Question 1

How often (at a minimum) should managers review with their employees their goals?

Accepted Answer

A)  once a week 
B)  once a month 
C)  once a year 
D)  every day 
A)  once a week 
B)  once a month 
C)  once a year 
D)  every day B

Question 2

To find the right person for any job, managers have to ____.

Accepted Answer

A)  clearly define the position 
B)  clearly define the pay 
C)  ask for the person's race 
D)  post the opening online 
A)  clearly define the position 
B)  clearly define the pay 
C)  ask for the person's race 
D)  post the opening online A

Question 3

___ is the process by which a manager evaluates an employee's work effectiveness by using objective criteria, provides feedback to the employee, and shows where improvements are needed.

Accepted Answer

A)  Performance appraisal 
B)  Preparation 
C)  ILETS 
D)  Performance identification 
A)  Performance appraisal 
B)  Preparation 
C)  ILETS 
D)  Performance identification A

Question 4

The source of ________ is a manager's ability to earn respect, trust, and commitment based on the manager's personal style and expertise.

Accepted Answer

A)  soft power 
B)  hard power 
C)  coercive power 
D)  none of these 
A)  soft power 
B)  hard power 
C)  coercive power 
D)  none of these

Question 5

Meeting task needs first involves __________ and defining desired outcomes for the team's work.

Accepted Answer

A)  establishing work procedures 
B)  setting goals 
C)  learning government regulations 
D)  setting company policies 
A)  establishing work procedures 
B)  setting goals 
C)  learning government regulations 
D)  setting company policies

Question 6

The ________ and the maturity and cohesiveness of team members are two variables that make a significant difference to the most effect style of management.

Accepted Answer

A)  style of competition 
B)  focus on relationship 
C)  nature of the work 
D)  none of these 
A)  style of competition 
B)  focus on relationship 
C)  nature of the work 
D)  none of these

Question 7

All organizations need a systematic process to find and hire the right people for their specific needs and culture.

Accepted Answer

A) True 
 B)False

Question 8

There is a clear correlation between effective performance management systems and an organization's _____________.

Accepted Answer

A)  strategic performance 
B)  administration 
C)  account services 
D)  none of these 
A)  strategic performance 
B)  administration 
C)  account services 
D)  none of these

Question 9

To succeed as a manager, you do not need to be aware of the inherent tensions between the needs of work and the needs of people.

Accepted Answer

A) True 
 B)False

Question 10

A ________ or low relationship style means that a manager focuses primarily on work structure such as planning short-term activities and monitoring operations and performance, while giving little attention to the people needs of team members.

Accepted Answer

A)  moderate task 
B)  low task 
C)  high task 
D)  none of these 
A)  moderate task 
B)  low task 
C)  high task 
D)  none of these

Question 11

Which of the following is a negative aspect of the forced ranking system?

Accepted Answer

A)  leads to cheating 
B)  increases cut-throat competition among employees 
C)  creates and sustains a high-performance culture 
D)  all of these 
A)  leads to cheating 
B)  increases cut-throat competition among employees 
C)  creates and sustains a high-performance culture 
D)  all of these

Question 12

What do managers have to do in order for organizations to succeed?

Accepted Answer

A)  Hold meetings 
B)  Have systems to hold people accountable for achieving specific desired results 
C)  Search for goals and actions 
D)  Follow up on their subordinates' actions daily 
A)  Hold meetings 
B)  Have systems to hold people accountable for achieving specific desired results 
C)  Search for goals and actions 
D)  Follow up on their subordinates' actions daily

Question 13

The ____ gives candidates a comprehensive view of the job and the organization.

Accepted Answer

A)  organizational overview 
B)  realistic job preview 
C)  overall job preview 
D)  none of these 
A)  organizational overview 
B)  realistic job preview 
C)  overall job preview 
D)  none of these

Question 14

Researchers have identified two meta-categories that all managers apply to some extent to drive performance. These basic behavior patters are called __________ and __________.

Accepted Answer

A)  financially-oriented and non-financially-oriented behavior 
B)  task-oriented and relationship-oriented behavior 
C)  high task and low task behavior 
D)  none of these 
A)  financially-oriented and non-financially-oriented behavior 
B)  task-oriented and relationship-oriented behavior 
C)  high task and low task behavior 
D)  none of these

Question 15

Stu was hired quickly without much interviewing, and now it has become obvious that he was the wrong person for the job. What are some negative consequences of the rushed hiring process?

Accepted Answer

A)  costs 
B)  wasted time 
C)  discouraging for Stu and the company 
D)  all of these 
A)  costs 
B)  wasted time 
C)  discouraging for Stu and the company 
D)  all of these

Question 16

Why must a manager sometimes fire people?

Accepted Answer

Managers who run great companies have to

Question 17

Even as a lower-level manager, you will sometimes have to rely on the power and authority of your formal position to manage employee performance and accountability.

Accepted Answer

A) True 
 B)False

Question 18

What is commonly used to measure the progress towards a goal?

Accepted Answer

A)  scorecard 
B)  metrics 
C)  performance dashboard 
D)  all of these 
A)  scorecard 
B)  metrics 
C)  performance dashboard 
D)  all of these

Question 19

What is the term for a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with strategic goals of the organization?

Accepted Answer

A)  personal enjoyment 
B)  organizational satisfaction 
C)  performance management 
D)  performance coordination 
A)  personal enjoyment 
B)  organizational satisfaction 
C)  performance management 
D)  performance coordination

Question 20

The final step in the accountability cycle is to ____.

Accepted Answer

A)  appraise performance 
B)  apply corrections 
C)  apply consequences 
D)  all of these 
A)  appraise performance 
B)  apply corrections 
C)  apply consequences 
D)  all of these

How often (at a minimum) should managers review with their employees their goals?

To find the right person for any job, managers have to ____.

___ is the process by which a manager evaluates an employee's work effectiveness by using objective criteria, provides feedback to the employee, and shows where improvements are needed.

The source of ________ is a manager's ability to earn respect, trust, and commitment based on the manager's personal style and expertise.

Meeting task needs first involves __________ and defining desired outcomes for the team's work.

The ________ and the maturity and cohesiveness of team members are two variables that make a significant difference to the most effect style of management.

All organizations need a systematic process to find and hire the right people for their specific needs and culture.

There is a clear correlation between effective performance management systems and an organization's _____________.

To succeed as a manager, you do not need to be aware of the inherent tensions between the needs of work and the needs of people.

A ________ or low relationship style means that a manager focuses primarily on work structure such as planning short-term activities and monitoring operations and performance, while giving little attention to the people needs of team members.

Which of the following is a negative aspect of the forced ranking system?

What do managers have to do in order for organizations to succeed?

The ____ gives candidates a comprehensive view of the job and the organization.

Researchers have identified two meta-categories that all managers apply to some extent to drive performance. These basic behavior patters are called and .

Stu was hired quickly without much interviewing, and now it has become obvious that he was the wrong person for the job. What are some negative consequences of the rushed hiring process?

Why must a manager sometimes fire people?

Even as a lower-level manager, you will sometimes have to rely on the power and authority of your formal position to manage employee performance and accountability.

What is commonly used to measure the progress towards a goal?

What is the term for a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with strategic goals of the organization?

The final step in the accountability cycle is to ____.

Introduction

Your Manager Strengths and Weaknesses

Learning About Yourself

Managing Yourself to Get Things Done

Creative Problem Solving

How Managers Communicate

Becoming an Ethical Manager

Motivating for Performance

Getting Things Done Through Networks, Relationships, and Soft Power

People With Coaching, Delegation, and Deliberate Practice

Handling Difficult Conversations, Conflict, and Negotiation

Managing Your Boss

Managing Teams

Managing Cross Culturally

Positive Leadership

Managing Personal and Organizational Change

Filters

Exam 14: Achieving Desired Outcomes: Getting the Right People and Managing Performance

How often (at a minimum) should managers review with their employees their goals?

To find the right person for any job, managers have to ____.

___ is the process by which a manager evaluates an employee's work effectiveness by using objective criteria, provides feedback to the employee, and shows where improvements are needed.

The source of ________ is a manager's ability to earn respect, trust, and commitment based on the manager's personal style and expertise.

Meeting task needs first involves __________ and defining desired outcomes for the team's work.

The ________ and the maturity and cohesiveness of team members are two variables that make a significant difference to the most effect style of management.

All organizations need a systematic process to find and hire the right people for their specific needs and culture.

There is a clear correlation between effective performance management systems and an organization's _____________.

To succeed as a manager, you do not need to be aware of the inherent tensions between the needs of work and the needs of people.

A ________ or low relationship style means that a manager focuses primarily on work structure such as planning short-term activities and monitoring operations and performance, while giving little attention to the people needs of team members.

Which of the following is a negative aspect of the forced ranking system?

What do managers have to do in order for organizations to succeed?

The ____ gives candidates a comprehensive view of the job and the organization.

Researchers have identified two meta-categories that all managers apply to some extent to drive performance. These basic behavior patters are called __________ and __________.

Stu was hired quickly without much interviewing, and now it has become obvious that he was the wrong person for the job. What are some negative consequences of the rushed hiring process?

Why must a manager sometimes fire people?

Even as a lower-level manager, you will sometimes have to rely on the power and authority of your formal position to manage employee performance and accountability.

What is commonly used to measure the progress towards a goal?

What is the term for a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with strategic goals of the organization?

The final step in the accountability cycle is to ____.

Introduction

Your Manager Strengths and Weaknesses

Learning About Yourself

Managing Yourself to Get Things Done

Creative Problem Solving

How Managers Communicate

Becoming an Ethical Manager

Motivating for Performance

Getting Things Done Through Networks, Relationships, and Soft Power

People With Coaching, Delegation, and Deliberate Practice

Handling Difficult Conversations, Conflict, and Negotiation

Managing Your Boss

Managing Teams

Managing Cross Culturally

Positive Leadership

Managing Personal and Organizational Change

Filters

Researchers have identified two meta-categories that all managers apply to some extent to drive performance. These basic behavior patters are called and .