Question 1

Both the comparative and the attribute approaches to performance measurement are

Accepted Answer

A)  high on strategic congruence. 
B)  very low on specificity. 
C)  low on acceptability. 
D)  high on reliability. 
E)  very high on validity. 
A)  high on strategic congruence. 
B)  very low on specificity. 
C)  low on acceptability. 
D)  high on reliability. 
E)  very high on validity.

Question 2

The assumption of Pareto analysis is that the majority of problems are the result of a small number of causes.

Accepted Answer

A) True 
 B)False

Question 3

Appraisals that involve collecting subordinates' evaluations of a manager's behavior or skills are known as

Accepted Answer

A)  360-degree feedback. 
B)  screening interviews. 
C)  peer review. 
D)  social performance. 
E)  upward feedback. 
A)  360-degree feedback. 
B)  screening interviews. 
C)  peer review. 
D)  social performance. 
E)  upward feedback.

Question 4

In what legal suit would the plaintiff allege that the performance measurement system varied according to individuals?

Accepted Answer

A)  Harassment suit 
B)  Statutory tort 
C)  Unjust dismissal suit 
D)  Discrimination suit 
E)  Custody action 
A)  Harassment suit 
B)  Statutory tort 
C)  Unjust dismissal suit 
D)  Discrimination suit 
E)  Custody action

Question 5

Attribute-based performance methods have strong congruence between the techniques and the company's strategy.

Accepted Answer

A) True 
 B)False

Question 6

Prometheus Corp. is a large-scale manufacturer of consumer electronic gadgets. As part of its performance management system, Prometheus measures the amount each employee contributes to the profits of the company, and the employees are either held accountable or rewarded based on their contributions. With regard to performance measurement, under which of the following would contribution to profits be categorized?

Accepted Answer

A)  Key risk indicators (KRIs) 
B)  Critical success factors (CSFs) 
C)  Non-performing assets (NPAs) 
D)  Key performance indicators (KPIs) 
E)  Behavioral Observation Scales (BOSs) 
A)  Key risk indicators (KRIs) 
B)  Critical success factors (CSFs) 
C)  Non-performing assets (NPAs) 
D)  Key performance indicators (KPIs) 
E)  Behavioral Observation Scales (BOSs)

Question 7

Explain how the expected results of a performance management system designed with a strong quality orientation can impact employee performance.

Accepted Answer

The following are the results a performa

Question 8

Once the expected performance has been defined and employees' performances have been measured, it is necessary to feed that performance information back to the employees so that they can correct any deficiencies.

Accepted Answer

A) True 
 B)False

Question 9

Managers are the most frequently used source of performance information. Explain this statement.

Accepted Answer

Managers are the most frequently used so

Question 10

As the CEO of Blue Corp., Terrell makes it a point to meet new hires at all levels of his organization. He explains the goals of the company and emphasizes the importance of an individual employee's role in the larger picture. This initiative of Terrell focuses on the ________ of performance management.

Accepted Answer

A)  strategic purpose 
B)  administrative purpose 
C)  developmental purpose 
D)  statistical purpose 
E)  validity purpose 
A)  strategic purpose 
B)  administrative purpose 
C)  developmental purpose 
D)  statistical purpose 
E)  validity purpose

Question 11

Tami meets with each employee to go over their performance review. She knows that ________ is important if she wants the employees to improve.

Accepted Answer

A)  performance appraisal 
B)  achievement discrepancy 
C)  job rotation 
D)  ability analysis 
E)  performance feedback 
A)  performance appraisal 
B)  achievement discrepancy 
C)  job rotation 
D)  ability analysis 
E)  performance feedback

Question 12

Discuss the strategic purposes of performance management.

Accepted Answer

A performance management system should l

Question 13

Bridget has an employee who is struggling with meeting quotas and attendance. You offer her advice by telling her to not use the ________ as it will not provide guidance on improving employee behavior.

Accepted Answer

A)  quality approach 
B)  comparative approach 
C)  behavioral approach 
D)  attribute approach 
E)  results approach 
A)  quality approach 
B)  comparative approach 
C)  behavioral approach 
D)  attribute approach 
E)  results approach

Question 14

Which of the following is an example of frame-of-reference training?

Accepted Answer

A)  Evan focuses primarily on making managers aware of rating errors and how to reduce them effectively. 
B)  Christine makes managers aware of how errors influence ratings. 
C)  Demita emphasizes using the same idea of high, medium, and low performances when making evaluations. 
D)  Hassan stresses having consistent standards of evaluation. 
E)  Lorena focuses on eliminating politics through discussion among managers. 
A)  Evan focuses primarily on making managers aware of rating errors and how to reduce them effectively. 
B)  Christine makes managers aware of how errors influence ratings. 
C)  Demita emphasizes using the same idea of high, medium, and low performances when making evaluations. 
D)  Hassan stresses having consistent standards of evaluation. 
E)  Lorena focuses on eliminating politics through discussion among managers.

Question 15

When gathering information on performance, HR relies on ________ more frequently than any other group, because they will have the most accurate information.

Accepted Answer

A)  peers 
B)  managers 
C)  subordinates 
D)  employees themselves 
E)  customers 
A)  peers 
B)  managers 
C)  subordinates 
D)  employees themselves 
E)  customers

Question 16

Jian is a manager at Zobos Corp. He needs to perform an evaluation of his subordinates. He does this by pairing each of his subordinates with every other subordinate in the same group, then selects the higher performer between the two. At the end of the process, he calculates the number of times a subordinate has been the higher performer in a match-up. Which type of performance management system does Jian employ to perform the evaluation?

Accepted Answer

A)  Probability distribution 
B)  Simple ranking 
C)  Forced distribution 
D)  Paired comparison 
E)  Scanlon plans 
A)  Probability distribution 
B)  Simple ranking 
C)  Forced distribution 
D)  Paired comparison 
E)  Scanlon plans

Question 17

One of the advantages of the results approach to performance measurement is that it disassociates an individual's results from the organization's strategies and goals.

Accepted Answer

A) True 
 B)False

Question 18

The quality approach relies primarily on a combination of the attribute and results approaches to performance measurement.

Accepted Answer

A) True 
 B)False

Question 19

La'Keisha wants to understand data that HR has given her. She plots the points and evaluates the variance between the outcomes and the expected value. She most likely creates a

Accepted Answer

A)  control chart. 
B)  histogram. 
C)  cause-and-effect diagram. 
D)  process-flow analysis. 
E)  Pareto chart. 
A)  control chart. 
B)  histogram. 
C)  cause-and-effect diagram. 
D)  process-flow analysis. 
E)  Pareto chart.

Question 20

Quality-based performance methods are quite easy to develop and are generalizable across a variety of jobs, strategies, and organizations.

Accepted Answer

A) True 
 B)False

Both the comparative and the attribute approaches to performance measurement are

The assumption of Pareto analysis is that the majority of problems are the result of a small number of causes.

Appraisals that involve collecting subordinates' evaluations of a manager's behavior or skills are known as

In what legal suit would the plaintiff allege that the performance measurement system varied according to individuals?

Attribute-based performance methods have strong congruence between the techniques and the company's strategy.

Explain how the expected results of a performance management system designed with a strong quality orientation can impact employee performance.

Once the expected performance has been defined and employees' performances have been measured, it is necessary to feed that performance information back to the employees so that they can correct any deficiencies.

Managers are the most frequently used source of performance information. Explain this statement.

Tami meets with each employee to go over their performance review. She knows that ________ is important if she wants the employees to improve.

Discuss the strategic purposes of performance management.

Bridget has an employee who is struggling with meeting quotas and attendance. You offer her advice by telling her to not use the ________ as it will not provide guidance on improving employee behavior.

Which of the following is an example of frame-of-reference training?

When gathering information on performance, HR relies on ________ more frequently than any other group, because they will have the most accurate information.

One of the advantages of the results approach to performance measurement is that it disassociates an individual's results from the organization's strategies and goals.

The quality approach relies primarily on a combination of the attribute and results approaches to performance measurement.

La'Keisha wants to understand data that HR has given her. She plots the points and evaluates the variance between the outcomes and the expected value. She most likely creates a

Quality-based performance methods are quite easy to develop and are generalizable across a variety of jobs, strategies, and organizations.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the HRM Function

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Exam 8: Performance Management

Both the comparative and the attribute approaches to performance measurement are

The assumption of Pareto analysis is that the majority of problems are the result of a small number of causes.

Appraisals that involve collecting subordinates' evaluations of a manager's behavior or skills are known as

In what legal suit would the plaintiff allege that the performance measurement system varied according to individuals?

Attribute-based performance methods have strong congruence between the techniques and the company's strategy.

Explain how the expected results of a performance management system designed with a strong quality orientation can impact employee performance.

Once the expected performance has been defined and employees' performances have been measured, it is necessary to feed that performance information back to the employees so that they can correct any deficiencies.

Managers are the most frequently used source of performance information. Explain this statement.

Tami meets with each employee to go over their performance review. She knows that ________ is important if she wants the employees to improve.

Discuss the strategic purposes of performance management.

Bridget has an employee who is struggling with meeting quotas and attendance. You offer her advice by telling her to not use the ________ as it will not provide guidance on improving employee behavior.

Which of the following is an example of frame-of-reference training?

When gathering information on performance, HR relies on ________ more frequently than any other group, because they will have the most accurate information.

One of the advantages of the results approach to performance measurement is that it disassociates an individual's results from the organization's strategies and goals.

The quality approach relies primarily on a combination of the attribute and results approaches to performance measurement.

La'Keisha wants to understand data that HR has given her. She plots the points and evaluates the variance between the outcomes and the expected value. She most likely creates a

Quality-based performance methods are quite easy to develop and are generalizable across a variety of jobs, strategies, and organizations.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the HRM Function

Filters