Deck 8: Performance Management

Question 1

Henry Wong was really upset after coming out of his annual performance evaluation interview. He felt betrayed and "blindsided" by some of the information that was told to him in the interview. He was told for the first time that several reports that he was responsible for completing were regularly submitted with missing information and errors. He was told that his supervisor had received several complaints over the past year about his customer service style. In addition, when his supervisor asked his peers as to his level of performance, they rated him as "1 = Poor" on collegiality and teamwork. He had thought he understood what he was supposed to do and to what level he was expected to perform. He thought he was doing a really good job all year. When he tried to explain his confusion and reasons for missing information in the reports, he felt his supervisor cut him off and was not interested in hearing his excuses. Instead of receiving his anticipated rating of "4 = Excellent", he only received a rating of "3 = Satisfactory" on most criteria, and even received "2 = Needs Improvement" on the accuracy and customer service measures. As a result, he was now only going to receive a cost of living increase of 2% rather than the merit increase of 5% that he anticipated. He now was concerned about other negative effects this might have on his career within the organization.

-In addition to affecting his anticipated compensation increase,this performance appraisal will likely affect Henry in all of the following areas except

A)performance improvement plans
B)employee career development plans
C)job re-design needs
D)promotion decisions
E)employee recruiting

Answer 1

employee recruiting

Question 2

Marjet had just returned from a training session on rater biases.She was fascinated with the lively discussion that took place within the group being trained.Marjet agreed with her colleague,June,that their supervisor just generally seemed to evaluate everyone in their department very harshly.Michael,in purchasing,indicated that his boss seemed to be always focused on the results of work that was performed only two months before the annual performance evaluation interview.Jeff,in marketing,was frustrated because he felt that he was always being compared to other employees in the marketing department rather than on performance or results.He felt he was rated lower than his colleagues since he didn't have an MBA like they did.Helena was really happy that she got along so well with her supervisor,and they had been friends for many years prior to working with the firm.She thought she might be evaluated more leniently as a result.
Jeff's supervisor in marketing likely has a rater bias of a

A)recency effect.
B)leniency bias.
C)contrast error.
D)error of central tendency.
E)halo effect.

Answer 2

C

Question 3

Henry Wong was really upset after coming out of his annual performance evaluation interview. He felt betrayed and "blindsided" by some of the information that was told to him in the interview. He was told for the first time that several reports that he was responsible for completing were regularly submitted with missing information and errors. He was told that his supervisor had received several complaints over the past year about his customer service style. In addition, when his supervisor asked his peers as to his level of performance, they rated him as "1 = Poor" on collegiality and teamwork. He had thought he understood what he was supposed to do and to what level he was expected to perform. He thought he was doing a really good job all year. When he tried to explain his confusion and reasons for missing information in the reports, he felt his supervisor cut him off and was not interested in hearing his excuses. Instead of receiving his anticipated rating of "4 = Excellent", he only received a rating of "3 = Satisfactory" on most criteria, and even received "2 = Needs Improvement" on the accuracy and customer service measures. As a result, he was now only going to receive a cost of living increase of 2% rather than the merit increase of 5% that he anticipated. He now was concerned about other negative effects this might have on his career within the organization.

-Since information about Henry was collected from multi-sources and provided as feedback to him,the organization appears to be using

A)performance tests.
B)forced distributions.
C)assessment centres.
D)management by objectives.
E)360 degree performance appraisals.

Answer 3

360 degree performance appraisals.

Question 4

Henry Wong was really upset after coming out of his annual performance evaluation interview. He felt betrayed and "blindsided" by some of the information that was told to him in the interview. He was told for the first time that several reports that he was responsible for completing were regularly submitted with missing information and errors. He was told that his supervisor had received several complaints over the past year about his customer service style. In addition, when his supervisor asked his peers as to his level of performance, they rated him as "1 = Poor" on collegiality and teamwork. He had thought he understood what he was supposed to do and to what level he was expected to perform. He thought he was doing a really good job all year. When he tried to explain his confusion and reasons for missing information in the reports, he felt his supervisor cut him off and was not interested in hearing his excuses. Instead of receiving his anticipated rating of "4 = Excellent", he only received a rating of "3 = Satisfactory" on most criteria, and even received "2 = Needs Improvement" on the accuracy and customer service measures. As a result, he was now only going to receive a cost of living increase of 2% rather than the merit increase of 5% that he anticipated. He now was concerned about other negative effects this might have on his career within the organization.

-Henry's supervisor was using a _________________ in the performance evaluation interview session.

A)tell-and-sell approach
B)problem-solving approach
C)tell-and-listen approach
D)participative approach
E)supervisory listening approach

Question 5

Marjet had just returned from a training session on rater biases.She was fascinated with the lively discussion that took place within the group being trained.Marjet agreed with her colleague,June,that their supervisor just generally seemed to evaluate everyone in their department very harshly.Michael,in purchasing,indicated that his boss seemed to be always focused on the results of work that was performed only two months before the annual performance evaluation interview.Jeff,in marketing,was frustrated because he felt that he was always being compared to other employees in the marketing department rather than on performance or results.He felt he was rated lower than his colleagues since he didn't have an MBA like they did.Helena was really happy that she got along so well with her supervisor,and they had been friends for many years prior to working with the firm.She thought she might be evaluated more leniently as a result.
Marjet and June's supervisor likely has a rater bias of a

A)recency effect.
B)leniency bias.
C)error of central tendency.
D)strictness bias.
E)halo effect.

Question 6

Marjet had just returned from a training session on rater biases.She was fascinated with the lively discussion that took place within the group being trained.Marjet agreed with her colleague,June,that their supervisor just generally seemed to evaluate everyone in their department very harshly.Michael,in purchasing,indicated that his boss seemed to be always focused on the results of work that was performed only two months before the annual performance evaluation interview.Jeff,in marketing,was frustrated because he felt that he was always being compared to other employees in the marketing department rather than on performance or results.He felt he was rated lower than his colleagues since he didn't have an MBA like they did.Helena was really happy that she got along so well with her supervisor,and they had been friends for many years prior to working with the firm.She thought she might be evaluated more leniently as a result.
Helena's supervisor likely has a rater bias of a

A)recency effect.
B)contrast error.
C)error of central tendency.
D)strictness bias.
E)halo effect.

Question 7

Henry Wong was really upset after coming out of his annual performance evaluation interview. He felt betrayed and "blindsided" by some of the information that was told to him in the interview. He was told for the first time that several reports that he was responsible for completing were regularly submitted with missing information and errors. He was told that his supervisor had received several complaints over the past year about his customer service style. In addition, when his supervisor asked his peers as to his level of performance, they rated him as "1 = Poor" on collegiality and teamwork. He had thought he understood what he was supposed to do and to what level he was expected to perform. He thought he was doing a really good job all year. When he tried to explain his confusion and reasons for missing information in the reports, he felt his supervisor cut him off and was not interested in hearing his excuses. Instead of receiving his anticipated rating of "4 = Excellent", he only received a rating of "3 = Satisfactory" on most criteria, and even received "2 = Needs Improvement" on the accuracy and customer service measures. As a result, he was now only going to receive a cost of living increase of 2% rather than the merit increase of 5% that he anticipated. He now was concerned about other negative effects this might have on his career within the organization.

-The performance appraisal method (that requires a rater to provide a subjective evaluation of an individual's performance)used in this organization is called a

A)checklist.
B)rating scale.
C)self-assessment scale.
D)forced-choice method.
E)paired-comparisons method.

Question 8

Henry Wong was really upset after coming out of his annual performance evaluation interview. He felt betrayed and "blindsided" by some of the information that was told to him in the interview. He was told for the first time that several reports that he was responsible for completing were regularly submitted with missing information and errors. He was told that his supervisor had received several complaints over the past year about his customer service style. In addition, when his supervisor asked his peers as to his level of performance, they rated him as "1 = Poor" on collegiality and teamwork. He had thought he understood what he was supposed to do and to what level he was expected to perform. He thought he was doing a really good job all year. When he tried to explain his confusion and reasons for missing information in the reports, he felt his supervisor cut him off and was not interested in hearing his excuses. Instead of receiving his anticipated rating of "4 = Excellent", he only received a rating of "3 = Satisfactory" on most criteria, and even received "2 = Needs Improvement" on the accuracy and customer service measures. As a result, he was now only going to receive a cost of living increase of 2% rather than the merit increase of 5% that he anticipated. He now was concerned about other negative effects this might have on his career within the organization.

-Which of the following characteristics of an effective employee appraisal system seems to be most lacking?

A)employee participation in performance goals
B)training employees on how to take a performance appraisal
C)supervisor's (rater's)personal knowledge about the employee
D)reliability
E)frequent feedback

Question 9

Henry Wong was really upset after coming out of his annual performance evaluation interview. He felt betrayed and "blindsided" by some of the information that was told to him in the interview. He was told for the first time that several reports that he was responsible for completing were regularly submitted with missing information and errors. He was told that his supervisor had received several complaints over the past year about his customer service style. In addition, when his supervisor asked his peers as to his level of performance, they rated him as "1 = Poor" on collegiality and teamwork. He had thought he understood what he was supposed to do and to what level he was expected to perform. He thought he was doing a really good job all year. When he tried to explain his confusion and reasons for missing information in the reports, he felt his supervisor cut him off and was not interested in hearing his excuses. Instead of receiving his anticipated rating of "4 = Excellent", he only received a rating of "3 = Satisfactory" on most criteria, and even received "2 = Needs Improvement" on the accuracy and customer service measures. As a result, he was now only going to receive a cost of living increase of 2% rather than the merit increase of 5% that he anticipated. He now was concerned about other negative effects this might have on his career within the organization.

-Henry indicated he thought he understood what he was supposed to do and to what level he was expected to perform.In performance management terms,achievable and realistic targets set to which outcomes can be compared are referred to as

A)performance objectives
B)performance measurement
C)performance goals
D)output measures
E)outcome measures

Question 10

Marjet had just returned from a training session on rater biases.She was fascinated with the lively discussion that took place within the group being trained.Marjet agreed with her colleague,June,that their supervisor just generally seemed to evaluate everyone in their department very harshly.Michael,in purchasing,indicated that his boss seemed to be always focused on the results of work that was performed only two months before the annual performance evaluation interview.Jeff,in marketing,was frustrated because he felt that he was always being compared to other employees in the marketing department rather than on performance or results.He felt he was rated lower than his colleagues since he didn't have an MBA like they did.Helena was really happy that she got along so well with her supervisor,and they had been friends for many years prior to working with the firm.She thought she might be evaluated more leniently as a result.
Michael's supervisor in purchasing likely has a rater bias of a

A)recency effect.
B)leniency bias.
C)error of central tendency.
D)strictness bias.
E)halo effect.