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1 | |
Problems of performance management include all of the following except: |
|
| | A) | discouraging teamwork. |
| | B) | managers having power over the employee |
| | C) | only valuable for very good or very poor employees. |
| | D) | discouraging employees' short-term goals. |
|
2 | |
Performance appraisal systems benefit both employees and employers. |
|
| | A) | True |
| | B) | False |
|
3 | |
The main purpose for performance appraisal systems is to identify strong and weak performers. |
|
| | A) | True |
| | B) | False |
|
4 | |
The process through which managers ensure that employees' activities and outputs are congruent with the organizational goals is referred to as |
|
| | A) | organizational culture. |
| | B) | performance feedback. |
| | C) | outcome fairness. |
| | D) | performance management. |
|
5 | |
There are three purposes of performance management system: strategic, administrative, and operational. |
|
| | A) | True |
| | B) | False |
|
6 | |
The organization's use of performance management information in decisions such as salary administration, promotion, and retention-termination, pertains to which of these purposes? |
|
| | A) | Administrative |
| | B) | Developmental |
| | C) | Strategic |
| | D) | Competitive |
|
7 | |
Helping employees become effective at their jobs is part of |
|
| | A) | developmental purpose. |
| | B) | administrative purpose. |
| | C) | strategic purpose. |
| | D) | operational purpose. |
|
8 | |
_______ is the extent to which the performance management system elicits job performance that is congruent with the organization's strategy, goals, and culture. |
|
| | A) | Distributional error |
| | B) | Goal displacement |
| | C) | Strategic congruence |
| | D) | Process-flow analysis |
|
9 | |
Validity is the extent to which a performance measure assesses all the relevant – and only the relevant – aspects of performance. |
|
| | A) | True |
| | B) | False |
|
10 | |
When the measure is reliable over time, it is said to have |
|
| | A) | interrater reliability. |
| | B) | internal consistency reliability. |
| | C) | test-retest reliability. |
| | D) | procedural reliability. |
|
11 | |
______ is the extent to which a performance measure tells employees what is expected of them and how they can meet these expectations. |
|
| | A) | Validity |
| | B) | Specificity |
| | C) | Acceptability |
| | D) | Reliability |
|
12 | |
Which of these is not a technique under the comparative approach to measuring performance? |
|
| | A) | Forced distribution |
| | B) | Paired comparison |
| | C) | Graphic rating scales |
| | D) | Ranking |
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13 | |
Which comparative approach to performance measurement uses a ranking format with employees ranked in groups? |
|
| | A) | Paired comparison |
| | B) | Graphic rating scales |
| | C) | Critical incidents |
| | D) | Forced distribution |
|
14 | |
Graphic rating scales and mixed-standard scales are used to determine |
|
| | A) | education. |
| | B) | behaviors. |
| | C) | attributes. |
| | D) | work experience. |
|
15 | |
Attribute-based performance methods are the most popular methods in organizations. |
|
| | A) | True |
| | B) | False |
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16 | |
Which of these are usually used for selection and promotion decisions? |
|
| | A) | Graphic rating scales |
| | B) | Assessment centers |
| | C) | Critical incidents |
| | D) | Recruitment centers |
|
17 | |
Which of these is a common component of MBO systems? |
|
| | A) | Subjective goals |
| | B) | Specific, difficult, objective goals |
| | C) | Unilaterally set goals by management |
| | D) | Unilaterally set goals by employees |
|
18 | |
MBO systems have all of these components except |
|
| | A) | the goals emerge from the competitor analysis. |
| | B) | they require specific, difficult, and objective goals. |
| | C) | the goals are not usually set unilaterally by management. |
| | D) | the managers give objective feedback throughout the rating period to monitor progress toward the goals. |
|
19 | |
Which of these is the primary goal of the quality approach? |
|
| | A) | Command and control management style |
| | B) | Improving customer satisfaction |
| | C) | Reaction approach to errors |
| | D) | Behavioral observation |
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20 | |
______ involves identifying each action and decision necessary to complete work. |
|
| | A) | Pareto chart |
| | B) | Cause-and-effect diagrams |
| | C) | Process-flow analysis |
| | D) | Scatter grams |
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21 | |
In which of these, causes are listed in decreasing order of importance, where importance is usually defined as the frequency with which that cause resulted in a problem? |
|
| | A) | Cause-and-effect diagrams |
| | B) | Histograms |
| | C) | Control charts |
| | D) | A Pareto chart |
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22 | |
_______ are useful for understanding the amount of variance between an outcome and the expected value or average outcome. |
|
| | A) | Cause-and-effect diagrams |
| | B) | Histograms |
| | C) | Scattergrams |
| | D) | Pareto charts |
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23 | |
Which of these is (are) the most frequently used source of performance information? |
|
| | A) | Peers |
| | B) | Subordinates |
| | C) | Customers |
| | D) | Managers |
|
24 | |
Peers are a poor source of performance information. |
|
| | A) | True |
| | B) | False |
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25 | |
It is not wise to allow subordinates to provide performance information on managers being evaluated. |
|
| | A) | True |
| | B) | False |
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26 | |
______ error occurs when one positive performance aspect causes the rater to rate all other aspects of performance positively. |
|
| | A) | Halo |
| | B) | Distributional |
| | C) | Contrast |
| | D) | Horn |
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27 | |
______ error occurs when individuals are compared with one another instead of against an objective standard. |
|
| | A) | Halo |
| | B) | Distributional |
| | C) | Similar to me |
| | D) | Contrast |
|
28 | |
Which of these refer to evaluators purposefully distorting a rating to achieve personal or company goals? |
|
| | A) | Frame-of-reference rating |
| | B) | Distributional errors |
| | C) | Rater error training |
| | D) | Appraisal politics |
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29 | |
In the feedback process, managers should focus feedback on the person, not on the behavior or results. |
|
| | A) | True |
| | B) | False |
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30 | |
______ employees are those who are performing at a bare minimum level because of a lack of ability and/or motivation to perform well. |
|
| | A) | Marginal |
| | B) | Star |
| | C) | Minimal |
| | D) | Problematic |