-
Chapter 07
Performance
Management
True / False Questions
1.
Visible
support of the performance management process by
the CEO and senior management
ensures
that the system is consistently used across the
company.
True
False
2.
The initial
steps of the performance management cycle include
the employee and manager
identifying
what the employee can do to capitalize on
performance strengths.
True
False
3.
A
performance management system
should
link employee activities with the organization's
goals. This is its developmental
purpose.
True
False
4.
Validity refers to the consistency of a
performance measure.
True
False
5.
The extent to
which a performance measure is deemed to be
satisfactory or adequate by those
who
use it is known as its acceptability.
True
False
6.
Acceptability
is
affected
by
the
extent
to
which
employees
believe
the
performance
management
system is fair.
True
False
7.
Alternation
ranking
require
managers
to
rank
employees
within
their
departments
from
highest performer to poorest performer.
True
False
8.
Comparative
techniques
of
performance
management
virtually
eliminate
the
problems
of
leniency, central tendency, and
strictness.
True
False
9.
Quality-based
performance methods are quite easy to develop and
are generalizable across a
variety of
jobs, strategies, and organizations.
True
False
10.
Behavior-based
performance
methods
are
the
most
popular
performance
evaluation
approaches in
organizations.
True
False
11.
A
behaviorally
anchored
rating
scale
is
designed
to
specifically
define
performance
dimensions by
developing behavioral anchors associated with
different levels of performance.
True
False
12.
An advantage of
behaviorally anchored rating scales is increased
interrater reliability.
True
False
13.
Competencies are sets of skills,
knowledge, abilities, and personal characteristics
that enable
employees to successfully
perform their jobs.
True
False
14.
Result-based
approaches
to
performance
measurement
assume
that
subjectivity
can
be
eliminated
from the measurement process.
True
False
15.
Productivity measurement
and evaluation system (ProMES) is designed to
specifically define
performance
dimensions
by
developing
behavioral
anchors
associated
with
different
levels
of
performance.
True
False
16.
A
disadvantage
of
the
result-based
approaches
to
performance
measurement
is
that
individuals
may focus only
on aspects of their performance that
are measured, neglecting those
that are
not.
True
False
17.
The
assumption of Pareto analysis is that the majority
of problems are the result of a small
number of causes.
True
False
18.
The quality approach
relies primarily on a combination of the attribute
and results approaches
to performance
measurement.
True
False
19.
Subordinates
are the most frequently used source of performance
information.
True
False
20.
The best use
of self-ratings is for administrative purposes.
True
False
21.
A major
advantage of the 360-degree appraisal is that it
provides a means for minimizing bias
in
an otherwise subjective evaluation technique.
True
False
22.
Central
tendency
as
a
rating
error
reflects
that
a
rater
gives
high
ratings
to
all
employees
regardless of
their performance.
True
False
23.
Appraisal politics refer to evaluators
purposefully distorting a rating to achieve
personal or
company goals.
True
False
24.
Once
the
expected
performance
has
been
defined
and
employees'
performances
have
been
measured, it is
necessary to feed that performance information
back to the employees so that they
can
correct any deficiencies.
True
False
25.
Output is a factor to consider in
analyzing poor performance.
True
False
Multiple Choice Questions
26.
_____ is the
means through which managers ensure that
employees' activities and outputs are
congruent with the organization's
goals.
A.
Performance feedback
B.
Performance
results
C.
Performance management
D.
Performance
appraisal
E.
Performance strategy
27.
The process through which an
organization gets information on how closely an
employee's
actual performance met the
performance plan is _____.
A.
performance appraisal
B.
performance
management
C.
performance feedback
D.
ability
analysis
E.
achievement discrepancy
28.
_____
is
the
process
of
providing
employees
information
regarding
their
performance
effectiveness.
A.
Performance appraisal
B.
Achievement
discrepancy
C.
Performance management
D.
Ability
analysis
E.
Performance feedback
29.
Which of the following is the first
step in the process of performance management?
A.
Develop
employee goals behavior, and actions to achieve
outcomes.
B.
Define performance outcomes for company
division and department.
C.
Provide consequences for
performance results.
D.
Identify the improvements
needed.
E.
Provide support and ongoing performance
discussions.
30.
Which of the following
fulfills the administrative purpose of performance
management?
A.
Define
the
results,
behaviors,
and,
to
some
extent,
employee
characteristics
that
are
necessary.
B.
Develop
employees who are effective at their jobs.
C.
Use
performance
appraisal
to
make
decisions
such
as
pay
raises,
promotions,
retention-
termination, layoffs, and recognition of
individual performance.
D.
Identify
employees'
strengths
and
weaknesses,
link
employees
to
appropriate
training
and
development activity.
E.
Confront employees with their
performance weaknesses.
31.
_____
is
the
extent
to
which
the
performance
management
system
elicits
job
performance
that is consistent with the
organization's strategy, goals, and culture.
A.
Specificity
B.
Reliability
C.
Validity
D.
Strategic
congruence
E.
Acceptability
32.
_____ are
factors in a company's business strategy that give
it a competitive edge.
A.
KRIs
B.
CSFs
C.
NDAs
D.
KPIs
E.
360-degree appraisals
33.
Which
performance
management
evaluation
criterion
is
the
extent
to
which a
performance
measure assesses
all the relevant
—
and only
the relevant
—
aspects of
performance?
A.
Reliability
B.
Strategic congruence
C.
Acceptability
D.
Specificity
E.
Validity
34.
A(n) _____ measure evaluates irrelevant
aspects of performance or aspects that are not job
related.
A.
unreliable
B.
unacceptable
C.
contaminated
D.
inconsistent
E.
unspecified
35.
A
university
assesses
its
faculty
members
more
on
their
research
work
than
their
teaching
abilities. Which of
the following measures of the performance
management process is it using?
A.
Deficient
B.
Contaminated
C.
Unreliable
D.
Inconsistent
E.
Unspecified
36.
The consistency among the different
individuals who evaluate the employee's
performance is
known as _____.
A.
internal
consistency reliability
B.
interrater reliability
C.
inter-method reliability
D.
test-retest
reliability
E.
parallel-forms reliability
37.
A measure that results in dramatically
different ratings over time lacks _____.
A.
internal
consistency reliability
B.
interrater reliability
C.
parallel-forms reliability
D.
test-retest
reliability
E.
inter-method reliability
38.
Which of the following statements about
acceptability is true?
A.
It is the extent to which the
performance management system elicits job
performance that is
consistent with the
organization's strategy, goals, and culture.
B.
It is the extent to which a performance
measure gives detailed guidance to employees about
what is expected of them and how they
can meet these expectations.
C.
It
is
the
extent
to
which
a
performance
measure
assesses
all
the
relevant
—
and
only
the
relevant
—
aspects
of job performance.
D.
It is the degree to which a
performance measure is free from random error.
E.
It is the extent to which a performance
measure is deemed to be satisfactory or adequate
by
those who use it.
39.
The
extent
to
which
the
performance
measure
gives
guidance
to
employees
about
what
is
expected
of them is called _____.
A.
reliability
B.
validity
C.
specificity
D.
acceptability
E.
strategic congruence
40.
Which of the following approaches to
measuring performance uses some overall assessment
of an individual's performance or worth
and seeks to develop a ranking of the individuals
within a
work group?
A.
The results approach
B.
The attribute approach
C.
The
comparative approach
D.
The consequential approach
E.
The behavior approach
41.
_____ consists of a manager looking at
a list of employees, deciding who the best
employee
is, and crossing that person's
name off the list.
A.
Simple ranking
B.
Alternation
ranking
C.
Reverse ranking
D.
Probability
distribution
E.
Forced distribution
42.
The
technique
that
ranks
employees
into
predetermined
categories
or
groups
according
to
performance is called _____.
A.
forced
distribution
B.
high/low ranking system
C.
paired
comparison
D.
strictness
E.
simple ranking
43.
The _____ method requires managers to
compare every employee with every other employee
in
the
work
group,
giving
an
employee
a
score
of
1
every
time
he/she
is
considered
the
high
performer.
A.
partner measurement
B.
mixed-standard scales
C.
forced
distribution
D.
paired comparison
E.
alternate
ranking
44.
Intech
is
a
company
that
sells
PCs
and
laptops.
The
company
is
projecting
an
increase
in
sales
in the next six months and is looking at filling
senior positions through internal recruiting to
meet this demand. The company will
evaluate individual performances and seek to
develop some
ranking of the individuals
within a work group to identify the highest
performer. This will help
them arrive
at a decision. Which of the following approaches
is the company using?
A.
The results approach
B.
The attribute
approach
C.
The comparative approach
D.
The
behavioral approach
E.
The quality approach
45.
The
_____
to
performance
management
focuses
on
the
extent
to
which
individuals
have
certain characteristics or traits
believed desirable for the company's success.
A.
results
approach
B.
quality approach
C.
behavioral
approach
D.
comparative approach
E.
attribute
approach
46.
Which of the following
attribute approaches to performance management is
most commonly
used?
A.
Behaviorally anchored
rating scales
B.
Mixed standard scales
C.
Behavior observation scales
D.
Graphic
rating scales
E.
Simple ranking scales
47.
In the graphic rating scale, the
manager:
A.
defines performance dimensions by
developing behavioral anchors associated with
different
levels of performance.
B.
defines the
relevant performance dimensions and then develops
statements representing good,
average,
and poor performance along each dimension.
C.
considers one employee at a time,
circling the number that signifies how much of
that trait
the individual has.
D.
identifies
and
provides
descriptions
of
competencies
that
are
common
for
an
entire
occupation, organization, job family,
or a specific job.
E.
is required to compare
every employee with every other employee in the
work group, giving
an employee a score
of 1 every time he or she is considered the higher
performer.
48.
In
which
performance
technique
are
managers
given
three
statements
of
performance
per
dimension and asked to indicate whether
the employee's performance is above (+), at (0),
or below
(-) the statements?
A.
Behaviorally
anchored rating scale
B.
Forced distribution
C.
Behavior observation scale
D.
Graphic
rating scale
E.
Mixed-standard scale
49.
Which of the following is true about
the attribute approach to performance management?
A.
There is
usually high congruence between these techniques
and the company's strategy.
B.
These
methods
usually
have
very
clear
performance
standards
because
of
which
different
raters provide
similar ratings and rankings.
C.
They are easy
to develop and are generalizable across
organizations and strategies.
D.
They provide
specific guidance and feedback to employees.
E.
These techniques tend to reduce
defensiveness in employees during feedback.
50.
The
techniques
of
which
of
the
following
approaches
to
performance
management
lack
specificity for feedback purposes?
A.
The quality
approach
B.
The comparative approach
C.
The
behavioral approach
D.
The attribute approach
E.
The results approach
51.
Which performance management technique
involves the identification of a large number of
critical incidents, the classification
of these incidents into performance dimensions,
and the rank
ordering of these
incidents into levels of performance?
A.
Behaviorally anchored
rating scales
B.
Graphic rating scales
C.
Comparative rating scales
D.
Organizational behavior modification
E.
Competency models
52.
The
performance
management
method
that
requires
managers
to
rate
the
frequency
with
which the employee has
exhibited a behavior during a rating period is the
_____.
A.
simple ranking method
B.
behavioral
observation scale
C.
graphic rating scale
D.
organizational behavior modification
method
E.
forced distribution scale
53.
A(n)
_____
identifies
and
provides
descriptions
of
competencies
that
are
common
for
an
entire
occupation, organization, job family, or a
specific job.
A.
OSI model
B.
mixed-standard scale
C.
behavioral observation scale
D.
competency model
E.
layered model
54.
Which
of
the
following
is
true
regarding
behavioral
approaches
to
performance
measurement?
A.
They link
strategy to specific behavior needed to implement
strategy.