Question 1

Using multiple raters from both countries ensures that an expatriate will receive a fair performance evaluation.

Accepted Answer

The answer of Using multiple raters from both countries ensures...

Question 2

If an organization can make their performance management system more subjective it may increase the accuracy of the evaluations and decrease employee complaints regarding the system.

Accepted Answer

Making the performance management system more subjective may actually increase the likelihood of bias and inconsistency in evaluations, leading to even more employee complaints. It is important to strive for objectivity and fairness in performance evaluations to ensure accuracy and minimize disputes.

Question 3

If performance management systems impact an employee's pay the employee may tend to be more vocal about the feedback a manager provides if it does not portray them as positively as they think it should.

Accepted Answer

If an employee's pay is impacted by performance management, they may feel a stronger motivation to receive positive feedback from their manager in order to increase their chances of receiving a higher salary or bonus. This may lead them to be more vocal about their feedback and push back if they feel the feedback is unfairly negative or inaccurate.

Question 4

A performance standard on the manager's job evaluation states that their department cannot have greater than 10% turnover. This is an example of a performance standard that has a high level of ________.

Accepted Answer

The answer of A performance standard on the manager's job...

Question 5

Creating an evaluation system that relies on financial performance to determine scores and compensation increases may encourage unethical behavior in employees.

Accepted Answer

When financial performance is the sole driving factor behind the evaluation system, employees may be tempted to engage in unethical behavior (e.g. manipulating financial data) to ensure they receive high scores and compensation increases. This can harm the company in the long run and damage its reputation. It is important to consider other factors such as employee behavior, customer satisfaction, and innovation when evaluating performance.

Question 6

A performance management system used by an organization in their home country will be suitable in their operations overseas because the same types of jobs are used overseas to produce the same product.

Accepted Answer

Different countries may have different cultural, legal, and economic contexts, which may affect their approach to work and their expectations for performance management. Therefore, a performance management system may need to be modified or adapted to fit the specific needs and circumstances of the organization's operations overseas.

Question 7

When an employee disagrees with how the performance management system is carried out they have distributional justice concerns.

Accepted Answer

Distributional justice concerns relate to the perceived fairness of the outcomes or distribution of resources, not the process of how decisions are made, which is procedural justice.

Question 8

Joan's performance was evaluated based on how many boxes she packed during each shift. It was not evaluated based on how many of the boxes she packed correctly, therefore her performance measure could be said to be ________.

Accepted Answer

The answer of Joan's performance was evaluated based on how...

Question 9

Evaluating ________ and developing ________ are key components of any performance management program.

Accepted Answer

The answer of Evaluating ________ and developing ________ are key...

Question 10

The disciplinary process can be positive rather than punitive if you focus on what the employee must do to make the necessary improvements as soon as issues arise.

Accepted Answer

By focusing on the improvements needed and providing support and guidance, the employee can learn and grow from the process rather than simply facing punishment.

Question 11

Documentation regarding how an evaluation score was calculated should be maintained in the employees file but the complete evaluation document can be given to the employee.

Accepted Answer

The answer of Documentation regarding how an evaluation score was...

Question 12

The performance management system an organization designs and implements should support their philosophy about work/life balance or it runs the risk of confusing employees about job expectations.

Accepted Answer

The performance management system of an organization should align with their philosophy about work/life balance to avoid creating confusion among employees regarding their job expectations.

Question 13

In some cases, when evaluating a telecommuter it is best to based performance feedback on things such as quantity or quality of work rather than their work place behaviors.

Accepted Answer

Telecommuting allows for greater flexibility in work arrangements and work location. It may not be practical or fair to evaluate a telecommuter based on work place behaviors if they are not physically present in the office. Instead, it is reasonable to focus on the output and productivity of the telecommuter as a measure of their performance.

Question 14

When implementing a diversity initiative, an organization can measure the performance of managers by tracking how many minorities they hire or promote in their department.

Accepted Answer

Tracking the number of minorities hired or promoted by managers can be one way to measure their commitment to diversity and inclusion. However, it is important to also consider other factors, such as their efforts to create an inclusive work environment, provide training on unconscious bias, and address any barriers that may exist for underrepresented groups. Simply focusing on hiring or promotion numbers may not accurately reflect a manager's overall effectiveness in promoting diversity and inclusion.

Question 15

Monitoring phone calls and computer usage has become something that employees are accepting of and organization's have no reason to be concerned about their perceptions of being under constant surveillance.

Accepted Answer

While some employees may be accepting of monitoring, not all employees are comfortable with being under constant surveillance. There may be concerns about privacy, trust, and the potential for abuse of the monitoring system. Organizations should be mindful of these perceptions and seek to address them.

Question 16

Evaluating employees based on productivity numbers will be more legally defensible than ranking employees against each other.

Accepted Answer

Evaluating employees based on productivity numbers, as opposed to ranking them against each other, focuses on an objective measure of performance rather than a subjective comparison with colleagues. This approach can reduce the risk of legal challenges, such as claims of discrimination or favoritism.

Question 17

Evaluating an employee's problem solving skills as well as their ability to operate a piece of equipment are examples of performance ________.

Accepted Answer

The answer of Evaluating an employee's problem solving skills as...

Question 18

If a job expectation is that 100 products be completed each shift without any defects this would be considered a ________ for each person that holds that job.

Accepted Answer

The answer of If a job expectation is that 100...

Question 19

Based on recent studies, if an organization has only a few minority employees, versus a larger minority population, diversity has more of an impact on performance ratings.

Accepted Answer

Studies have shown that diversity has a greater impact on performance ratings when there are only a few minority employees in an organization, as opposed to when there is already a larger minority population. This is because the presence of a few minority employees may be seen as tokenism, whereas a larger minority population indicates a stronger commitment to diversity and inclusion.

Question 20

A country which values collectivism may not be accepting of a performance management system which rewards individual accomplishments.

Accepted Answer

Collectivism is the cultural value that emphasizes the importance of the group over the individual. In such a society, the success of an individual is seen as a collective achievement, and individual accomplishment is not as highly valued as collective achievement. Therefore, a performance management system that rewards individual accomplishments may not be well-received in a collectivist culture.

Quiz 9: Performance Management