MGT 420 Exam 3 || A+ GRADED SOLUTIONS.
Define performance management correct answers The process through which managers
ensure that employees' activities and outputs contribute to the organization's goals
The steps of the performance management process correct answers 1. Define performance
outcomes for company division and department
2. Develop employee goals, behaviors, and actions to achieve outcomes
3. Provide support and ongoing performance discussions
4. Evaluate performance
5. Identify improvements needed
6. Provide consequences for performance results
What is means for a performance measure to be deficient correct answers Information that is
not gathered but is relevant
What is means for a performance measure to be contaminated correct answers Information
that is gathered but irrelevant
What is means for a performance measure to be valid correct answers Whether the appraisal
measures all the relevant aspects of performance and omits irrelevant aspects of performance
What is means for a performance measure to be reliable correct answers The degree to which
our measure is free from random error
Why performance measures should have "strategic congruence" correct answers To make
sure that a performance management system elicits job performance that is congruent with
the organizations strategy
Halo rating error correct answers Rating employees positively in all areas because of strong
performance observed in one area
Leniency rating error correct answers Giving all employees ratings at the high end of the
scale
Horns rating error correct answers Rating employees negatively in all areas because of weak
performance observed in one area
Central tendency error correct answers Rating all employees at or near the middle
Strictness rating error correct answers Rating everyone at the low end of the scale
Forced distribution correct answers Method of performance measurement that assigns a
certain percentage of employees to each category in a set of categories
Paired comparison correct answers Method of performance measurement that compares each
employee with each other employee to establish rankings
Mixed standard correct answers Method of performance measurement that uses several
statements describing each trait to produce a final score for that traits
, Behavioral observation scale correct answers A variation of a BARS which uses all behaviors
necessary for effective performance to rate performance at a task
Behaviorally anchored rating scale correct answers Method of performance measurement that
rates behavior in terms of a scale showing specific statements of behavior that describe
different levels of performance
Graphic rating scale correct answers Method of performance measurement that lists traits and
provides a rating scale for each trait; the employer uses the scale to indicate the extent to
which an employee displays each trait
What is "The one word men never see in their performance reviews"? correct answers
Abrasive
What is the Management-By-Objectives approach? correct answers A system in which
people at each level of the organization set goals in a process that flows from top to bottom,
so employees at all levels are contributing to the organization's overall goals; these goals
become the standards for evaluating each employee's performance
What is inter-rater reliability? correct answers Consistency of results when more than one
person measures performance
Why is inter-rater reliability important? correct answers It is important to evaluate
performance with more than one person
What does it mean for a performance measure to provide "specific feedback"? correct
answers The degree to which a performance measure gives specific guidelines to employees
about what is expected of them and how they can meet these expectations
How can you increase the perceived fairness of feedback delivery? correct answers - Giving
employees a chance to participate using a self-evaluation
- Delivering feedback respectfully
- Explaining the reasons behind the evaluation completely and honestly
- Making the experience consistent across people and time
What is equity theory? correct answers People measure outcomes such as pay in terms of
their inputs. It tells organizations that employees care about their pay relative to what others
are earning and that these feelings are based on what the employees perceive
How do employees respond to inequity? correct answers If employees sense unfairness, they
will not be happy
What is Equal Employment Opportunity? correct answers The condition in which all
individuals have an equal chance for employment, regardless of their race, color, religion,
sex, age, disability, or national origin
What are the explanations for the gender pay gap? correct answers - employers have
undervalued work performed by women
- less of their pay is tied to performance
Define performance management correct answers The process through which managers
ensure that employees' activities and outputs contribute to the organization's goals
The steps of the performance management process correct answers 1. Define performance
outcomes for company division and department
2. Develop employee goals, behaviors, and actions to achieve outcomes
3. Provide support and ongoing performance discussions
4. Evaluate performance
5. Identify improvements needed
6. Provide consequences for performance results
What is means for a performance measure to be deficient correct answers Information that is
not gathered but is relevant
What is means for a performance measure to be contaminated correct answers Information
that is gathered but irrelevant
What is means for a performance measure to be valid correct answers Whether the appraisal
measures all the relevant aspects of performance and omits irrelevant aspects of performance
What is means for a performance measure to be reliable correct answers The degree to which
our measure is free from random error
Why performance measures should have "strategic congruence" correct answers To make
sure that a performance management system elicits job performance that is congruent with
the organizations strategy
Halo rating error correct answers Rating employees positively in all areas because of strong
performance observed in one area
Leniency rating error correct answers Giving all employees ratings at the high end of the
scale
Horns rating error correct answers Rating employees negatively in all areas because of weak
performance observed in one area
Central tendency error correct answers Rating all employees at or near the middle
Strictness rating error correct answers Rating everyone at the low end of the scale
Forced distribution correct answers Method of performance measurement that assigns a
certain percentage of employees to each category in a set of categories
Paired comparison correct answers Method of performance measurement that compares each
employee with each other employee to establish rankings
Mixed standard correct answers Method of performance measurement that uses several
statements describing each trait to produce a final score for that traits
, Behavioral observation scale correct answers A variation of a BARS which uses all behaviors
necessary for effective performance to rate performance at a task
Behaviorally anchored rating scale correct answers Method of performance measurement that
rates behavior in terms of a scale showing specific statements of behavior that describe
different levels of performance
Graphic rating scale correct answers Method of performance measurement that lists traits and
provides a rating scale for each trait; the employer uses the scale to indicate the extent to
which an employee displays each trait
What is "The one word men never see in their performance reviews"? correct answers
Abrasive
What is the Management-By-Objectives approach? correct answers A system in which
people at each level of the organization set goals in a process that flows from top to bottom,
so employees at all levels are contributing to the organization's overall goals; these goals
become the standards for evaluating each employee's performance
What is inter-rater reliability? correct answers Consistency of results when more than one
person measures performance
Why is inter-rater reliability important? correct answers It is important to evaluate
performance with more than one person
What does it mean for a performance measure to provide "specific feedback"? correct
answers The degree to which a performance measure gives specific guidelines to employees
about what is expected of them and how they can meet these expectations
How can you increase the perceived fairness of feedback delivery? correct answers - Giving
employees a chance to participate using a self-evaluation
- Delivering feedback respectfully
- Explaining the reasons behind the evaluation completely and honestly
- Making the experience consistent across people and time
What is equity theory? correct answers People measure outcomes such as pay in terms of
their inputs. It tells organizations that employees care about their pay relative to what others
are earning and that these feelings are based on what the employees perceive
How do employees respond to inequity? correct answers If employees sense unfairness, they
will not be happy
What is Equal Employment Opportunity? correct answers The condition in which all
individuals have an equal chance for employment, regardless of their race, color, religion,
sex, age, disability, or national origin
What are the explanations for the gender pay gap? correct answers - employers have
undervalued work performed by women
- less of their pay is tied to performance
