Deck 1: Performance Management and Reward Systems in Context

Question 1

13 Dangers of a poorly implemented performance management system include all of the following EXCEPT:

A)Increased emphasis on behaviors rather than results
B)Lawsuits/internal complaints of discrimination
C)Biased performance ratings
D)Decreased employee motivation

Answer 1

A

Question 2

3 Feedback often decreases motivation to perform because it points out what an employee does wrong.

Answer 2

False
If done correctly,receiving feedback about one's performance increases the motivation for future performance.

Question 3

4 Dangers of a poorly implemented performance management system include wasted time and money,lack of standardized employee ratings,and confusion on how ratings are obtained.

Answer 3

True

Question 4

8 The strategic purpose of PM systems involves constructing the strategic vision for the organization.

Question 5

12 ________________ is a continuous process of identifying,measuring,and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization.

A)Strategic planning
B)Performance management
C)Reward system
D)Performance appraisal

Question 6

20 An ideal PM system is __________,which means that performance is evaluated and feedback is given on an ongoing basis,the appraisal meeting consists of two-way communication,and performance standards are clear.

A)open
B)standardized
C)ethical
D)specific

Question 7

9 A reliable performance management system includes all relevant performance facets and does not include irrelevant performance facets.

Question 8

2 Linking each individual's performance to the organization's mission involves explaining to each employee how the employee's activities are helping the organization gain a competitive advantage.

Question 9

17 The ___________ purpose of PM systems is to furnish valid and useful information for making employment decisions including salary adjustments,promotions,and terminations.

A)strategic
B)informational
C)administrative
D)developmental

Question 10

19 Performance management systems should be thorough,meaning that:

A)All employees should be evaluated
B)An employee's flaws should be discussed at length
C)The review should cover the entire review period
D)A and C

Question 11

18 Information gained from the organizational maintenance purpose of a PM system is used for all of the following EXCEPT:

A)Workforce planning
B)Evaluating the effectiveness of job descriptions
C)Evaluating the effectiveness of HR programs
D)Creating talent inventories

Question 12

1 A performance management system is the systematic description of an employee's strengths and weaknesses.

Question 13

5 Intangible returns include benefits and work/life programs.

Question 14

10 Distributive justice is the perception that the performance evaluation received is fair relative to the work performed.

Question 15

6 Exempt employees are often employees in managerial or professional roles on salaries,and are not eligible for overtime pay.

Question 16

16 _____________ focuses on positions and duties,rather than on an individual's contribution.

A)Contingent pay
B)Base pay
C)Cost-of-living adjustments
D)Short-term incentives

Question 17

14 When employees of an organization do not see the PM system as fair,the organization may witness from its employees all of the following EXCEPT:

A)Job burnout
B)Lowered self-esteem
C)Increased turnover
D)Lawsuits

Question 18

15 Income protection programs include:

A)Pension Plans
B)Medical Insurance
C)Social Security
D)All of the above

Question 19

7 Short-term incentives are one-time payments typically given quarterly or annually.

Question 20

11 Performance management systems in foreign subsidiaries often differ from those in home country headquarters as differences in the power distance i.e. ,the degree to which a society accepts unequal distribution of power)increase between/among countries.

Question 21

21 PM system information is important for the effective implementation of which of the following HR functions)?

A)Workforce planning
B)Training
C)Recruitment and selection
D)All of the above

Question 22

26 Pay that focuses on position and duties performed rather than on a specific individual's contribution is called:

A)Base pay
B)Pay raises
C)Salary
D)Relational returns

Question 23

30 Which of the following are examples of work/life focus?

A)Counseling
B)Financial planning
C)Relational returns
D)A and B

Question 24

35 In which country is PM usually adapted to the country's unique culture?

A)South Korea
B)South Africa
C)Australia
D)All of the above

Question 25

27 Pay added to base pay that depends upon an employee's performance is called:

A)An allowance
B)Contingent pay
C)Relational return
D)A benefit

Question 26

28 Relational returns include all of the following EXCEPT:

A)Challenging work
B)Performance bonuses
C)Employment security
D)Recognition and status

Question 27

37 In what aspect is performance management generally different around the world?

A)Interpersonal aspects
B)Standardization of performance measurement
C)Alignment of individual and organizational goals
D)All of the above

Question 28

42 According to the text,performance management is …

Question 29

29 All of the following are characteristics of an ideal performance management system EXCEPT:

A)Reliability
B)Meaningfulness
C)Inexpensive
D)Thorough

Question 30

22 All of the following are possible benefits of a performance management system EXCEPT:

A)Protection from lawsuits
B)Employees become more ethical
C)Employees become more competent
D)The definitions of job and criteria are clarified

Question 31

23 Which of the following does the text identify as a possible danger of a poorly implemented performance management system?

A)Salaries must be increased.
B)Poorly performing employees will always stay at the organization.
C)No time or money is spent on the system.
D)Motivation to perform is decreased.

Question 32

34 In the context of performance management,validity means that all the employees agree with the rating process.

Question 33

25 Relational returns include:

A)Income protection
B)Recognition and status
C)Challenging work
D)B and C

Question 34

32 An ideal performance management system is correctable.What does this mean?

A)If an employee is dissatisfied with a rating,it will be changed.
B)If an employee is dissatisfied with a rating,there is a process to appeal the rating decision.
C)An ideal performance management system is not correctable.
D)None of the above is correct.

Question 35

24 Tangible returns include:

A)Base pay
B)Learning opportunities
C)Respect from coworkers
D)None of the above

Question 36

38 Since the 1997 Asian financial crisis,the main ongoing challenge for many organizations in South Korea has been to __________.

A)incorporate the traditional emphasis on social harmony to PM systems
B)recruit and incentivize a more internationally and racially diverse workforce
C)reconcile a merit-based approach with more traditional,seniority-based values
D)develop greater sensitivity to equal opportunity and due process issues

Question 37

36 In what manner is performance management typically similar around the world?

A)Standardization of performance measurement
B)Emphasis on behavior versus results of employee performance
C)Interpersonal aspects
D)None of the above

Question 38

43 What is the definition of a reward system according to the text?

Question 39

33 In the context of performance management,validity means that the measures of performance are trusted and perceived as fair by the employees.

Question 40

31 A purpose of a performance management system is to:

A)Get rid of poorly performing employees
B)Provide documentation
C)Increase profits
D)Give the HR department something to do

Question 41

54 How do PM systems in the United States typically differ from those in Japan?

Question 42

44 If an employee at XYZ,Inc.manufactures the greatest number of error-free high chairs for the month,he or she will receive a one-time bonus of $100.00.What type of reward is this?

Question 43

48 What is meant when we say that an ideal performance management system must be valid?

Question 44

56 What are some important issues to consider for the successful implementation of performance management systems in China?

Question 45

52 What is contextual congruency? How does it differ from strategic congruency?

Question 46

55 Given your knowledge about or experience in a foreign country,briefly discuss how a typical PM system in the country might be similar to yet different from a typical PM system in the United States or in your home country.

Question 47

46 Describe the strategic purpose of performance management.

Question 48

53 When might a 360-degree feedback system backfire?

Question 49

45 Performance management systems serve many purposes.Describe the developmental purpose.

Question 50

49 What is meant when we say that an ideal performance management system must be reliable?

Question 51

47 What is meant when we say that an ideal performance management system must be practical?