MANA 3320 SET 8 – Flashcards
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How does an organization specify the aspects of performance that are relevant to the organization?
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Based on the job analysis
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The process through which managers ensure that employees' activities and outputs contribute to the organization's goals is known as:
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performance management.
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How does an organization specify the aspects of performance that are relevant to the organization?
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Based on the job analysis
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To meet which of the following broad purposes do organizations establish performance management systems?
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Strategic
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An organization helps link employees' behavior with the organization's goals. This helps the organization serve its _____ purpose.
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Strategic
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_____ means effective performance management helps the organization achieve its business objectives.
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Strategic purpose
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The administrative purpose of a performance management system refers to:
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the ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs.
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Performance management has a(n) _____ purpose, meaning that it serves as a basis for improving employees' knowledge and skills.
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Developmental
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Which of the following criteria for determining the effectiveness of a performance management system is concerned with maximizing the overlap between actual job performance and job performance measure?
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Validity
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In the case of performance appraisal, _____ refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance.
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Validity
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Information that is gathered for measuring the effectiveness of a performance management system but is irrelevant represents "_____" of the performance measure.
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Contamination
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With regard to a performance measure, _____describes the consistency of the results that the performance measure will deliver.
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Reliability
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Consistency of results when more than one person measures performance is known as:
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interrater reliability.
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With regard to a performance measure, _____ refers to consistency of results over time.
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test-retest reliability
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_____ refers to telling employees exactly what is expected of them and how they can meet those expectations.
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Specific feedback
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Which of the following is a comparative performance appraisal technique?
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Simple ranking
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Which of the following is true about the simple ranking technique?
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Alternation ranking is a variation of simple ranking.
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Which of the following performance measurement methods requires managers to rank employees in their group from the highest performer to the poorest performer?
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Simple ranking
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Which of the following is true about the forced-distribution method of measuring employee performance?
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It assigns a certain percentage of employees to each category in a set of categories.
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The performance measurement method that assigns a certain percentage of employees to each category in a set of categories is called the:
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forced-distribution method.
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Identify the approach to performance measurement that meets the following criteria: usually low fit with strategy, usually low validity, usually low reliability, high acceptability, and very low specificity.
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Attribute
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Identify the approach to performance measurement that meets the following criteria: high strategic congruence, usually high validity, usually high reliability, moderate acceptability, and very high specificity.
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Behavioral
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Which of the following is true about the paired-comparison method of measuring employee performance?
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It is time consuming if a group has more than a handful of employees.
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The paired-comparison method of measuring employee performance:
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involves comparing each employee with each other employee to establish rankings.
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The _____ method of performance measurement compares each employee with each other employee to establish rankings.
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paired-comparison
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Which of the following is a disadvantage of ranking using paired-comparison method for performance measurement?
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It is time consuming.
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Which of the following is the most widely used method for rating attributes?
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Graphic rating scales
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If a manager considers one employee at a time and circles a number/word to signify the degree to which that employee demonstrates a particular trait, he/she is using a:
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graphic rating scale.
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The method of performance measurement that uses several statements describing each trait to produce a final score for that trait is known as the _____.
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mixed-standard scale
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_____ use several statements describing each trait to produce a final score for that trait.
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Mixed-standard scales
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The performance management method that requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period is the:
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behavioral observation scale.
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What is the difference between a behaviorally anchored rating scale (BARS) and a behavioral observation scale (BOS)?
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A BOS uses many examples to define all behaviors necessary for effective performance.
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Which of the following is true of behavioral approaches to performance measurement?
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They link the company's goals to the specific behavior required to achieve those goals.
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Which of the following is true of management by objectives (MBO)?
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Managers and their employees work together to set the goals.
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What is the advantage of results-oriented performance measurement?
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They are relatively easy to link to the organization's goals.
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What is the disadvantage of results-oriented performance management?
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It has problems with validity.
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Total quality management differs from traditional performance measurement in that it:
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assesses both individual performance and the system within which the individual works.
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How does total quality management (TQM) obtain objective feedback?
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From the methods that use charts to detail causes of problems, measures of performance, or relationships between work-related variables.
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The performance measurement system that combines information from most or all of the possible sources, is known as:
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a 360-degree performance appraisal.
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What is the disadvantage of peers as a source of performance information?
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Peers are uncomfortable with rating employees for decisions that may affect themselves.
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Which of the following is true of peers as a source of performance information?
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Peer ratings, according to research, are not influenced much by friendships.
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Subordinate evaluations of performance are most appropriate when the performance results are to be used for:
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developmental purposes.
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Which of the following steps should be taken to protect employees when they provide evaluations of managers' performance?
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The process should be anonymous.
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Which of the following errors occur when a rater compares an individual, not against an objective standard, but against other employees?
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Contrast errors
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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?
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Distributional error
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The distributional error that occurs when the reviewer rates everyone near the top of a rating scale is known as _____.
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Leniency
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A distributional error in which a rater favors lower rankings is known as _____.
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strictness
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If different raters make different kinds of _____ errors, scores by these raters cannot be compared.
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distributional
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Which rater error leads employees to believe that no aspects of their performance need improvement?
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Halo error
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Appraisal politics are likely to occur when:
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senior employees tell newcomers stories about distorted ratings.
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How does an organization promote fairness and reduce political behavior in the appraisal system?
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Train managers to use the appraisal process.
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Which approach to performance feedback is generally most effective?
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Problem-solving
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Most managers rely on the _____ approach to performance feedback.
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tell-and-sell
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Managers can improve employee satisfaction with the feedback process by:
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letting employees voice their opinions and discuss performance goals during the feedback process.
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How does a manager motivate an employee who lacks the ability to perform?
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Restructure the job so that the employee can handle it.
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Coaching, frequent performance feedback, goal setting, and restructured job assignments are effective ways to improve performance for which category of employees?
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Misdirected effort
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To improve the performance of underutilizers, managers should:
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link rewards to performance outcomes.
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For which of the following categories of employees are performance improvement measures like withholding pay increases, demotion, and outplacement helpful?
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Deadwood
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Lawsuits related to performance management usually involve charges of discrimination or:
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unjust dismissal.
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What can an organization do to protect itself against discrimination and unjust dismissal lawsuits?
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Requirements for job success should be clearly communicated to all the employees.
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Identify a criticism against electronic monitoring systems.
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They threaten to make the workplace an electronic sweatshop, robbing employees of their dignity.
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Identify a criticism against electronic monitoring systems.
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They threaten to make the workplace an electronic sweatshop, robbing employees of their dignity.
