Exam 10: Performance Management: Appraising, Coaching, Promoting, and Compensating

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Most performance appraisal forms include factors that serve as criteria for measuring job performance, skills, knowledge, and abilities.

(True/False)

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Question 41

Internal promotions tend to increase morale in the workplace.

(True/False)

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Question 42

Which of the following most correctly defines a straight piecework system?

(Multiple Choice)

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Question 43

Why is performance evaluated on a systematic basis?

(Essay)

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Question 44

Most employees don't care how they are doing, but supervisors are required by the Human Resource Department to conduct performance evaluations.

(True/False)

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Question 45

Performance appraisal software can weight each factor for a given job according to its importance to the employee's job.

(True/False)

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Question 46

The supervisor must be prepared to document ratings by citing specific examples of good or bad performance.

(True/False)

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Question 47

Supervisors should complete the performance evaluation the day before the appraisal meeting so they have an opportunity to review it and make changes if necessary.

(True/False)

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Question 48

An employee's poor performance and failure to improve are solely indicators of the employee's deficiencies and represent no reflection on the supervisor.

(True/False)

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Question 49

Promoting from within is always a wise move.

(True/False)

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Question 50

The system of performance management begins with the supervisor setting the stage for employee success.

(True/False)

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Question 51

All employees desire promotions.

(True/False)

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Question 52

A supervisor should make sure that employees understand that:

(Multiple Choice)

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Question 53

Which of the following is a misuse of a performance appraisal system?

(Multiple Choice)

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Question 54

Formal performance appraisal systems:

(Multiple Choice)

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Question 55

Most employees want to:

(Multiple Choice)

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Question 56

Piecework plans are individual incentive plans keyed to achieving performance goals.

(True/False)

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Question 57

Which of the following statements about supervisory coaching is NOT true?

(Multiple Choice)

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Question 58

Supervisors should not feel obligated to provide positive feedback during a performance evaluation because the purpose of an evaluation is to identify areas of the job that require improvement.

(True/False)

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Question 59

Frequent feedback throughout the year from the supervisor to employees:

(Multiple Choice)

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Question 60

Showing 41 - 60 of 96

Most performance appraisal forms include factors that serve as criteria for measuring job performance, skills, knowledge, and abilities.

Internal promotions tend to increase morale in the workplace.

Which of the following most correctly defines a straight piecework system?

Why is performance evaluated on a systematic basis?

Most employees don't care how they are doing, but supervisors are required by the Human Resource Department to conduct performance evaluations.

Performance appraisal software can weight each factor for a given job according to its importance to the employee's job.

The supervisor must be prepared to document ratings by citing specific examples of good or bad performance.

Supervisors should complete the performance evaluation the day before the appraisal meeting so they have an opportunity to review it and make changes if necessary.

An employee's poor performance and failure to improve are solely indicators of the employee's deficiencies and represent no reflection on the supervisor.

Promoting from within is always a wise move.

The system of performance management begins with the supervisor setting the stage for employee success.

All employees desire promotions.

A supervisor should make sure that employees understand that:

Which of the following is a misuse of a performance appraisal system?

Formal performance appraisal systems:

Most employees want to:

Piecework plans are individual incentive plans keyed to achieving performance goals.

Which of the following statements about supervisory coaching is NOT true?

Supervisors should not feel obligated to provide positive feedback during a performance evaluation because the purpose of an evaluation is to identify areas of the job that require improvement.

Frequent feedback throughout the year from the supervisor to employees:

Supervising in Uncertain Times

The Managerial Functions

Communication: the Vital Link in Supervisory Management

Motivational Principles As Applied to Supervision

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Organizing at the Departmental Level

The Supervisor and Employee Recruitment, Selection, Orientation and Training

Supervisory Leadership and the Management of Change

Managing Work Groups: Teamwork, Morale and Counseling

Supervising a Diverse Workforce

Fundamentals of Controlling

Resolving Conflicts in the Workplace

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