Question 1

What is a recommended way to deal with underperformers?

Accepted Answer

Disciplining an underperformer should always be a last resort and should only be used if all other methods have failed. Specific, direct feedback on performance problems should be the first step in addressing underperformance because it allows the employee to understand their shortcomings and work on improving them. Ignoring the employee is never a recommended approach because it does not address the issue and may result in the underperformance becoming worse.

Question 2

Which one of the following statements about peers as a source of performance information is FALSE?

Accepted Answer

Peers can sometimes be reluctant to participate in reviews used for employee development, as they may feel uncomfortable providing constructive feedback to their colleagues. However, they are more likely to participate in reviews used for administrative decision-making, such as promotions or salary increases. Therefore, statement D is false.

Question 3

A plan for managing the behaviour of employees through a formal system of feedback and reinforcement refers to:

Accepted Answer

Organizational behaviour modification (OBM) is a formal system of feedback and reinforcement which involves identifying specific employee behaviors and creating a plan to encourage desired behaviors and discourage undesired behaviors. This plan includes feedback and reinforcement techniques such as positive reinforcement, negative reinforcement, punishment, and extinction. BARS, BOS, critical incidents, and MBO are all different methods of evaluating and managing employee performance, but they do not necessarily involve a formal system of feedback and reinforcement.

Question 4

If a student evaluating his or her professor at the end of term rates the professor low on all performance criteria due to dissatisfaction with the professor's grading scale,the student has likely committed which rater error?

Accepted Answer

The Horns error is also known as the devil effect, where a rater rates a person low on all criteria because of dissatisfaction with one specific aspect. In this case, the student rates the professor low on all criteria due to dissatisfaction with the grading scale, which is a specific aspect of the professor's performance.

Question 5

What do we call a meeting at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors?

Accepted Answer

This type of meeting is commonly known as a calibration meeting, where managers discuss and compare employee performance ratings to eliminate any rating errors and ensure a fair and accurate evaluation of performance.

Question 6

The category of employee least valued by organizations is likely to be:

Accepted Answer

The underperformer is the category of employee least valued by organizations as they are not meeting the expected job standards and may drag the team performance down.

Question 7

Managers can improve the performance feedback session by:

Accepted Answer

Emphasizing behaviour, not personality, is the best choice because behaviour is something that can be changed and improved upon, while personality traits are usually more innate and difficult to change. It is also important to discuss both areas of improvement and areas where expectations were met or exceeded to provide balanced feedback. Using the tell-and-sell approach can be unhelpful as it does not allow for open dialogue and may be seen as one-sided.

Question 8

In what type of performance measurement system are goals established and passed down through the organization?

Accepted Answer

Management by objectives (MBO) is a type of performance measurement system that involves setting specific, measurable goals and objectives at each level of the organization. These goals are then communicated down to individual employees who are responsible for achieving them, creating alignment and focus throughout the organization.

Question 9

To protect against legal challenges it is important to have a performance management system based on:

Accepted Answer

To protect against legal challenges, it is important to have a performance management system that is based on valid job analyses. This means that the system should be designed to accurately reflect the key duties and responsibilities of each job, as well as the knowledge, skills, and abilities required for success in that role. This helps ensure that employees are evaluated based on objective criteria that are directly related to job performance, which can help defend against claims of discrimination or bias.

Question 10

Frequent performance feedback,goal setting,and restructured job assignment may be effective ways to improve performance for which grouping of employees?

Accepted Answer

Frequent performance feedback, goal setting, and restructured job assignments are effective for employees with misdirected effort, as these strategies can help align their efforts with organizational goals and improve their performance.

Question 11

Which approach to performance feedback is considered superior?

Accepted Answer

Problem-solving is considered superior because it involves collaboration between the manager and the employee to identify performance issues and work together to find solutions, fostering a constructive and developmental approach to performance improvement.

Question 12

Employers are cautioned to consider the ________ rights of workers before they implement GPS systems to monitor the location of employees.

Accepted Answer

The correct answer is "privacy" because it directly relates to the concern of monitoring an individual's location, which is a matter of personal privacy.

Question 13

Most managers rely on which one of the following approaches to performance feedback?

Accepted Answer

Most managers rely on the tell-and-sell approach to performance feedback, where they provide feedback and then convince employees to accept and implement their suggestions. This approach may not be the most effective as it can create resistance from employees and does not promote two-way communication.

Question 14

Rating all employees as somehow "average" or in the middle of the scale is called:

Accepted Answer

Central tendency is the rating all employees as average or in the middle of the scale. This occurs when the rater is unwilling to rate any employee as exceptional or poor, resulting in a lack of differentiation among performance levels.

Question 15

Lawsuits related to performance management usually involve charges of illegal discrimination or:

Accepted Answer

Lawsuits related to performance management often involve charges of illegal discrimination, such as discrimination based on race, gender, religion, age, or disability. Unjust or constructive dismissal may also be a common issue. Reverse discrimination, unfair labor practices, sexual harassment, and employment equity may occasionally be factors in such lawsuits, but are generally less prevalent.

Question 16

A summary of performance gaps that includes an action plan mutually agreed to by the employee and supervisor with specific dates to review progress is a(n):

Accepted Answer

A summary of performance gaps with an action plan mutually agreed upon by the employee and supervisor is a performance improvement plan (PIP), which is designed to identify and address areas where an employee's performance is lacking. The plan includes specific goals, action steps, timelines, and a process for reviewing progress. It is an important tool for managing employee performance and can help ensure that employees are meeting the requirements of their job and contributing to the success of the organization.

Question 17

Appraisal politics are likely to occur when:

Accepted Answer

All of the conditions mentioned (A, B, C, and D) can lead to appraisal politics, indicating that several factors can contribute to this phenomenon. When raters are accountable to the employee being rated (A), they may feel pressure to give higher ratings than what is merited. When the goals of rating are not compatible with one another (B), such as when the employee is being evaluated on teamwork and individual performance simultaneously, the rater may have to compromise on their assessments. When appraisal is directly linked to highly desirable rewards (C), such as promotions or bonuses, a rater may award a higher rating than deserved to ensure the employee receives the reward. Finally, when top executives tolerate or ignore distorted ratings (D), it creates an environment where appraisal politics can flourish.

Question 18

When managers are being evaluated,____________ are especially valuable sources of information.

Accepted Answer

Direct reports can provide valuable insights into a manager's leadership style, effectiveness, and impact on team performance.

Question 19

An effective way to reduce rating errors in performance appraisals involves:

Accepted Answer

Training can be an effective way to reduce rating errors in performance appraisals. By providing training to supervisors on how to give effective feedback and how to evaluate performance objectively, they can become better equipped to provide accurate and fair ratings. This can help to minimize errors such as halo and leniency biases.

Question 20

The organizational approach to performance management that integrates strategic perspectives including financial,customer,internal business processes,and learning and growth is called:

Accepted Answer

The description fits the balanced scorecard approach, which aligns performance management with strategic goals and measures performance in four areas: financial, customer, internal business processes, and learning and growth. Management by objectives, behaviourally anchored rating scale, graphic rating scale, and mixed-standard scale do not necessarily take all these perspectives into account.

Quiz 7: Managing Employees Performance