Chapter 7 Introduction to Performance Management Comprehensive Test Prep Actual Questions And Correct Detailed Answers.

Performance Management: - correct answer is a process that helps individuals within the organization understand what needs to be achieved., and then motivates and trains individuals to accomplish those needs. Hows does feedback often come: - correct answer In performance appraisals. Performance Appraisals - correct answer PA a formal system of measuring, evaluating, and influencing an employee's job related attributes, behaviors, and outcomes. Administrative Uses for PAs: - correct answer Salary increases or decreases Demotions Layoffs Promotions/Transfers Terminations Developmental Uses of PAs: - correct answer Identifying training needs Motivating employees to improve Providing feedback Counseling employees Spotting performance deficiencies Identifying and acknowledging strengths PAs involve: - correct answer Making sure that the organization's goals are aligned with required jobs and KSAs. Setting work standards to clarify performance expectations. Creating measures and metrics that document the level and scope of these standards. Providing feedback to the employee with the aim of motivating that person to eliminate performance deficiencies or to or to continue to perform above standard. Sources of Performance Appraisals: - correct answer Supervisors Peers Subordinates Self Customers Computer Monitoring What should be considered before choosing a method (source) of an Appraisal: - correct answer The relevance of the source. Drawbacks of Appraisals Done by Supervisors: - correct answer Because the supervisor may have reward and punishment power, the employee being appraised may feel threatened. Without training, the supervisor may mot have the skills to give proper feedback. Finally, by punishing, the supervisor may alienate the subordinate. Self-Appraisals: - correct answer Have been popular since the late 1980s. Subordinates who participate in this process may become more involved and committed to the goals of the organization and individual goals. Effective for focusing on self development. In many organizations self-appraisals are used in conjunction with supervisor evaluations. Can become distorted when used for evaluative purposes. Peer Appraisals: - correct answer Are particularly useful when supervisors lack access to some aspects of the subordinates performance. Can be very useful for self managed teams. However, if the reward system is based on a highly competitive environment, and there is a low level of trust among subordinates, it can lose its validity. Appraisals by Subordinates: - correct answer a good example are teacher evaluations that are conducted by students in many universities. This allows for professors to know if the teaching methods that they are using are effective. In the work environment, subordinate appraisals work in very much the same way. These appraisals can make supervisors more aware of their impact on their subordinates. Subordinates may inflate their appraisals, especially if they feel threatened or have no anonymity. Appraisals by customers: - correct answer Are appropriate for a variety of settings. This is a useful tool for dealerships, who will contact their customers to see how the service rated when buying a vehicle. The same goes for many restaurants. Computer Monitoring: - correct answer WIth advances in technology, organizations are now gathering performance data through computers. Although this is a fast and objective method, there are many questions being raised about the ethical issues involved. Productivity of an organization is the function of many factors, such as: - correct answer technology, capital, and human resources to name a few. If HR is to be productive in an organization, it must have what: - correct answer the ability to apply diagnostic tools and develop, create, and establish HR strategies that support productivity. As oppose to just addressing productivity head on. Employee Performance Includes: - correct answer Outcomes (i.e., quality and quantity of outcomes), Behavior (such as good attendance, polite treatment of customers)