OBHR 3330 Chapter 8 | Questions with complete solutions

OBHR 3330 Chapter 8 | Questions with complete solutions Performance management is crucial to ______. gaining competitive advantage Which of the following are the first two steps in the performance management process? (Select all that apply.) Identify the company's goals and objectives. Identify and develop performance measures for key performance dimensions True or false: A large number of companies are moving toward a continuous performance management process that provides conversations between management and employees and focuses on work progress. True One developmental purpose of performance management is to ______. identify employee weaknesses for managers to use in providing feedback and coaching Which of the following administrative decisions are typically made with the aid of performance management information? (Select all that apply.) pay raises layoffs promotions Which of the following best defines performance management? It is the process managers go through to make sure that employees' activities and outputs are aligned with the organization's goals. Which of the following statements about the process of performance management is true? Effective performance management is a process. Which of the following statements about continuous performance management is true? (Select all that apply.) Managers are responsible for coaching employees. Employees want feedback, transparency, clarity, and responsibility for their work. Which of the following statements about the developmental purpose of performance management is true? It is designed to develop employees and improve performance. Performance management appraisals are sometimes not particularly useful because managers ______. tend to fear evaluating employees negatively When implementing a performance management strategy, organizations develop which of the following? (Select all that apply.) definitions of the expected results measurements systems feedback systems Communication, documentation, and organization maintenance are several of the basic purposes of an organization's performance _________ system. Management Which of the following are important criteria for evaluating a performance management system? (Select all that apply.) Acceptability reliability specificity The likely reason many managers doubt the effectiveness of performance appraisal systems is that ______. appraisal systems are rarely modified When a performance measure does not measure all aspects of performance, it is considered ______. Deficient The top strategic purpose of a performance management system is establishing a link between ______. employee activity and organizational goals Which of the following are purposes of an organization's performance management system? (Select all that apply.) Developmental strategic administrative After a company has decided the kind of performance it expects from employees, it must develop ______. ways to measure performance Job performance management systems that bring out job performance that is in line with the strategies, goals, and culture of the organization is said to have ______. strategic congruence When a performance measure assesses all relevant aspects of performance, and only the relevant aspects of performance, that measure test is considered ______. Valid If two individuals give a person's job performance approximately the same evaluation, the performance measure has ______. interrater reliability The acceptability of a performance measure is determined, in part, by the extent to which the employees ______. believe the performance management system is fair Consistency in performance and being free from random error is a measure of ______. Reliability A performance measure that does a good job of telling employees what is expected of them and how to meet those expectations is said to have a high level of ______. Specificity Donaldo just went through his performance evaluation. His manager gave him timely and complete feedback about areas needing improvement and training available to help him. Donaldo disagreed with his manager's assessment and decided not to make any changes to his work performance. Donaldo's reaction fits with which criterion of performance measure? Acceptability Effective performance evaluations systems should measure ______. (Select all that apply.) Objectives behaviors Tran is a manager and must measure the performance of his employees. The method he uses requires him to analyze the performance of each employee against each other. Tran is using the ______ approach. comparative When managers look over a list of employees, decide who is best and cross that name off the list, decide who is the worst employee and cross that name off the list, and then repeat the process, this is known as ______ ranking. Alternation Specificity is relevant to which of the following aspects of performance management? (Select all that apply.) employee development achieving strategic goals Which of the following statements about approaches to measuring performance is true? There is no one best approach to measuring performance. Which of the following are examples of comparative approaches? (Select all that apply.) paired comparison ranking forced distribution When a manager ranks the employees within his or her department from the best to the worst performers, it is called ______. simple ranking Ranking employees by assigning certain percentages of them to predetermined groups (such as best workers, worst workers, and categories in between) is known as ______. forced distribution Though paired comparison can offer managers with important insight, it can also ______. be time-consuming Which of the following are drawbacks of the comparative approach? (Select all that apply.) The rankings provide little useful information to those being evaluated. The validity and reliability of the ratings are modest at best. Critics of forced distribution systems point to the disconnect among which of the following? (Select all that apply.) employee compensation employees' evaluations corporate performance An approach to performance management that involves focusing on certain traits or characteristics possessed by individuals that are thought to be related to the company's success is known as the ______ approach. Attribute Comparing every employee with every other employee in their work group and assigning a score of "1" each time that employee is considered to be the better performer, subsequently adding up the points and assigning that number as the employee's performance score, is called ______. paired comparison One advantage of the comparative approach to measuring performance is that ______. it effectively differentiates employee performance The attribute approach to performance management is most frequently done with ______. graphic rating scales Which of the following steps are part of the attribute approach? (Select all that apply.) evaluating whether individuals posses certain desired traits defining a set of desired traits When a graphic rating scale provides rankings at a number of different points, it is known as a(n) ______ scale. Discrete True or false: Mixed-standard scales were developed as trait-oriented scales. True Which of the following is an advantage of the attribute approach? The methods are easy to develop. Managers who attempt to define which behaviors employees have to exhibit in order to effectively complete their job are using the _________ approach to performance management. behavioral / BARS When using behaviorally anchored rating scales, organizations seek to define performance dimensions by ______. developing behavioral anchors associated with different levels of performance Defining relevant performance dimensions, developing statements that represent good, average, and poor performance, and then mixing those statements with statements from other dimensions on the actual rating instrument are the steps involved in creating ______ scales. mixed-standard Disadvantages of the attribute approach to measuring performance include which of the following? (Select all that apply.) Employees evaluated by these methods are generally not accepting of the feedback. The validity and reliability of the methods are generally low. Once behaviors have been defined, the behavioral approach requires managers to assess how well ______. employees exhibit them Though behaviorally anchored rating scales have advantages, they also have disadvantages, such as that they ______. can bias information recall Though a behavioral observation scale offers managers important insights, it can also require more information than ______. managers can process Mao Lin is a computer engineer. She has degrees in computer science and has worked in the field for two decades. Mao Lin is personable and hard working but also extremely knowledgeable. She is capable of overseeing projects and employees, is organized, and has the technical skills to understand both the big picture and the details. This description indicates that Mao Lin has ______. Competencies Which of the following is similar to behaviorally anchored rating scales except that it involves the manager rating the frequency that employees exhibited each behavior during the rating period? behavioral observation scale Competency models can be useful for which of the following HR practices? (Select all that apply.) Training development selection recruiting Which of the following statements about the behavioral approach to measuring performance are true? (Select all that apply.) It provides specific guidance and feedback for employees. Its results have high validity. The various sets of skills, knowledge, abilities and personal characteristics associated with the successful performance of a job are known as ______. Competencies The results approach assumes that _______ can be eliminated from the process of measuring the results of a work group. Subjectivity In order to describe the competencies associated with an entire occupation, organization, job family, or a specific job, managers create _______. competency models The behavioral approach is best suited to evaluating ______. less complex jobs The ______ approach to performance management involves managing objective measures of outcomes of a job or work group. results Research on the use of objectives to measure performance has revealed which of the following? (Select all that apply.) Use of objectives usually increases productivity. Commitment to the objectives from top management results in high productivity. On a balanced scorecard, the performance perspective that focuses on processes that influence customer satisfaction is known the ______. internal or operations perspective According to research, ProMES is effective in ______. increasing productivity In the use of an objectives method for measuring performance, ______. employees should set goals that are linked to organizational goals Advantages of the results approach to measuring performance include which of the following? (Select all that apply.) It links an individual's results with the organization's strategies and goals. Managers and employees are generally accepting of the approach. The approach minimizes subjectivity and provides quantifiable indicators of performance.