Question 1

The fact that there are many ways to deliver effective results in a job is an indication that a results approach to performance measurement might be appropriate for the job.

Accepted Answer

If there are multiple ways for an employee to deliver effective results, then it makes sense to focus on measuring the actual results rather than the specific methods used to achieve them. This is the essence of a results-based approach to performance measurement.

Question 2

Typically,there is only one type of behavior that has the capacity to advance organizational goals.

Accepted Answer

There are many different kinds of behaviors that have the capacity to advance or hinder organizational goals.

Question 3

Many organizations now realize that there is no need to focus on both task and contextual performance.

Accepted Answer

Many organizations now realize that there is a need to focus on both task and contextual performance because organizations cannot function properly with a minimum dose of contextual behaviors on the part of all employees.

Question 4

When the behaviors that contribute to success in a particular job are not observable,one can include measures of results that we infer to be the direct result of an employee's behavior.

Accepted Answer

When behaviors that contribute to success are not observable, it is necessary to include measures of results that we infer to be the direct result of an employee's behavior. This includes using metrics such as sales figures or customer satisfaction ratings to evaluate performance.

Question 5

Contextual factors,such as voice behavior and cultural differences,should be considered when organizations choose to define and measure performance.

Accepted Answer

Contextual factors such as voice behavior and cultural differences can impact how performance is defined and measured in a particular organization. Therefore, it is important to consider these factors when developing performance metrics.

Question 6

Which of the following performance facets must be considered to understand performance?
A)Task performance and results
B)Declarative knowledge and procedural knowledge
C)Contextual performance and results
D)Task performance and contextual performance

Accepted Answer

Task performance (i.e. how well an individual performs their job duties and responsibilities) and contextual performance (i.e. how well an individual contributes to the broader organizational environment and culture) are both important facets to consider in understanding overall performance. Results (i.e. quantifiable outcomes such as sales numbers or customer satisfaction scores) can also be important, but are often influenced by both task and contextual performance. Declarative knowledge (i.e. knowledge of facts or information) and procedural knowledge (i.e. knowledge of how to perform tasks) are important for job proficiency, but are more focused on the individual's capabilities rather than overall performance.

Question 7

In addition to procedural knowledge,declarative knowledge,and motivation,________________ also affect performance.
A)HR practices
B)work environments
C)A and B
D)None of the above

Accepted Answer

HR practices and work environments are important factors that affect performance in addition to procedural knowledge, declarative knowledge, and motivation. HR practices such as recruitment, training, and performance management can influence employee performance, while work environments that are supportive, collaborative, and offer resources and tools can enhance performance. Therefore, both A and B are correct.

Question 8

Motivation involves which of the following behaviors?
A)Choice to expend effort
B)Choice of level of effort
C)Choice to persist in the expenditure of that level of effort
D)All of the above

Accepted Answer

Motivation involves all three behaviors listed - the choice to expend effort, the choice of level of effort, and the choice to persist in the expenditure of that level of effort. Motivation is the driving force behind behavior, and all three components are necessary to achieve goals and maintain effort towards them.

Question 9

The behavior approach is a process-oriented approach that emphasizes how an employee does the job.

Accepted Answer

The behavior approach focuses on the actions and behaviors of the employee, and how they perform their job duties. This approach is often used in performance management and emphasizes the importance of setting clear expectations and providing frequent feedback to help employees improve their performance.

Question 10

The behavior approach to measuring performance emphasizes the use of tools to assess relatively stable individual attributes such as cognitive abilities and personality.

Accepted Answer

The trait approach emphasizes the use of tools to measure stable traits such as personality and cognitive abilities.

Question 11

Procedural knowledge is:
A)Information about facts and things
B)Knowing what to do and how to do it
C)Choosing to expend effort
D)None of the above

Accepted Answer

Procedural knowledge refers to the knowledge of how to perform specific procedures or tasks. It involves knowing what to do and how to do it. Option A is incorrect as it describes declarative knowledge which is related to facts and information. Option C is incorrect as it describes motivation, not procedural knowledge. Option D is incorrect as one of the options must be correct.

Question 12

Declarative knowledge is information about facts and things,including an understanding of a given task's requirements,information on labels,facts,principles,and goals.

Accepted Answer

Declarative knowledge is indeed information about facts and things, including task requirements, labels, principles, and goals.

Question 13

Task performance is defined as:
A)Activities that transform raw materials into the goods and services that are produced by the organization.
B)Activities that help with the transformation process by replenishing the supply of raw materials.
C)Offering help and cooperating with others.
D)A and B

Accepted Answer

Task performance includes activities that directly involve the transformation of raw materials into goods and services (A) and activities that support this transformation process, such as replenishing raw materials (B).

Question 14

Performance management systems need to not only measure performance but also provide information on the source of any performance deficiencies.

Accepted Answer

Performance management systems must provide feedback on both positive and negative performance, including identifying the causes of any deficiencies. Without this information, it is difficult to improve performance and develop appropriate interventions.

Question 15

Contextual performance is also known as organizational citizenship or pro-social behavior.

Accepted Answer

Contextual performance, organizational citizenship and pro-social behavior all refer to an employee's extra-role behavior that benefits the organization but is not part of their formal job description or performance expectations.

Question 16

The combination of each of the following factors allows some individuals to perform at higher levels than others EXCEPT:
A)Declarative knowledge
B)Procedural knowledge
C)Biases
D)Motivation

Accepted Answer

Declarative knowledge, procedural knowledge, and motivation are all factors that can contribute to higher performance. However, biases are not usually viewed as a factor that contributes to higher performance, but rather can hinder or negatively impact an individual's performance.

Question 17

Behaviors that we label as performance can be judged as negative,neutral,or positive for individual and organizational effectiveness.

Accepted Answer

Behaviors that are labeled as performance can be judged as negative, neutral, or positive for individual and organizational effectiveness, depending on the impact they have on achieving goals and objectives.

Question 18

When workers are skilled in the needed behaviors,behaviors and results are related,and results show consistent improvement over time,it is best to use the results approach to measuring performance.

Accepted Answer

The results approach to measuring performance focuses on the output or outcomes of an employee's work rather than just their behaviors. When workers are skilled in the necessary behaviors and consistently produce improved results over time, this approach becomes most effective.

Question 19

The three determinants of performance have an additive relationship.

Accepted Answer

The three determinants have a multiplicative relationship.

Question 20

Task performance varies across jobs and is likely to be role prescribed.

Accepted Answer

Task performance can differ based on the requirements of the specific job or role. These requirements are often determined by the job description or other role-related documentation provided by the employer.

Quiz 4: Defining Performance and Choosing a Measurement Approach