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Performance Management Fifth Edition by Herman Aguinis
TABLE OF CONTENTS
CHAPTER; 1 Performance in Context
CHAPTER; 2 Performance Management Process
CHAPTER; 3 Performance Management and Strategic Planning
CHAPTER; 4 Defining Performance and Choosing a Measurement
Approach CHAPTER; 5 Measuring Results and Behaviors
CHAPTER; 6 Performance Analytics
CHAPTER; 7 Rolling Out the Performance Management
System CHAPTER; 8 Performance Management and
Employee Development CHAPTER; 9 Performance
Management Leadership
CHAPTER; 10 Performance Management, Rewards, and the
Law CHAPTER; 11 Team Performance Management
, CHAPTER; 1—Performance Management and Reward
Systems in Context
True/False Questions
1.1 A performance management system is the systematic description of an
employee’s strengths and weaknesses.
(Suggested points: 2, [1.1]); Pg. 3
LO: 1
Answer
:
False. Performance management is a continuous process of identifying,
measuring, and developing the performance of individuals and teams and
aligning performance with the strategic goals of the organization
1.2 Linking the organization’s goals to individual and team goals helps
reinforce behaviors that will help with organizational goal achievement
and communicates the most crucial business initiatives.
(Suggested points: 2, [1.2]); Pg. 5
LO: 2
Answer
:
True
1.3 RESPONSE can increase motivation to perform when it points out how an
employee is performing and acknowledges past successes.
(Suggested points: 2, [1.3]); Pg. 9
LO: 3
Answer
:
True
1.4 Dangers of a poorly implemented performance management system
include wasted time and money, lack of standardized employee ratings,
and confusion on how ratings are obtained.
(Suggested points: 2, [1.4]); Pg. 14-15
LO: 4
Answer
:
True
1.5 A performance management system helps encourage employees to
264
, CHAPTE
R; 1
speak up and offer innovative ideas.
(Suggested points: 2, [1.3]); Pg. 10
LO: 3
Answer
:
True
1.6 Unfair performance ratings are the main problem with performance
management systems.
265
Performance Management Fifth Edition by Herman Aguinis
TABLE OF CONTENTS
CHAPTER; 1 Performance in Context
CHAPTER; 2 Performance Management Process
CHAPTER; 3 Performance Management and Strategic Planning
CHAPTER; 4 Defining Performance and Choosing a Measurement
Approach CHAPTER; 5 Measuring Results and Behaviors
CHAPTER; 6 Performance Analytics
CHAPTER; 7 Rolling Out the Performance Management
System CHAPTER; 8 Performance Management and
Employee Development CHAPTER; 9 Performance
Management Leadership
CHAPTER; 10 Performance Management, Rewards, and the
Law CHAPTER; 11 Team Performance Management
, CHAPTER; 1—Performance Management and Reward
Systems in Context
True/False Questions
1.1 A performance management system is the systematic description of an
employee’s strengths and weaknesses.
(Suggested points: 2, [1.1]); Pg. 3
LO: 1
Answer
:
False. Performance management is a continuous process of identifying,
measuring, and developing the performance of individuals and teams and
aligning performance with the strategic goals of the organization
1.2 Linking the organization’s goals to individual and team goals helps
reinforce behaviors that will help with organizational goal achievement
and communicates the most crucial business initiatives.
(Suggested points: 2, [1.2]); Pg. 5
LO: 2
Answer
:
True
1.3 RESPONSE can increase motivation to perform when it points out how an
employee is performing and acknowledges past successes.
(Suggested points: 2, [1.3]); Pg. 9
LO: 3
Answer
:
True
1.4 Dangers of a poorly implemented performance management system
include wasted time and money, lack of standardized employee ratings,
and confusion on how ratings are obtained.
(Suggested points: 2, [1.4]); Pg. 14-15
LO: 4
Answer
:
True
1.5 A performance management system helps encourage employees to
264
, CHAPTE
R; 1
speak up and offer innovative ideas.
(Suggested points: 2, [1.3]); Pg. 10
LO: 3
Answer
:
True
1.6 Unfair performance ratings are the main problem with performance
management systems.
265
