However, Ron, a sales manager in the company, thinks peers give valuable information for appraisal. Whose argument is most likely to be correct and why? A. James is right because information from peers does not add value to the assessment of performance. B. Ron is right because peers are comfortable rating employees for decisions that may affect themselves. C. James is right because peers fail to meet the expectations of bringing a different perspective to the evaluation. D. Ron is right because peers have expert knowledge of job requirements. E. James is right because peers may not have enough opportunity to observe an employee in day-to-day activities. D. Ron is right because peers have expert knowledge of job requirements. Lydia, a supervisor at Sansen Inc., needs to appraise the performance of her subordinate, Charlie. In the context of performance information, which of the following is the least biased source of information for appraisal and why? A. Peers are the least biased source of information for appraisal because they often understand an employee better than superiors. B. Managers are the least biased source of information for appraisal because their success depends on the employee's productivity. C. Customers are the least biased source of information for appraisal because employees are often directly in contact with them. D. A subordinate is the least biased source of information for appraisal 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. B. Managers are the least biased source of information for appraisal because their success depends on the employee's productivity. For which of the following purposes is it most appropriate to use performance results when making subordinate evaluations of performance? A. Administrative B. Investigative C. Strategic D. Developmental E. Executive D. Developmental Jonathan, a supervisor, needs to assess his subordinate's performance. He uses a method that compares one employee with another. In doing so, he rates an exceptional employee as an average performer by mistake. Jonathan's manager tells him that he can avoid this type of error if he uses an assessment method that compares an employee with an objective standard rather than another employee. In the context of types of rating errors, Jonathan commits the _____ error. A. horns B. contrast C. leniency D. halo E. distributional B. contrast Clayton, a supervisor, needs to rate the performance of 20 subordinates. He uses a rating scale to rate them on a scale of 1 to 10. He rates 18 employees at 5, which leads to central tendency. In the context of types of rating errors, Clayton commits the _____ error. A. distributional B. contrast C. horns D. statistical E. halo A. distributional Roberto, a manager at Z-Cart Inc., is asked by his manager to rate his subordinates' performance. He needs to rate 30 employees on a scale that ranges from 1 to 10. He rates 25 employees with a score of 8. In doing so, Roberto commits a rating error. In the context of types of rating errors, Roberto's mistake is called _____. A. central tendency B. halo error C. horns error D. leniency E. statistical error D. leniency Jacinta, a production manager at Alphonso Inc., needs to evaluate the performance of her employees. She asks her subordinate, June, to carry out this job. June 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, June commits the _____ error. A. mean inclination B. strictness C. central tendency D. halo effect E. statistical error B. strictness When an employee evaluates his or her manager low on all performance criteria due to dissatisfaction with the manager's disposition, the employee has most likely committed a(n) _____. A. error based on similarity B. halo error C. central tendency D. horns error E. contrast error D. horns error Name the rating error that leads employees to believe that no aspect of their performance needs improvement. A. Contrast error B. Halo error C. Horn error D. Strictness error E. Central tendency error B. Halo error Under which of the following circumstances is appraisal politics most likely to occur? A. When top executives forbid distorted ratings B. When the goals of rating are compatible with one another C. When performance appraisal results are directly linked to developmental programs D. When senior employees tell newcomers stories about distorted ratings E. When performance appraisal is not directly linked to highly desirable rewards D. When senior employees tell newcomers stories about distorted ratings Paula, the CEO of Gester Inc., 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 needs influencing the information. Which of the following options will be assist Paula in obtaining her objective? A. Paula must focus on obtaining information only from supervisors of employees being appraised because managers have incentives for giving accurate information. B. Paula must occasionally work alongside the employees to ensure that they are working diligently. C. Paula must personally question all the managers who appraise their subordinates in the performance appraisal as this will ensure integrity of information. D. Paula 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. Paula must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates. E. Paula must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates. Identify a way in which an organization can promote fairness and reduce political behavior in the appraisal system. A. Use different performance standards to evaluate different employees. B. Train managers to use the appraisal process. C. Discourage employees from discussing their weaknesses. D. Require that managers give feedback once a year during annual appraisal. E. Encourage managers to recognize accomplishments that only employees have identified. B. Train managers to use the appraisal process. Which of the following approaches to performance feedback is generally most effective? A. Problem-solving B. Tell-and-sell C. Tell-and-listen D. Tell-and-train E. Listen-and-sell A. Problem-solving The _____ approach to performance feedback is used by most managers. A. problem-solving B. tell-and-sell C. tell-and-listen D. tell-and-train E. listen-and-sell B. tell-and-sell How can managers improve employee satisfaction with the feedback process? A. By keeping the feedback session short and concentrating on only the positive aspects of performance B. By using the tell-and-sell approach during the feedback session C. By avoiding decisions about following up on goals as these tend to intimidate the employee D. By letting employees voice their opinions and discuss performance goals during the feedback process E. By focusing on the employee's personality D. By letting employees voice their opinions and discuss performance goals during the feedback process Roxanne, a new employee at Fenz Pharmaceuticals, has demonstrated low productivity for a long period. Her manager evaluates her performance and finds that she requires more training to improve her productivity. In the context of improving employee's performance, Roxanne lacks _____. A. required motivation B. necessary abilities C. accountability D. ethical values E. integrity B. necessary abilities Jim, a sales manager at Elexon Inc., finds that Bill, a salesman, lacks motivation to perform well in his job. In the context of finding solutions to performance problems, which of the following is the right way to deal with this situation? A. Jim must reduce Bill's pay to punish him. B. Jim must warn Bill that he will be demoted if his performance continues to be poor. C. Jim must ask Bill to learn from salespeople who perform better than he does. D. Jim must counsel Bill to help him understand the factors that are affecting his motivation. E. Jim must ask Bill to take a vacation to think about what is causing his lack of motivation. D. Jim must counsel Bill to help him understand the factors that are affecting his motivation. Mathew was an employee at Bolton Inc., and he was dismissed for poor performance. He filed a lawsuit against Bolton Inc. on the grounds of unjust dismissal. Which of the following is likely to be a reason for Mathew's claim? A. Mathew's manager was uninterested in the specific feedback provided by him. B. Mathew was dismissed after he complained to senior management about his manager's unethical practices. C. Mathew's manager did not think he had the skills required for the job. D. Mathew's manager refused to restructure the job to fit Mathew's capabilities. E. Mathew was not given rewards by his manager when he did not perform his tasks efficiently. B. Mathew was dismissed after he complained to senior management about his manager's unethical practices. How can an organization protect itself against discrimination and unjust dismissal lawsuits? A. The organization should provide for a review of all top performance ratings by senior managers. B. Performance measures should evaluate personal traits. C. Requirements for job success should be clearly communicated to employees. D. The organization should use a single rater to rate all the employees. E. The organization should dismiss poor performers. C. Requirements for job success should be clearly communicated to employees. Gary, the CEO of Zansofel Inc., believes in providing employees with a flexible and open environment to enhance their skills and growth in the company. In the context of performance management and ethical issues associated with it, which of the following would Gary most likely oppose and why? A. He would oppose calibration meetings because they question the integrity of performance appraisal information provided by managers. B. He would oppose 360-degree appraisal because it gathers information from colleagues and subordinates, which can make the employees self-conscious. C. He would be against having a legally defensible performance management system because it focuses on scrutinizing employees who file a case against the company. D. He would be against electronic monitoring systems because they make the employees feel like robots and that they are being watched. E. He would be against top management carrying out performance appraisal of employees because it may lead to appraisal politics. D. He would be against electronic monitoring systems because they make the employees feel like robots and that they are being watched. Which method for collecting job analysis information is best when an HR manager needs to compare jobs for pay purposes?The more quantitative position analysis questionnaire may be best for quantifying each job's relative worth for pay purposes. Interviews, questionnaires, observations, and diary/logs are the most popular methods for gathering job analysis data.
What type of information is contained in the job identification section of a job description?What type of information is contained in the job identification section of a job description? Explanation: The job identification section of a job description includes the job title, FLSA status, and date. The job summary sections describe the major functions and activities of a job.
Which of the following types of information can be collected via a job analysis?Job Analysis should collect information on the following areas: Duties and Tasks The basic unit of a job is the performance of specific tasks and duties. Information to be collected about these items may include: frequency, duration, effort, skill, complexity, equipment, standards, etc.
What is evaluation in human resource management?Evaluations are a mechanism to provide feedback and documentation about an employee's performance through a defined time period, and can provide clear communication of job expectations and goals.
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The information gathered from comparing an employees work to an established standard is a(n)
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