Exam 10: Performance Management

Hung Son, a construction manager, is evaluating his employees. He fills out a multi-page form. Each page looks like a big thermometer or rain gauge reading, and shows examples for ranking employees from high to low on the page. He is to fill in the lines up to the action described for each employee. For instance, a performance dimension scale for carpenters ranges from 1-often picks up wrong end of hammer to 9-correctly selects nail size and wood surface for various jobs. What technique is he using?

The major advantage of the forced-choice appraisal method is the appraiser does not know the "right" answers; hence bias and distortion are increased.

With _________ appraisals, managers learn how employees feel about them and organizations learn what their suppliers think about working with them.

MATCHING KEY TERMS AND DEFINITIONS -Ranking employees' performance from highest to lowest.

A ________ is a performance appraisal technique that generates critical incidents and develops behavioral dimensions of performance.

Performance management systems are used to provide

Sharon, a student worker in a college food service location, has just received her first performance appraisal. Her manager told her that her cleaning and sweeping skills were excellent, but that she needed to show up to work on time and follow the regulations for lunch hours, breaks, personal phone calls, and calling out sick. Her performance will be evaluated again in 30 days. What was the outcome of this appraisal process?

Katsiaryna is a middle manager in a large company. She was just passed over for promotion and could not understand why. On a scale from 0 to 100, her overall performance score over the last three years has been 89. In her company, the performance appraisal system defines outstanding performance at 90 or above, very good at 80 or above, good at 70 or above, average at 60 or above, and unacceptable as anything below 60. Katsiaryna found out that the average score for middle managers in her company is 91. What is the major appraisal problem in this case?

MATCHING KEY TERMS AND DEFINITIONS -Performance evaluation in which supervisors, peers, employees, and customers evaluate the individual.

MATCHING KEY TERMS AND DEFINITIONS -A type of checklist where the rater must choose between two specific statements about an employee's work behavior.

Bill, an accountant, is amazed at his 2% salary increase. Bill had the lowest error rating and the quickest completion times in the division. When Bill learned that Ed, another accountant who was slow and careless in his work also received 2%, he went to HR. Bill was told that their manager had turned in average ratings for both of them, in fact for the whole department, and that 2% was the average raise that year for all employees. What performance appraisal rating error is evident?

MATCHING KEY TERMS AND DEFINITIONS -Measuring an employee's performance against some established standards.

Sometimes, managers evaluate employees based on the way they (the managers) perceive themselves. This is a(n) ________.

MATCHING KEY TERMS AND DEFINITIONS -Evaluating employees based on the way an evaluator perceives himself or herself.

Which of the following is the best performance appraisal system?

Tom, who is not in Jane's department, has been asked to conduct her performance appraisal, as her supervisor is on sick leave from the organization. Tom has little knowledge of what Jane does, but he's agreed to evaluate Jane. Tom's evaluation may be suspect because he _________.

All of the following are key components of the performance appraisal meeting EXCEPT:

Raj is the owner of a small real estate agency in New York City. He has four employees and wants to be able to evaluate each employee against the other employees. Which appraisal technique should Raj use?

Which of the following is NOT a key ingredient in designing an effective team appraisal system?