PSY 347 Final exam with answers

PSY 347 Final exam with |\ |\ |\ |\ |\




answers

3 distinct components of performance management - CORRECT
|\ |\ |\ |\ |\ |\ |\ |\



ANSWERS ✔✔1. Define performance clearly |\ |\ |\ |\




2. Use a valid measurement process
|\ |\ |\ |\ |\




3. Clear communication to evaluate the fit between individual
|\ |\ |\ |\ |\ |\ |\ |\ |\



behavior and organizational expectations
|\ |\ |\




Info about components of performance management 1 & 3 -
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\



CORRECT ANSWERS ✔✔1.Align with organizational objectives
|\ |\ |\ |\ |\ |\



and strategies
|\




3.Usually achieved through effective feedback
|\ |\ |\ |\




four types of performance measures - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\ |\ |\



✔✔Objective performance measures |\ |\




Judgmental performance measures |\ |\




Hands-on performance measures |\ |\

,Electronic performance monitoring |\ |\




Objective performance measures - CORRECT ANSWERS ✔✔-GRE
|\ |\ |\ |\ |\ |\ |\



scores, grades, sales, cases won
|\ |\ |\ |\




Judgmental performance measures - CORRECT ANSWERS |\ |\ |\ |\ |\ |\



✔✔Supervisor ratings, co-worker ratings, customer satisfaction |\ |\ |\ |\ |\ |\



surveys


Hands-on performance measures - CORRECT ANSWERS
|\ |\ |\ |\ |\ |\



✔✔Performing specific work-related tasks |\ |\ |\




Teaching demonstrations |\




Electronic performance monitoring - CORRECT ANSWERS ✔✔78%
|\ |\ |\ |\ |\ |\



of companies use electronic performance monitoring
|\ |\ |\ |\ |\ |\




Examples include using wearable devices, measuring transaction
|\ |\ |\ |\ |\ |\ |\



times of call center operators, videotaping etc.
|\ |\ |\ |\ |\ |\ |\




Best used for employee development
|\ |\ |\ |\




**four advantages of using BOS instead of BARS - CORRECT
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\



ANSWERS ✔✔1. BOS measures actual behavior rather than |\ |\ |\ |\ |\ |\ |\ |\



hypothetical scenarios |\




2. Provides feedback easier
|\ |\ |\

, 3. Easier to defend in court than other rating formats (when
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\



developed properly, e.g., based on job analysis)
|\ |\ |\ |\ |\ |\




4. Favored by raters because it is clearer
|\ |\ |\ |\ |\ |\ |\




four main research findings on ratingless reviews - CORRECT
|\ |\ |\ |\ |\ |\ |\ |\ |\



ANSWERS ✔✔1. Managers and employees in ratingless
|\ |\ |\ |\ |\ |\ |\



organizations rated their conversation quality 14% lower than |\ |\ |\ |\ |\ |\ |\ |\



managers and employees in organizations that used ratings
|\ |\ |\ |\ |\ |\ |\




2. Job performance decreased by 10% in organizations that switched
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\



to ratingless reviews
|\ |\




3. Job satisfaction decreased by 15% in organizations that switched
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\



to ratingless reviews
|\ |\




Top performers were 22% more likely to leave the job, and were 32%
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\



more likely to lower job satisfaction after their organization
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\



switched to ratingless reviews |\ |\ |\




4. Employees perceived 18% greater unfairness in pay allocations
|\ |\ |\ |\ |\ |\ |\ |\ |\



when ratings were removed
|\ |\ |\




**360 degree evaluation feedback is and be able to identify seven
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\ |\



ways to use it effectively - CORRECT ANSWERS ✔✔1. Rating
|\ |\ |\ |\ |\ |\ |\ |\ |\ |\



scales should be between 5-7 items
|\ |\ |\ |\ |\




2. Rating scales should align with organizational strategies and goals
|\ |\ |\ |\ |\ |\ |\ |\ |\



(e.g., KSAOs)
|\ |\




3. Sources should remain anonymous
|\ |\ |\ |\