Deck 8: Performance Management and Employee Development

Question 1

12 Three-hundred-sixty-degree feedback systems will be effective in all organizations.

Answer 1

FalseThree-hundred-sixty-degree feedback systems will only be effective in some organizations.

Question 2

17 Which of the following objectives are objectives of developmental plans?

A)Sustain current performance.
B)Improve performance.
C)Prepare employees for advancement.
D)All of the above

Answer 2

D

Question 3

11 Developmental plans should be implemented for all but the lowest level employees.

Answer 3

False
Developmental plans should be implemented for all employees,from top management through the lowest level.

Question 4

3 Developmental plans should keep the needs of both the organization and the employee in mind.

Question 5

2 If there are no promotion opportunities available in an organization,then it should not be written into developmental plans for its employees.

Question 6

20 A direct supervisor's responsibilities regarding employee development include all of the following except:

A)Explaining the probability the employee has of being successful
B)Developing hard-to-reach goals and objectives
C)Providing resources and guidance on developmental activities
D)Reviewing the employee's progress toward goals

Question 7

8 Two of the advantages of implementing 360-degree feedback systems are that employees have increased commitment to improve and that they have more control over their careers.

Question 8

6 In 360-degree feedback systems,information is gathered from an employee's peers,customers,subordinates,and supervisors.

Question 9

9 One risk of 360-degree feedback systems is that raters may become overloaded with forms to complete.

Question 10

5 Managers should not be held accountable for tracking their employees' development.

Question 11

1 The overall objective of a developmental plan is to encourage continuous learning,performance improvement,and personal growth.

Question 12

7 Three-hundred-sixty-degree feedback should only be used for administrative purposes.

Question 13

4 A temporary assignment is a developmental activity that allows an employee to receive publications and attend informal and formal meetings in which employees have an opportunity to learn about best practices in their industries.

Question 14

19 ___________ is/are a developmental process that consists of a one-on-one relationship between a senior mentor)and junior protégé)employee.

A)Job rotation
B)Self-guided reading
C)Mentoring
D)Temporary assignments

Question 15

15 A 360-degree feedback system is most effective for individuals high in self-efficacy.

Question 16

13 One goal of a feedforward interview is to think about ways that an employee's skills can be used to make further improvements in the future.

Question 17

16 A 360-degree feedback system is less effective for an individual who perceives a need to change.

Question 18

18 Developmental activities include:

A)On-the-job training
B)Courses
C)Job rotation
D)All of the above

Question 19

14 The first step of a feedforward interview is to discuss an employee's weaknesses.

Question 20

10 Three-hundred-sixty-degree feedback systems where the feedback is anonymous are more likely to be successful.

Question 21

35 Which of the following are acceptable developmental activities?

A)Education courses
B)Job rotation
C)Mentoring
D)All of the above

Question 22

27 What is the objective of a developmental plan?

A)To show an employee that he is not very good
B)To provide an opportunity to the employee that he will not be able to successfully complete his goals
C)To encourage continuous learning,performance improvement,and personal growth
D)To encourage an employee to perform better than expected

Question 23

36 One of the goals of a feedforward interview is to:

A)Provide an in-depth analysis of the employee's weaknesses.
B)Set future goals and objectives.
C)Understand the skills that individuals have that allow them to perform well.
D)Think about ways that the employee can improve upon his/her weaknesses.

Question 24

21 A gap analysis is conducted examining the areas for which there are large discrepancies between __________ and ______________.

A)self-perceptions;perceptions of others
B)peer perceptions;supervisor perceptions
C)subordinate perceptions;supervisor perceptions
D)None of the above

Question 25

37 The steps of a feedforward interview include:

A)Uncover the employee's underlying success factors.
B)Extrapolate past behavior into the future.
C)Elicit a success story from the employee.
D)All of the above

Question 26

26 Raters in successful 360-degree feedback systems receive ___________ and __________.

A)compensation;training
B)training;room to include comments
C)room to include comments;interpretation of results
D)none of the above

Question 27

38 It would be unwise to implement a 360-degree feedback system in an organization:

A)Where there is little or no fear of speaking up
B)Where people want to improve their performance
C)Where employees are not trusted to get their job done
D)Where decisions are made about rewards and promotion fairly free of favoritism

Question 28

28 Which of the following is included in the direct supervisor's role in creating a developmental plan?

A)Identifying areas that are of interest to the employee
B)Referring the employee to activities appropriate for the achievement of goals
C)Encouraging the employee to choose developmental activities that are lowest in cost to the organization
D)Referring the employee to coworkers who will track the employee's progress in the developmental plan

Question 29

33 Which of the following is characteristic of a good 360-degree feedback system?

A)There is anonymity.
B)Every employee must rate every other employee.
C)Raters provide information beyond simple ratings.
D)A and C are correct.

Question 30

31 In using 360-degree feedback systems,what can be done to ensure that employees accept the results?

A)Ensure that the employee is allowed to select at least some raters that will provide feedback.
B)Ensure that everyone whom the employee has interacted with in any way provides feedback.
C)Ensure that only clients who were happy with the employee's performance are selected to provide feedback.
D)Ensure that the supervisor responds to any negative feedback with a defense of the employee.

Question 31

23 Because 360-degree feedback systems gather feedback from multiple sources,there is a decreased chance of ______________ in the identification of employees' weaknesses.

A)truth
B)accuracy
C)biases
D)leniency

Question 32

24 360-degree feedback systems should focus on _______________ to ensure that the employee can identify specific actions to improve performance.

A)results
B)teamwork
C)behaviors
D)none of the above

Question 33

34 How does a 360-degree feedback system help employees take control of their own careers?

A)It allows employees to choose raters who will give them high ratings.
B)It allows employees to gain a realistic assessment of where to go with their careers.
C)It allows employees to see which coworkers are friends and which are not.
D)It allows employees to form alliances with high raters and avoid low raters.

Question 34

22 Which of the following questions should be answered to determine if an organization is prepared to implement a 360-degree feedback system:

A)Does the organization value input and participation in decision making?
B)Is cooperation evident among employees from different units or departments?
C)Is there little or no fear of speaking up?
D)All of the above

Question 35

25 Successful 360-degree feedback systems offer:

A)Observation of employee performance
B)Feedback interpretation
C)A and B
D)None of the above

Question 36

40 A large financial services firm is considering implementing a 360-degree feedback system.What question should it consider when deciding whether or not to implement the system?

Question 37

30 When is a 360-degree feedback system most useful?

A)When it is used for administrative purposes only.
B)When it is based on an online system
C)When every person that the employee has encountered in the evaluation period provides feedback
D)When it is used for developmental purposes only

Question 38

41 The large financial service firm mentioned in short essay question 8.40 has decided to implement a 360-degree feedback system.Please give the firm recommendations on what characteristics it should look for in a good 360-feedback system.

Question 39

32 Which of the following is an advantage to a 360-degree feedback system?

A)Avoidance of "undiscussables."
B)Employees know their chances of being promoted before they submit the required forms.
C)Employees exhibit increased commitment to improve.
D)Allow for organizational control of an employee's career.

Question 40

29 What is the defining feature of a 360-degree feedback system?

A)Employees receive feedback from a variety of people including supervisors,coworkers,and clients.
B)Results are given in pie-chart format.
C)Employees have the opportunity to respond to feedback.
D)Employees are responsible for providing feedback to everyone they deal with.

Question 41

47 Where does a 360-degree feedback system work best?

Question 42

52 Why are the three steps of the feedforward interview important?

Question 43

44 Is the developmental plan dictated by the needs of the employee or of the organization? Explain.

Question 44

51 Critically assess mentoring as a developmental activity.

Question 45

46 What is the direct supervisor's role in the creation of a developmental plan?

Question 46

43 What should be included in the objectives of a developmental plan? What are the characteristics of good plan objectives?