Deck 9: Performance Management Skills

Question 1

15 Coaches who favor the _______________ style of coaching want employees to be happy and to do what feels right for them.

A)persuading
B)directing
C)amiable
D)analyzing

Answer 1

C

Question 2

10 A feedback gap occurs when managers avoid giving negative feedback and employees avoid seeking it.

Answer 2

True

Question 3

20 Managers are often uncomfortable giving feedback,because they ________________.

A)have had negative experiences with feedback in the past
B)fear employees will react negatively
C)want to gather adequate evidence
D)all of the above

Answer 3

D

Question 4

3 Coaches who use a persuading style often try to sell what they want the employee to do.

Question 5

13 _____________ is the coaching behavior that involves rewarding an employee's positive performance.

A)Giving feedback
B)Motivating employees
C)Documenting performance
D)Developing employees

Question 6

19 When delivering feedback,managers should give an)__________ first and an)_____________second.

A)evaluation;description
B)description;evaluation
C)evaluation;punishment
D)none of the above

Question 7

21 Employees who engage in a _____________ response may blame others for performance deficiencies,stare at the supervisor,or raise their voice.

A)flight
B)fight
C)A and B
D)none of the above

Question 8

11 The best form of documentation to use for a formal evaluation is handwritten notes.

Question 9

4 The directing coaching style is the most effective coaching style to use.

Question 10

1 Coaching is a day-to-day function that,among other things,involves observing performance and complimenting good work.

Question 11

8 One effective way to give praise is to comment on the absence of the negative,for example,by saying,"not bad" or "better than last time."

Question 12

17 Please choose the statement below that correctly lists the steps in the coaching process.

A)Setting developmental goals,identifying developmental resources and strategies,implementing strategies,observing and documenting developmental behaviors,and giving feedback
B)Identifying developmental resources and strategies,setting developmental goals,implementing strategies,giving feedback,and observing and documenting developmental behaviors
C)Observing and documenting developmental behaviors,setting developmental goals,giving feedback,identifying developmental resources and strategies,and implementing strategies
D)None of the above

Question 13

2 The amiable coaching style involves telling the employee exactly what to do.

Question 14

6 Time,activity,and situational constraints often keep managers from observing an employee's performance regarding developmental activities.

Question 15

5 Documentation of employee development can include memos,letters,e-mail messages,handwritten notes,comments,observations,descriptions,and evaluations provided by colleagues.

Question 16

18 Feedback on performance should be all of the following EXCEPT:

A)Focused on negative performance
B)Timely
C)Frequent and ongoing
D)Specific

Question 17

9 The goal of giving feedback is to punish and,if needed,embarrass employees.

Question 18

14 ____________________ describes the coaching behavior that involves gathering information on whether performance deficiencies are due to lack of knowledge and skills,abilities,motivation,or situational factors beyond the control of the employee.

A)Giving feedback
B)Motivating employees
C)Diagnosing performance problems
D)Documenting performance

Question 19

7 When documenting employee performance toward developmental goals,only document the positive progress that the employee is displaying.

Question 20

16 Coaches who favor the ________________ style of coaching follow rules and procedures before providing a recommendation.

A)persuading
B)directing
C)amiable
D)analyzing

Question 21

33 What is a feedback gap?

A)When employees want feedback but aren't able to get it from supervisors
B)When supervisors want to give feedback,but employees will not take it
C)When supervisors and employees mutually instigate and reinforce lack of communication about poor performance
D)When supervisors and employees discuss poor performance,but they misunderstand each other

Question 22

37 Which of the following is not one of the five pitfalls associated with the disciplinary process?

A)Not allowing the employee a chance to improve
B)Performance standards are "unrealistic" or "unfair"
C)Failure to consult Human Resources
D)Acceptance of poor performance

Question 23

38 Which of the following is not one of the suggestions for the termination meeting?

A)Wish the employee well
B)Have the employee leave immediately
C)Send the employee to Human Resources
D)None of the above

Question 24

39 You are rolling out a new employee developmental program,and you are meeting with a manager who does not believe that documenting her employees' performance is a good use of time.Please explain to her why it is important to document employee performance,specifically in relation to achieving developmental goals.

Question 25

30 Failure to provide feedback may result in what consequences?

A)Employees would miss out on the opportunity to improve performance.
B)Organizations may be stuck with chronic poor performance.
C)Employees may develop inaccurate perceptions of how their performance is regarded by others.
D)All of the above are correct

Question 26

35 Which one of the following traits is associated with a personality trait labeled core self-evaluation?

A)Self esteem
B)Locus of control
C)Conscientiousness
D)Self-efficacy

Question 27

31 Giving insincere praise may lead to:

A)Employees losing trust in supervisors
B)Supervisors losing sight of the goal of feedback
C)Employees feeling that supervisors are condescending to them
D)Employees failing to see when a change in direction is required

Question 28

29 What can a supervisor do to avoid a negative impact of feedback?

A)Ensure that the employee is in a good mood before giving feedback
B)Focus on specific behaviors rather than the employee overall
C)Focus on positive behaviors rather than negative
D)Ensure that no other employees are around to hear the feedback

Question 29

40 The manager above accepts that she needs to document her employees' performance,but now she would like guidance on how to do so.Please provide her with some tips on documenting performance.

Question 30

24 Which one of the following is considered among the main coaching styles?

A)Easy
B)Drill
C)Analyzer
D)Friendly

Question 31

34 How should a supervisor handle defensiveness?

A)Ignore it
B)Face it head on
C)Refuse to allow defensive comments
D)End any discussion as soon as defensiveness is recognized

Question 32

23 Coaching includes which of the following:

A)Punishing poor behavior
B)Directing wanted behavior
C)Exhibiting wanted behavior
D)All of the above are correct

Question 33

32 The goal of negative feedback is:

A)Not to embarrass or punish employees
B)To identify warning signs
C)To focus on behaviors that can be changed
D)All of the above

Question 34

22 To combat defensive responses,supervisors should try all of the following EXCEPT:

A)Be empathetic
B)Be defensive
C)Minimize threat
D)Encourage participation

Question 35

27 Which of the following is a good suggestion for documenting performance in a useful and constructive way?

A)Use general terms
B)Focus on positive comments
C)Use adjectives and adverbs sparingly
D)Use different procedures for different personalities

Question 36

25 Which of the coaching styles is the best?

A)Amiable
B)All of the styles can be used in any situation
C)None of the styles are adequate
D)Different styles may be required for different situations

Question 37

36 When should a decision-making leave not be used?

A)When an employee is continually late to work
B)When an employee engages in a violation of work policies
C)When an employee has been written up
D)When an employee consistently demonstrates a poor attitude

Question 38

26 Documentation of employee performance is important because of)…

A)Legal protection,among other things.
B)Employees will not know whether they've done a good job without documentation.
C)Employees will not admit to behavior unless there is documentation.
D)All of the above are correct

Question 39

28 What is the goal of feedback?

A)To improve future performance
B)To keep the lines of communication open
C)To ensure employees understand the effects of behaviors
D)To improve communication between supervisors and employees

Question 40

41 Now that the manager above understands the importance of documenting performance and she knows how to document performance,she would like guidance on how to run a performance review meeting.Please give the general sequence of steps that take place at a performance review meeting along with a brief description of what happens at each step.

Question 41

47 Explain why documentation of developmental activities and progress is important.

Question 42

43 You are a supervisor at a manufacturing company and you are coaching one of the veteran employees of the company.Describe the behaviors required to perform this function.

Question 43

42 Describe the functions involved in coaching.

Question 44

52 To understand successful coaching,what are the guiding principles you need to understand?

Question 45

44 Explain the styles of coaching.

Question 46

49 Assess the main purposes of feedback.

Question 47

48 Explain recommendations for documentation of performance and developmental activities.

Question 48

45 Describe the steps of the coaching process.

Question 49

50 Discuss the key features of effective feedback.

Question 50

51 Explain factors affecting why people are sometimes uncomfortable giving negative feedback.

Question 51

56 What can a manager do to avoid the pitfalls associated with the disciplinary process?

Question 52

46 Discuss the constraints that a coach may experience in attempting to observe an employee's performance regarding developmental activities.

Question 53

54 Why is it important for a manager to be concerned with an employee's core self-evaluation?

Question 54

53 Analyze the steps that can be taken by supervisors to prevent defensive responses during the performance review meeting.

Question 55

55 Describe what a decision-making leave is and what it is used for.

Question 56

57 Identify each of the suggestions for the termination meeting,and describe each suggestion.Then,briefly describe why these suggestions are important.