Question 1

The behavior approach emphasizes ______________ rather than _____________.

Accepted Answer

A) what employees do;employee traits or results 
B) employee traits;results 
C) results;employee traits 
D) None of these are correct 
A) what employees do;employee traits or results 
B) employee traits;results 
C) results;employee traits 
D) None of these are correct A

Question 2

The results approach emphasizes ______________ rather than _______________.

Accepted Answer

A) employee behaviors;results and employee traits 
B) outcomes;financial gain 
C) employee traits;results and employee behaviors 
D) outcomes;employee traits or employee behaviors 
A) employee behaviors;results and employee traits 
B) outcomes;financial gain 
C) employee traits;results and employee behaviors 
D) outcomes;employee traits or employee behaviors D

Question 3

When poor results are due to causes beyond the performer's control,which approach to measuring performance is most appropriate?

Accepted Answer

A) Trait approach 
B) Results approach 
C) Behavior approach 
D) Orthodox approach 
A) Trait approach 
B) Results approach 
C) Behavior approach 
D) Orthodox approach C

Question 4

Contextual performance and task performance should:

Accepted Answer

A) Only be considered in higher level employees 
B) Be considered as one and the same 
C) Be listed in the employee manual 
D) Be considered separately 
A) Only be considered in higher level employees 
B) Be considered as one and the same 
C) Be listed in the employee manual 
D) Be considered separately

Question 5

Behaviors that contribute to the organization's effectiveness by providing a good working environment are called …

Accepted Answer

Contextual performance is defi

Question 6

Procedural knowledge is:

Accepted Answer

A) Knowing what the boss wants done 
B) Knowing how well the job has to be done to "get by" 
C) Knowing what to do and how to do it 
D) Knowing where all the required equipment are located 
A) Knowing what the boss wants done 
B) Knowing how well the job has to be done to "get by" 
C) Knowing what to do and how to do it 
D) Knowing where all the required equipment are located

Question 7

The fact that there are many ways to deliver effective results in a job is an indication that a results approach to performance measurement might be appropriate for the job.

Accepted Answer

A) True 
 B)False

Question 8

When employees challenge the status quo in a positive way and make innovative suggestions for change,they are exhibiting:

Accepted Answer

A) Cultural differences 
B) Declarative knowledge 
C) Psychomotor skills 
D) Voice behavior 
A) Cultural differences 
B) Declarative knowledge 
C) Psychomotor skills 
D) Voice behavior

Question 9

When results and behaviors are obviously related,which approach to measuring performance is most appropriate?

Accepted Answer

A) Trait approach 
B) Results approach 
C) Behavior approach 
D) Orthodox approach 
A) Trait approach 
B) Results approach 
C) Behavior approach 
D) Orthodox approach

Question 10

_________________ performance is fairly similar across jobs and is not likely to be role prescribed.

Accepted Answer

A) Task 
B) Contextual 
C) Exceptional 
D) None of the above 
A) Task 
B) Contextual 
C) Exceptional 
D) None of the above

Question 11

Activities that transform raw materials into goods and services that are produced by an organization are called …

Accepted Answer

Task performance includes acti

Question 12

Task performance is defined as:

Accepted Answer

A) Activities that transform raw materials into the goods and services that are produced by the organization. 
B) Activities that help with the transformation process by replenishing the supply of raw materials. 
C) Offering help and cooperating with others. 
D) A and B 
A) Activities that transform raw materials into the goods and services that are produced by the organization. 
B) Activities that help with the transformation process by replenishing the supply of raw materials. 
C) Offering help and cooperating with others. 
D) A and B

Question 13

Contextual factors,such as voice behavior and cultural differences,should be considered when organizations choose to define and measure performance.

Accepted Answer

A) True 
 B)False

Question 14

Many organizations now realize that there is no need to focus on both task and contextual performance.

Accepted Answer

A) True 
 B)False

Question 15

Declarative knowledge includes which of the following?

Accepted Answer

A) Facts 
B) Psychomotor skill 
C) Persistence of effort 
D) Cognitive skill 
A) Facts 
B) Psychomotor skill 
C) Persistence of effort 
D) Cognitive skill

Question 16

____________________ is defined as those behaviors that contribute to the organization's effectiveness by providing a good environment in which task performance can occur.

Accepted Answer

A) Contextual performance 
B) Results 
C) Declarative knowledge 
D) Procedural knowledge 
A) Contextual performance 
B) Results 
C) Declarative knowledge 
D) Procedural knowledge

Question 17

Which of the following performance facets must be considered to understand performance?

Accepted Answer

A) Task performance and results 
B) Declarative knowledge and procedural knowledge 
C) Contextual performance and results 
D) Task performance and contextual performance 
A) Task performance and results 
B) Declarative knowledge and procedural knowledge 
C) Contextual performance and results 
D) Task performance and contextual performance

Question 18

Contextual performance is also known as organizational citizenship or pro-social behavior.

Accepted Answer

A) True 
 B)False

Question 19

Using your current work situation,or one of someone you know well,describe whether performance is measured using a trait,behavior,or results approach.Use the checklist below to identify whether or not your company should measure performance using the trait,behavior,or results method.
$\begin{array}{c}
\begin{array}{|l|}
\hline \text {Adopting a Traits Approach to Measuring Performance Is Most }\
\text {Appropriate When ...}\

\hline \quad\quad\text {The organization is undertaking a drastic structural change}\
\hline \text {Adopting a Behavior Approach to Measuring Performance Is Most}\
\text {Appropriate When ...}\
\quad\quad\text {Employees will take a long time to achieve the desired outcomes}\
\quad\quad\text { The link between behaviors and results is not obvious}\
\quad\quad\text {Outcomes are distant in the future}\
\quad\quad\text {Poor results are due to causes beyond the performer's control}\
\text {Adopting a Results Approach to Measuring Performance Is Most}\
\text {Appropriate When ...}\
\quad\quad\text {Workers are skilled in the needed behaviors}\
\quad\quad\text {Behaviors and results are obviously related}\
\quad\quad\text {Results show consistent improvement over time}\
\quad\quad\text {There are many ways to do the job right}\
 \hline
\end{array}
\end{array}$

Is this approach appropriate given your job responsibilities and the climate of the organization? Explain whether or not you think that the system could be improved using a different approach to measuring performance.

Accepted Answer

Answers will vary but should be aligned

Question 20

Performance management systems need to not only measure performance but also provide information on the source of any performance deficiencies.

Accepted Answer

A) True 
 B)False

The behavior approach emphasizes __ rather than _.

The results approach emphasizes rather than _.

When poor results are due to causes beyond the performer's control,which approach to measuring performance is most appropriate?

Contextual performance and task performance should:

Behaviors that contribute to the organization's effectiveness by providing a good working environment are called …

Procedural knowledge is:

The fact that there are many ways to deliver effective results in a job is an indication that a results approach to performance measurement might be appropriate for the job.

When employees challenge the status quo in a positive way and make innovative suggestions for change,they are exhibiting:

When results and behaviors are obviously related,which approach to measuring performance is most appropriate?

_________________ performance is fairly similar across jobs and is not likely to be role prescribed.

Activities that transform raw materials into goods and services that are produced by an organization are called …

Task performance is defined as:

Contextual factors,such as voice behavior and cultural differences,should be considered when organizations choose to define and measure performance.

Many organizations now realize that there is no need to focus on both task and contextual performance.

Declarative knowledge includes which of the following?

____________________ is defined as those behaviors that contribute to the organization's effectiveness by providing a good environment in which task performance can occur.

Which of the following performance facets must be considered to understand performance?

Contextual performance is also known as organizational citizenship or pro-social behavior.

Performance management systems need to not only measure performance but also provide information on the source of any performance deficiencies.

Performance Management and Reward Systems in Context

Performance Management Process

Performance Management and Strategic Planning

Measuring Results and Behaviors

Gathering Performance Information

Implementing a Performance Management System

Performance Management and Employee Development

Performance Management Skills

Reward Systems and Legal Issues

Managing Team Performance

Filters

Exam 4: Defining Performance and Choosing a Measurement Approach

The behavior approach emphasizes ______________ rather than _____________.

The results approach emphasizes ______________ rather than _______________.

When poor results are due to causes beyond the performer's control,which approach to measuring performance is most appropriate?

Contextual performance and task performance should:

Behaviors that contribute to the organization's effectiveness by providing a good working environment are called …

Procedural knowledge is:

The fact that there are many ways to deliver effective results in a job is an indication that a results approach to performance measurement might be appropriate for the job.

When employees challenge the status quo in a positive way and make innovative suggestions for change,they are exhibiting:

When results and behaviors are obviously related,which approach to measuring performance is most appropriate?

_________________ performance is fairly similar across jobs and is not likely to be role prescribed.

Activities that transform raw materials into goods and services that are produced by an organization are called …

Task performance is defined as:

Contextual factors,such as voice behavior and cultural differences,should be considered when organizations choose to define and measure performance.

Many organizations now realize that there is no need to focus on both task and contextual performance.

Declarative knowledge includes which of the following?

____________________ is defined as those behaviors that contribute to the organization's effectiveness by providing a good environment in which task performance can occur.

Which of the following performance facets must be considered to understand performance?

Contextual performance is also known as organizational citizenship or pro-social behavior.

Performance management systems need to not only measure performance but also provide information on the source of any performance deficiencies.

Performance Management and Reward Systems in Context

Performance Management Process

Performance Management and Strategic Planning

Measuring Results and Behaviors

Gathering Performance Information

Implementing a Performance Management System

Performance Management and Employee Development

Performance Management Skills

Reward Systems and Legal Issues

Managing Team Performance

Filters

The behavior approach emphasizes __ rather than _.

The results approach emphasizes rather than _.