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MGMT 433 Exam 1 Questions with 100% Correct Answers
UPDATED!!!
Definition of Performance Management - ANSWER continuous
process of identifying, measuring, and developing the
performance of individuals and teams and aligning performance
with the strategic goals of the organization
Purposes of performance management systems - ANSWER 1.
Administrative
2. Strategic
3. Developmental
4. informational purpose
5. organizational maintenance purpose
6. Documentation purpose
Contributions of performance management - ANSWER -Self-
insight and development are enhanced
-self-esteem is increased
-motivation to perform is increased
-employee engagement is enhanced
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-employee become more competent
-voice behavior is encouraged
-the definitions of job and criteria are clarified
-employee misconduct is minimized
-declines in performance can be addressed early
-motivation, commitment, and intentions to stay in the
organization are enhanced
-managers gain insight about direct reports
-there is better or more timely differentiation between good
and poor performers
-supervisors' view of performance are communicated more
clearly
-administrative actions are more fair and appropriate.
-organizational goals are made clear.
-there is better protection from lawsuits
-organizational change is facilitated
Dangers of poorly implemented systems - ANSWER -lower self
esteem.
-increased turnover
-damaged relationships
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-decreased motivation to perform
-employee burnout and ob dissatisfaction
-use of misleading information
-wasted time and money
-emerging biases
-varying and unfair standards and ratings
- unjustified demands on managers and employees resources
-increased risk of litigation
Characteristics of an ideal performance management system
strategic - ANSWER -strategic congruence
-context congruence
-thoroughness
-practicality
-meaningfulness
-specificity
-identification of effective and ineffective performance
-reliability
-validity
-acceptability and fairness
MGMT 433 Exam 1 Questions with 100% Correct Answers
UPDATED!!!
Definition of Performance Management - ANSWER continuous
process of identifying, measuring, and developing the
performance of individuals and teams and aligning performance
with the strategic goals of the organization
Purposes of performance management systems - ANSWER 1.
Administrative
2. Strategic
3. Developmental
4. informational purpose
5. organizational maintenance purpose
6. Documentation purpose
Contributions of performance management - ANSWER -Self-
insight and development are enhanced
-self-esteem is increased
-motivation to perform is increased
-employee engagement is enhanced
,2|Page
-employee become more competent
-voice behavior is encouraged
-the definitions of job and criteria are clarified
-employee misconduct is minimized
-declines in performance can be addressed early
-motivation, commitment, and intentions to stay in the
organization are enhanced
-managers gain insight about direct reports
-there is better or more timely differentiation between good
and poor performers
-supervisors' view of performance are communicated more
clearly
-administrative actions are more fair and appropriate.
-organizational goals are made clear.
-there is better protection from lawsuits
-organizational change is facilitated
Dangers of poorly implemented systems - ANSWER -lower self
esteem.
-increased turnover
-damaged relationships
, 3|Page
-decreased motivation to perform
-employee burnout and ob dissatisfaction
-use of misleading information
-wasted time and money
-emerging biases
-varying and unfair standards and ratings
- unjustified demands on managers and employees resources
-increased risk of litigation
Characteristics of an ideal performance management system
strategic - ANSWER -strategic congruence
-context congruence
-thoroughness
-practicality
-meaningfulness
-specificity
-identification of effective and ineffective performance
-reliability
-validity
-acceptability and fairness
