BUSMHR 3200 EXAM 2
Performance Management - Correct Answers -Organization wide system whereby
managers integrate and the activities of goal setting, monitoring, and evaluating;
providing feedback and coaching; and rewarding employees on a continuous basis
Benefits for employees: - Correct Answers -Allows employees to
1) Identify their strengths and recognize areas to improve
2) Work with their manager to identify contributions to the team
3) Establish a plan to develop skills
Benefits for managers: - Correct Answers -Allows managers to
1) Build stronger working relationships with employees
2) Show employees their commitment to helping them meet job standards
3) Identify and solve job performance issues
More benefits - Correct Answers -Provides a framework for making good hiring,
development and compensation decisions
Allows the organization to improve and be successful
Performance Management Cycle - Correct Answers -Rewards -> Setting
Accountabilities -> Developmental Review - > Performance Review
Accountabilities Benefits - Correct Answers -1) They are each person's "roadmap" for
success in the given fiscal year, and are the basis for update discussions to review
progress
2) They provide a clear line of sight and linkage between what each individual does in
his/her job and the organization's overall business objectives
3) By helping prioritize work, they guide decision making throughout the year
4) Considered at the team level, they help ensure the team is functioning efficiently,
working together effectively, and focused on critical objectives
Developing your Accountabilities - Correct Answers -1) The strategic objectives of the
organization
2) The strategic objectives for your business, function, group, etc
3) The strategic goals and objectives established by your managers and his/her team,
including his/her own accountabilities
4) The important and/or critical tactical objectives you have for the year
5) Any other key initiatives or actions you need to take to help drive the success of the
organization
,Characteristics of Good Accountabilities - Correct Answers -1) Grounded in, and clearly
aligned with strategic objectives
2) "Stretch" but achievable
3) Limited in number (no more than 8-10)
4) Aligned with those of your manger and team members
5) Developed using tools and templates for enterprise-wide consistency
6) SMART (Specific, Measurable, Attainable, Relevant, Time-based)
7) Reviewed on a quarterly basis
Developmental Review Objectives - Correct Answers -1) Strengths, relative
weaknesses, and development needs and objectives
2) Career interests and work-related areas for which the employee is passionate
3) Career goals, both short-term and long-term
4) Discussion of potential career planning options
5) Discussion of potential next roles
amplifying effect - Correct Answers -positive practices have an amplifying or escalating
effect on positive outcomes because of their association with positive emothions and
social capital
Prosocial Behaviors - Correct Answers -positive acts performed without expecting
anything in return
buffering effect - Correct Answers -positive practices buffer or reduce the impact of
negative events and stressors
positivity effect - Correct Answers -is the atraction of all living systems toward positive
energy and away from negative energy or toward that which is life giving and away from
that which is life depleting
positive deviance - Correct Answers -successful performance that dramatically exceeds
the norm in a positive direction
Performance review: Manager's Role - Correct Answers -1) Provide feedback
(informally and formally)
2) Think about the atmosphere/context for the actual review discussion
3) Potentially ask the individual to do a self-assessment
4) Encourage the individual to actively participate and tell you what he/she thinks
5) Provide the right balance of positive vs. "constructive" feedback
Performance Improvement Plan - Correct Answers -
Career discussion Skills - Correct Answers -1) Setting the Climate - A positive, non-
threatening tone that describes the meeting's purpose
2) Asking Questions - Keep them simple and to the point
, 3) Listening - Showing you're listening by paraphrasing and reflective listening
4) Seeking Clarification - Asking questions that provide you necessary additional
information
5) Providing your opinion - Discuss where you and the individual agree vs. disagree
6) Discussion Career Actions - developmental actions, and or potential next moves
Approaches to Performance Evaluation - Correct Answers -1) Ranking
2) Forced distribution
3) Graphic rating scales
4) Critical incidents
5) Behaviorally anchored rating scales (BARS)
6) Management By Objective (MBO)
7) Genreric "results" approahces
Personal Ranking - Correct Answers -Method of performance measurement that
required managers to rank employees in their group from the highest performer to the
poorest performer
Forced Distribution Method - Correct Answers -Method of performance measurement
that assigns a certain percentage of employees to each category in a set of categories
Graphic Rating Scale - Correct Answers -Method of performance measurement that
lists traits and provides a rating scale for each trait; the employer users the scale to
indicate the extent to which an employee displays each trait
Critical Incidents - Correct Answers -identifying and describing specify events (or
incidents) where the employee did something really well or something that needs
improvement
Behaviorally Anchored Rating Scales (BARS) - Correct Answers -Merthod of
performance measurement that rates behavior in terms of scale showing specific
statement of behavior that describe different levels of performance
Management By Objectives (MBO) - Correct Answers -A management model that aims
to improve performance of an organization by clearly defining objectives that are agreed
to by both management and employees
Self-Assessment - Correct Answers -The use of information by employees to determine
their career interests, values, aptitudes, behavioral tendencies, and development needs
Development Planning - Correct Answers -
Performance goal - Correct Answers -targets a specific end result
Learning goal - Correct Answers -involves enhancing your knowledge or skill
Performance Management - Correct Answers -Organization wide system whereby
managers integrate and the activities of goal setting, monitoring, and evaluating;
providing feedback and coaching; and rewarding employees on a continuous basis
Benefits for employees: - Correct Answers -Allows employees to
1) Identify their strengths and recognize areas to improve
2) Work with their manager to identify contributions to the team
3) Establish a plan to develop skills
Benefits for managers: - Correct Answers -Allows managers to
1) Build stronger working relationships with employees
2) Show employees their commitment to helping them meet job standards
3) Identify and solve job performance issues
More benefits - Correct Answers -Provides a framework for making good hiring,
development and compensation decisions
Allows the organization to improve and be successful
Performance Management Cycle - Correct Answers -Rewards -> Setting
Accountabilities -> Developmental Review - > Performance Review
Accountabilities Benefits - Correct Answers -1) They are each person's "roadmap" for
success in the given fiscal year, and are the basis for update discussions to review
progress
2) They provide a clear line of sight and linkage between what each individual does in
his/her job and the organization's overall business objectives
3) By helping prioritize work, they guide decision making throughout the year
4) Considered at the team level, they help ensure the team is functioning efficiently,
working together effectively, and focused on critical objectives
Developing your Accountabilities - Correct Answers -1) The strategic objectives of the
organization
2) The strategic objectives for your business, function, group, etc
3) The strategic goals and objectives established by your managers and his/her team,
including his/her own accountabilities
4) The important and/or critical tactical objectives you have for the year
5) Any other key initiatives or actions you need to take to help drive the success of the
organization
,Characteristics of Good Accountabilities - Correct Answers -1) Grounded in, and clearly
aligned with strategic objectives
2) "Stretch" but achievable
3) Limited in number (no more than 8-10)
4) Aligned with those of your manger and team members
5) Developed using tools and templates for enterprise-wide consistency
6) SMART (Specific, Measurable, Attainable, Relevant, Time-based)
7) Reviewed on a quarterly basis
Developmental Review Objectives - Correct Answers -1) Strengths, relative
weaknesses, and development needs and objectives
2) Career interests and work-related areas for which the employee is passionate
3) Career goals, both short-term and long-term
4) Discussion of potential career planning options
5) Discussion of potential next roles
amplifying effect - Correct Answers -positive practices have an amplifying or escalating
effect on positive outcomes because of their association with positive emothions and
social capital
Prosocial Behaviors - Correct Answers -positive acts performed without expecting
anything in return
buffering effect - Correct Answers -positive practices buffer or reduce the impact of
negative events and stressors
positivity effect - Correct Answers -is the atraction of all living systems toward positive
energy and away from negative energy or toward that which is life giving and away from
that which is life depleting
positive deviance - Correct Answers -successful performance that dramatically exceeds
the norm in a positive direction
Performance review: Manager's Role - Correct Answers -1) Provide feedback
(informally and formally)
2) Think about the atmosphere/context for the actual review discussion
3) Potentially ask the individual to do a self-assessment
4) Encourage the individual to actively participate and tell you what he/she thinks
5) Provide the right balance of positive vs. "constructive" feedback
Performance Improvement Plan - Correct Answers -
Career discussion Skills - Correct Answers -1) Setting the Climate - A positive, non-
threatening tone that describes the meeting's purpose
2) Asking Questions - Keep them simple and to the point
, 3) Listening - Showing you're listening by paraphrasing and reflective listening
4) Seeking Clarification - Asking questions that provide you necessary additional
information
5) Providing your opinion - Discuss where you and the individual agree vs. disagree
6) Discussion Career Actions - developmental actions, and or potential next moves
Approaches to Performance Evaluation - Correct Answers -1) Ranking
2) Forced distribution
3) Graphic rating scales
4) Critical incidents
5) Behaviorally anchored rating scales (BARS)
6) Management By Objective (MBO)
7) Genreric "results" approahces
Personal Ranking - Correct Answers -Method of performance measurement that
required managers to rank employees in their group from the highest performer to the
poorest performer
Forced Distribution Method - Correct Answers -Method of performance measurement
that assigns a certain percentage of employees to each category in a set of categories
Graphic Rating Scale - Correct Answers -Method of performance measurement that
lists traits and provides a rating scale for each trait; the employer users the scale to
indicate the extent to which an employee displays each trait
Critical Incidents - Correct Answers -identifying and describing specify events (or
incidents) where the employee did something really well or something that needs
improvement
Behaviorally Anchored Rating Scales (BARS) - Correct Answers -Merthod of
performance measurement that rates behavior in terms of scale showing specific
statement of behavior that describe different levels of performance
Management By Objectives (MBO) - Correct Answers -A management model that aims
to improve performance of an organization by clearly defining objectives that are agreed
to by both management and employees
Self-Assessment - Correct Answers -The use of information by employees to determine
their career interests, values, aptitudes, behavioral tendencies, and development needs
Development Planning - Correct Answers -
Performance goal - Correct Answers -targets a specific end result
Learning goal - Correct Answers -involves enhancing your knowledge or skill
