Deck 7: Performance Management

Question 1

Two tasks of performance management are performance measurement and ____ .

A)performance training
B)performance identification
C)performance improvement
D)performance maintenance

Answer 1

performance improvement

Question 2

Why are objective performance data limited?

A)They fail to tap into why some people perform better than others.
B)They are not subjective.
C)They are not limited.
D)They fail to predict task performance.

Answer 2

They fail to tap into why some people perform better than others.

Question 3

An objective measure that is not directly associated with the task or function of the job is called a:

A)Weak measure
B)Task measure
C)Proxy measure
D)Non-direct measure

Answer 3

Proxy measure

Question 4

Effective performance measurement focuses on:

A)Task
B)Behaviour
C)Management expectation
D)The cognition of the employee

Question 5

The 'effectiveness with which job incumbents perform activities that relate to the organization'stechnical core' is known as:

A)Organizational citizenship behaviour
B)Job performance
C)Task performance
D)Role performance

Question 6

Contextual performance is another term for:

A)Organizational citizenship behaviour
B)Job performance
C)Task performance
D)Role performance

Question 7

Organizational citizenship behaviour has been broken down into which of the followingcomponents?

A)Personal support
B)Organizational support
C)Conscientious initiative
D)All of the above

Question 8

A popular contemporary approach to analyzing job performance is the ____ approach.

A)behaviourist
B)competency
C)strategic
D)organizational

Question 9

A key property of the competency approach is that performance should be defined____.

A)in task terms.
B)by managers.
C)behaviourally.
D)specifically and clearly.

Question 10

Behaviour that adversely affects the organization is collectively termed:

A)Counterproductive work behaviour
B)Bad behaviour
C)Disruptive behaviour
D)Learned behaviour

Question 11

How can performance rating scales be improved to prevent bias?

A)Made longer.
B)Use clear anchors.
C)Use a forced distribution.
D)All of the above.

Question 12

The classic 5-point response scale that we are familiar with on surveys is called the ________scale.

A)pole
B)random
C)varied
D)Likert

Question 13

In _________, an employee's performance is judged on what they achieve rather than what theydo.

A)competency-based appraisal
B)results-based appraisal
C)organizational-based appraisal
D)task-based appraisal

Question 14

Which process in the model of performance management allows people to see how they areperforming in relation to their goals or objectives?

A)Performance goal setting
B)Performance feedback
C)Performance management interventions
D)Performance measurement

Question 15

A moderator of the relationship between goals and performance is:

A)Goal importance
B)Goal commitment
C)Goal specificity
D)All of the above

Question 16

In performance management, when there are complex tasks, goal setting should include ____ .

A)performance goals
B)feedback
C)learning goals
D)rewards

Question 17

Which is a characteristic of effective feedback?

A)Consistency
B)Frequency
C)Positivity
D)Answers a and c above

Question 18

_______ feedback refers to performance rated by more than one person.

A)Complete
B)360-degree
C)Multi-source
D)All of the above
E)Answer b and c above

Question 19

A key practical problem with multi-source feedback is:

A)Protecting the identity of raters.
B)Understanding rater-motivation.
C)Prioritizing managerial ratings.
D)Answers a and b above.

Question 20

The evidence showing performance improvement following multi-source feedback is:

A)Good
B)Mixed
C)Anecdotal
D)Unscientific

Question 21

A feedback rich environment is one in which feedback is:

A)Specific
B)Frequent
C)Positive
D)All of the above

Question 22

Perceptions of the accuracy of feedback is related to perceptions of:

A)Communicator credibility
B)Managerial training
C)Performance-related pay
D)Equity

Question 23

The process of performance measurement is known in most organizations as:

A)Appraisal
B)Development
C)Assessment
D)Judgement