Exam 8: Performance Management

Internal customers can provide extremely useful feedback for both developmental and administrative purposes.

The marketing department at TrueBlue is immense. The Senior Marketing Manager is responsible for completing performance reviews on all members of the department. Since she does not have the opportunity to work with them all personally, she bases her reviews on the sales figures for their products on the assumption that sales reflect the success of the marketing efforts. It is likely that these performance reviews do not comply with the law.

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that

Developmental purposes for performance appraisal include evaluating training programs and determining promotion candidates.

A similar-to-me error, like contrast, results in less than accurate performance ratings, but would not be considered discriminatory.

At the conclusion of the performance review process, Peter felt that the feedback he received was intimidating. He got the sense that those providing feedback on his performance had ganged up on him, and he felt a great deal of resentment towards them. It is most likely, based on this outcome, that Peter had what type of performance evaluation?

Performance appraisal methods can be broadly classified as either __________, __________, or __________ approaches.

The performance evaluation form for line workers at TrueBlue lists five key dimensions of performance. There is a vertical scale for each dimension, and each scale uses critical incidents that are assigned point values. This type of scale is known as

​The two most common purposes of performance management programs are administrative and developmental.

What are some important guidelines for conducting a successful performance evaluation meeting?

TrueBlue requires that managers meet to discuss the performance of individual employees. They first rate those whose performances are particularly good or poor, and then rate employees who are in the middle. The purpose of this __________ process is to ensure that their employee evaluations are in line with one another.

It is recommended that a diagnosis of poor employee performance focus on all of the following EXCEPT

​A self-evaluation ensures that an employee knows against what criteria he or she is being evaluated, eliminating any potential surprises.

As part of the performance evaluation at TrueBlue, the supervisor is given a form that describes the standards for ten traits. The supervisor indicates on the form whether the employee's performance is worse than, equal to, or better than the standard for each trait. This is a mixed-standard scale.

Explain the different types of performance evaluation meetings and feedback sessions.

TrueBlue uses an MBO program for its performance reviews. Ranelle, the manager, and Louis, the subordinate, are working through that process. Now that a review of the organization performance has been completed, what is the next step?

Tips for using criticism constructively includes all of the following EXCEPT

Criterion deficiency occurs when performance standards focus on a single criterion and exclude other important but less quantifiable performance dimensions.

Because the appraisal interview is for developmental purposes, the interviewer rather than the employee should spend the majority of the time talking.

Describe the management by objectives (MBO) approach and explain how it overcomes the limitations of results-based reviews.