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Exam 9: Performance Management

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Question 41

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Which of the following is NOT a key ingredient in designing an effective team appraisal system?

A) Measure individual performance, not team performance.
B) Measure both team and individual performance.
C) Tie team results to organizational goals.
D) Begin with the team's customers and its work process to satisfy customers' needs.
E) Train the team to create its own measures.

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Question 42

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Which of the following is NOT an appraisal method that uses relative standards?

A) Group-order ranking
B) Individual ranking
C) Paired comparison
D) Forced-choice appraisal
E) Forced ranking

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Question 43

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Raj is the owner of a small real estate agency in New York City.He has four employees and wants to be able to evaluate each employee against the other employees.Which appraisal technique should Raj use?

Absolute standards measure an employee's performance against other workers holding the same position.

Forced ranking systems have been used by many companies, most notably General Electric.What happened to the 10 percent of employees in their 20-70-10 ranking system?

When evaluating performance with absolute standards, which rating system has been shown to reduce rating errors?

Gloria is the HR manager of a medium-sized company.She is redesigning the performance evaluation system of her company.She wants to use an appraisal method that generates critical incidents and develops behavioral dimensions of performance.Which appraisal method should she use?

MATCHING KEY TERMS AND DEFINITIONS -The tendency to let our assessment of an individual on one trait influence our evaluation on that person on other specific traits.

Central tendency is a factor that distorts performance appraisals.

With _________ appraisals, managers learn how employees feel about them and organizations learn what their suppliers think about working with them.

Which of the following sets the MBO process apart from other evaluation methods?

Sharon, a student worker in a college food service location, has just received her first performance appraisal.Her manager told her that her cleaning and sweeping skills were excellent, but that she needed to show up to work on time and follow the regulations for lunch hours, breaks, personal phone calls, and calling out sick.Her performance will be evaluated again in 30 days.What was the outcome of this appraisal process?

Which of the following is NOT an appraisal method that uses absolute standards?

Katsiaryna is a middle manager in a large company.She was just passed over for promotion and could not understand why.On a scale from 0 to 100, her overall performance score over the last three years has been 89.In her company, the performance appraisal system defines outstanding performance at 90 or above, very good at 80 or above, good at 70 or above, average at 60 or above, and unacceptable as anything below 60.Katsiaryna found out that the average score for middle managers in her company is 91.What is the major appraisal problem in this case?

Toni rates Allison, an excellent worker, "below average" on all of her performance evaluations.The first year that Allison worked for Toni she lost three major accounts, incurred a 20% cost overrun on a major printing project, and came in late to work three or four days each week.Now, three years later, Allison's personal life is stable, and she routinely saves costs, is never late, and has secured two new accounts in the last month.What rating error is evident?

A(n)_______ is a type of appraisal in which employees provide frank and constructive feedback to their supervisors.

When establishing performance measures, personal observation, statistical reports, oral reports, and written reports to can be used to:

Ramone, an account manager for a large IT provider, has set his quota for next year 20% higher and decided to improve customer satisfaction quality by 10%.What MBO step was Ramone performing?

Sometimes, managers evaluate employees based on the way they (the managers) perceive themselves.This is a(n) ________.

_________ is a performance appraisal method that includes goal specificity, participative decision making, an explicit time period, and performance feedback.