Exam 6: Performance Management and Appraisal

Jason is generally considered unfriendly at work. His supervisor rates him low on the trait "gets along well with others" but also rates him lower on other traits unrelated to socialization at work. Jason's performance appraisal may be unfair due to ________.

Miranda wants to make partner at her law firm. She is worried, though, because everyone understands that 70-hour work weeks are the norm for someone striving to make partner. Miranda wants to be fair to her family as well as excel at work. To address this problem, the law firm could help by ________.

The "M" in the acronym for SMART goals stands for ________.

Performance appraisals may be conducted by ________.

What is the second step in the Management by Objectives Method?

Forced distribution refers to an appraisal method, which ________.

What process allows top management to diagnose the management styles of supervisors, identify potential "people" problems, and take corrective action with individual supervisors as necessary?

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called ________.

What is the main difference between performance appraisal and performance management?

Managers should appraise employees with respect to the specific goals by which he or she expected to be measured.

A career is the occupational positions one holds at a single organization.

A properly designed performance management system utilizes yearly meetings to ensure continuous improvement in the employee's capacity and performance.

Which of the following could result in a legally questionable appraisal process?

Responsibility for career development should always be left to the ________.

Most managers are very willing and able to set measurable goals for their subordinates.

Career development refers to the ________.

What is the third step in the Management by Objectives Method?

Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal?

BARS is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

What is the first step in the Management by Objectives Method?