Question 1

What is the difference between attribute based and behavior based performance management approaches? Identify and explain one example of each.

Accepted Answer

Attribute based approaches evaluate empl

Question 2

Which of the following statements is most accurate in regard to using disciplinary steps?

Accepted Answer

A)  Every performance or behavior issue should be taken through all steps before terminating an employee. 
B)  Once a verbal warning occurs a manager should complete a written warning to ensure they have gotten through to the employee. 
C)  The employee is clear on where they stand and what they need to do to avoid further action. 
D)  Suspending an employee should be a step that is never skipped in the process. 
E)  Focusing on what the employee needs to improve should only be part of an evaluation. 
A)  Every performance or behavior issue should be taken through all steps before terminating an employee. 
B)  Once a verbal warning occurs a manager should complete a written warning to ensure they have gotten through to the employee. 
C)  The employee is clear on where they stand and what they need to do to avoid further action. 
D)  Suspending an employee should be a step that is never skipped in the process. 
E)  Focusing on what the employee needs to improve should only be part of an evaluation.

Question 3

If an organization can make their performance management system more subjective it may increase the accuracy of the evaluations and decrease employee complaints regarding the system.

Accepted Answer

A) True 
 B)False

Question 4

Joan's performance was evaluated based on how many boxes she packed during each shift. It was not evaluated based on how many of the boxes she packed correctly, therefore her performance measure could be said to be ________.

Accepted Answer

The answer of Joan's performance was evaluated based on how...

Question 5

Creating an evaluation system that relies on financial performance to determine scores and compensation increases may encourage unethical behavior in employees.

Accepted Answer

A) True 
 B)False

Question 6

Steve sold 31 units this month, Kara sold 28, and Marie sold 25. Therefore, using the ranking approach based on sales Steve would be considered the top performer.

Accepted Answer

A) True 
 B)False

Question 7

When an employee disagrees with how the performance management system is carried out they have distributional justice concerns.

Accepted Answer

A) True 
 B)False

Question 8

To be most effective, a 360 degree performance evaluation for a management position should include performance data from:

Accepted Answer

A)  customers. 
B)  coworkers. 
C)  subordinates. 
D)  their supervisor. 
E)  all of the above. 
A)  customers. 
B)  coworkers. 
C)  subordinates. 
D)  their supervisor. 
E)  all of the above.

Question 9

Evaluating ________ and developing ________ are key components of any performance management program.

Accepted Answer

performanc

Question 10

The difference between the behaviorally anchored rating scale and the behavioral observation scale is ________ an employee displays certain behaviors on the job.

Accepted Answer

The answer of The difference between the behaviorally anchored rating...

Question 11

If you were trying to convince management to institute a weighted performance evaluation system which argument would you make?

Accepted Answer

A)  All jobs add the same value to an organization and should be weighted the same in regard to such things as customer service behaviors, knowledge level, etc. 
B)  Quality is most important for all jobs and therefore should carry a greater weight than quantity of work output. 
C)  To encourage creativity as well as cooperation, behavioral aspects of the job should be weighted at a greater degree. 
D)  Each job dimension may carry a different level of value to the organization and in order to encourage employees to focus on what is important you must weight each dimension accordingly. 
E)  None of these are appropriate arguments. 
A)  All jobs add the same value to an organization and should be weighted the same in regard to such things as customer service behaviors, knowledge level, etc. 
B)  Quality is most important for all jobs and therefore should carry a greater weight than quantity of work output. 
C)  To encourage creativity as well as cooperation, behavioral aspects of the job should be weighted at a greater degree. 
D)  Each job dimension may carry a different level of value to the organization and in order to encourage employees to focus on what is important you must weight each dimension accordingly. 
E)  None of these are appropriate arguments.

Question 12

Monitoring phone calls and computer usage has become something that employees are accepting of and organization's have no reason to be concerned about their perceptions of being under constant surveillance.

Accepted Answer

A) True 
 B)False

Question 13

Using a forced choice approach to performance management could mean that the rater does not know how the performance statements are valued so that bias does not impact the evaluation.

Accepted Answer

A) True 
 B)False

Question 14

Using a critical incident approach to performance evaluations allows you to focus on traits rather than the behaviors of employees.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following statements is most accurate when considering how to design the performance management system for employees in a host country?

Accepted Answer

A)  Using an evaluation method that compares employee performance is most acceptable in a collectivist country. 
B)  An operations manager job in the home and host countries have the same job dimensions and therefore should be evaluated using the same method. 
C)  Countries that value teamwork and emphasize work relationships would choose an individualist approach to evaluations. 
D)  Cultural norms may impact how employees interpret performance dimensions. 
E)  Host country performance standards must remain consistent with those used in the home country in order to evaluate employees consistently. 
A)  Using an evaluation method that compares employee performance is most acceptable in a collectivist country. 
B)  An operations manager job in the home and host countries have the same job dimensions and therefore should be evaluated using the same method. 
C)  Countries that value teamwork and emphasize work relationships would choose an individualist approach to evaluations. 
D)  Cultural norms may impact how employees interpret performance dimensions. 
E)  Host country performance standards must remain consistent with those used in the home country in order to evaluate employees consistently.

Question 16

Jason is one of your best mechanics. He is very knowledgeable and other employees use him as a resource when they need to learn something or need information about parts and how they work. Customer feedback about him has always been positive, focusing on how well he explains the work he has done and being open and patient when customers have questions. However, Jason seems to lack initiative and motivation. He does only the specific tasks assigned to him and does not seek out other work when he is done with an assignment. He does not clean up his work area as expected at the end of his shift, but rather leaves it for the next person to deal with. He has a bit of an "attitude" because he knows he is knowledgeable and feels as though he should not have to perform some of the lower level administrative or clean up tasks required of the job. How would you approach providing feedback to Jason?

Accepted Answer

Review the performance dimensions with h

Question 17

Which of the following is the best way to reduce the possibility of discrimination in a performance management process?

Accepted Answer

A)  Use a method such as forced distribution to rank employees and avoid scoring everyone at the same level. 
B)  Base employee evaluations on an objective standard such as, number of parts produced during the evaluation period. 
C)  Evaluate employees based on a similar-to-me approach so that all employees are scored based on the same standard. 
D)  Use a global performance measure rather than individual performance dimensions so that you have one overall evaluation score. 
E)  Create contaminated performance measures so that all aspects of the individual's job are captured. 
A)  Use a method such as forced distribution to rank employees and avoid scoring everyone at the same level. 
B)  Base employee evaluations on an objective standard such as, number of parts produced during the evaluation period. 
C)  Evaluate employees based on a similar-to-me approach so that all employees are scored based on the same standard. 
D)  Use a global performance measure rather than individual performance dimensions so that you have one overall evaluation score. 
E)  Create contaminated performance measures so that all aspects of the individual's job are captured.

Question 18

Once the manager has completed the evaluation it is important that they next provide timely and constructive feedback to the employees so that improvements can be made.

Accepted Answer

A) True 
 B)False

Question 19

When an employee has behavioral or motivation issues that are impacting performance:

Accepted Answer

A)  be sure the employee is clear about what is expected of them in their role. 
B)  define how their performance will be evaluated and what each standard means. 
C)  show how performance measures support what the organization views as important. 
D)  consider redesigning the job if role concerns exist. 
E)  All of the above are correct. 
A)  be sure the employee is clear about what is expected of them in their role. 
B)  define how their performance will be evaluated and what each standard means. 
C)  show how performance measures support what the organization views as important. 
D)  consider redesigning the job if role concerns exist. 
E)  All of the above are correct.

Question 20

When setting up a feedback meeting with an employee it is important to keep all of the following in mind EXCEPT:

Accepted Answer

A)  discuss both the positive and negative aspects of the employees performance. 
B)  focus on one set of job responsibilities rather than the whole spectrum of the employee's tasks. 
C)  ask employees for their input and concerns regarding their performance and goals. 
D)  focus on specific behaviors and outcomes rather than making personal comments. 
E)  consider holding a separate meeting for the evaluation and one to discuss development. 
A)  discuss both the positive and negative aspects of the employees performance. 
B)  focus on one set of job responsibilities rather than the whole spectrum of the employee's tasks. 
C)  ask employees for their input and concerns regarding their performance and goals. 
D)  focus on specific behaviors and outcomes rather than making personal comments. 
E)  consider holding a separate meeting for the evaluation and one to discuss development.

What is the difference between attribute based and behavior based performance management approaches? Identify and explain one example of each.

Which of the following statements is most accurate in regard to using disciplinary steps?

If an organization can make their performance management system more subjective it may increase the accuracy of the evaluations and decrease employee complaints regarding the system.

Joan's performance was evaluated based on how many boxes she packed during each shift. It was not evaluated based on how many of the boxes she packed correctly, therefore her performance measure could be said to be ________.

Creating an evaluation system that relies on financial performance to determine scores and compensation increases may encourage unethical behavior in employees.

Steve sold 31 units this month, Kara sold 28, and Marie sold 25. Therefore, using the ranking approach based on sales Steve would be considered the top performer.

When an employee disagrees with how the performance management system is carried out they have distributional justice concerns.

To be most effective, a 360 degree performance evaluation for a management position should include performance data from:

Evaluating and developing are key components of any performance management program.

The difference between the behaviorally anchored rating scale and the behavioral observation scale is ________ an employee displays certain behaviors on the job.

If you were trying to convince management to institute a weighted performance evaluation system which argument would you make?

Monitoring phone calls and computer usage has become something that employees are accepting of and organization's have no reason to be concerned about their perceptions of being under constant surveillance.

Using a forced choice approach to performance management could mean that the rater does not know how the performance statements are valued so that bias does not impact the evaluation.

Using a critical incident approach to performance evaluations allows you to focus on traits rather than the behaviors of employees.

Which of the following statements is most accurate when considering how to design the performance management system for employees in a host country?

Which of the following is the best way to reduce the possibility of discrimination in a performance management process?

Once the manager has completed the evaluation it is important that they next provide timely and constructive feedback to the employees so that improvements can be made.

When an employee has behavioral or motivation issues that are impacting performance:

When setting up a feedback meeting with an employee it is important to keep all of the following in mind EXCEPT:

Managing Employees for Competitive Advantage

Organizational Demands and Environmental Influences

Regulatory Issues

Job Design and Job Analysis

Workforce Planning

Recruitment

Selection

Training and Development

Compensating Employees

Incentives and Rewards

Employee Benefits and Safety Programs

Labor Unions and Employee Management

Creating High Performing Hr Systems

Filters

Exam 9: Performance Management

What is the difference between attribute based and behavior based performance management approaches? Identify and explain one example of each.

Which of the following statements is most accurate in regard to using disciplinary steps?

If an organization can make their performance management system more subjective it may increase the accuracy of the evaluations and decrease employee complaints regarding the system.

Joan's performance was evaluated based on how many boxes she packed during each shift. It was not evaluated based on how many of the boxes she packed correctly, therefore her performance measure could be said to be ________.

Creating an evaluation system that relies on financial performance to determine scores and compensation increases may encourage unethical behavior in employees.

Steve sold 31 units this month, Kara sold 28, and Marie sold 25. Therefore, using the ranking approach based on sales Steve would be considered the top performer.

When an employee disagrees with how the performance management system is carried out they have distributional justice concerns.

To be most effective, a 360 degree performance evaluation for a management position should include performance data from:

Evaluating ________ and developing ________ are key components of any performance management program.

The difference between the behaviorally anchored rating scale and the behavioral observation scale is ________ an employee displays certain behaviors on the job.

If you were trying to convince management to institute a weighted performance evaluation system which argument would you make?

Monitoring phone calls and computer usage has become something that employees are accepting of and organization's have no reason to be concerned about their perceptions of being under constant surveillance.

Using a forced choice approach to performance management could mean that the rater does not know how the performance statements are valued so that bias does not impact the evaluation.

Using a critical incident approach to performance evaluations allows you to focus on traits rather than the behaviors of employees.

Which of the following statements is most accurate when considering how to design the performance management system for employees in a host country?

Which of the following is the best way to reduce the possibility of discrimination in a performance management process?

Once the manager has completed the evaluation it is important that they next provide timely and constructive feedback to the employees so that improvements can be made.

When an employee has behavioral or motivation issues that are impacting performance:

When setting up a feedback meeting with an employee it is important to keep all of the following in mind EXCEPT:

Managing Employees for Competitive Advantage

Organizational Demands and Environmental Influences

Regulatory Issues

Job Design and Job Analysis

Workforce Planning

Recruitment

Selection

Training and Development

Compensating Employees

Incentives and Rewards

Employee Benefits and Safety Programs

Labor Unions and Employee Management

Creating High Performing Hr Systems

Filters

Evaluating and developing are key components of any performance management program.