Exam 8: Performance Management

While Steve consistently meets or exceeds his goals, he arrives late to work on an almost daily basis. This annoys his supervisor, who is punctual to a fault, and translated into a below-average performance rating. This illustrates the "horn error."

An appeals process is only necessary for administrative appraisals.

The reliability of the standards used to rate employee performance at TrueBlue has been called into question. TrueBlue claims that the standards are reliable. One way TrueBlue can substantiate this claim is by

Melanie has the primary responsibility for overseeing and coordinating the performance management system at TrueBlue. It is most likely that she works in the firm's finance department.

One section of the evaluation form used at TrueBlue lists the traits of initiative, independence, cooperation, attention to detail, and punctuality. The rater indicates the degree to which the employee exhibits each trait on a 5-point scale. This illustrates the __________ method.

The Supreme Court ruled that

​Behavioral methods specifically describe which actions should (or should not) be exhibited on the job.

​Performance evaluations are simply a logical extension of the day-to-day performance management process.

Employees in the quality assurance department test the product and report their findings back to development. The developers, in turn, rely on the feedback they receive from QA to improve products. In this scenario, development would be considered an external customer of QA and good candidates for conducting external customer evaluations of QA staff members.

If one rates an employee's performance largely on the basis of the employee's behavior in the last month, rather than considering the entire six-month evaluation period, one commits a

Dividing the performance evaluation meeting into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

Team evaluations are conceptually just a collection of the individual appraisals of a work unit.

In order to motivate her employees, Esther wants to use an appraisal system that allows them to see clearly how their performance ties into the overall performance of the firm. She should use

The Balanced Scorecard evaluation method translates broad corporate goals into divisional, departmental, team, and individual goals in a cascading way.

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions, the performance management system may suffer from

In light of recent court rulings, HR managers suggest that performance evaluations should meet all of the following legal guidelines EXCEPT

In a feedback session with one of her employees, Portia starts by communicating to the employee the strong and weak points of the employee's job performance. After Portia finishes going through all the items, the employee then shares any reactions, and the employee's feelings are discussed. Portia uses the tell-and-listen format for her feedback sessions.

A method of rating performance in which the rater chooses from statements that appear equally favorable or equally unfavorable is known as the

Managers often first assume poor performance of subordinates to