Question 1

Benny, a supervisor, needs to assess Amanda's, a subordinate's, performance. He considers Amanda to be reliable and meets all his requirements, so he rates her as a good performer. But then Benny thinks about an exceptional employee, Christina, in his department, and decides that, compared with her, Amanda is just average. In this way, Benny's rating is a ________ error.

Accepted Answer

A)   horns
B)   contrast
C)   leniency
D)   halo
E)   distributionalF) A) and D)
G) A) and E)

Question 2

Min, the production manager of Manning Inc., is writing a recommendation to begin gathering performance appraisal information from peers along with other sources of information. Which statement best supports Min's recommendation for getting peer feedback?

Accepted Answer

A)   Information from peers adds little value to the assessment of performance.
B)   Peers are comfortable rating employees for decisions that may affect themselves.
C)   Peers typically share the manager's perspective of the employee being evaluated.
D)   Peers have expert knowledge of job requirements.
E)   Peers rarely observe an employee in day-to-day activities.F) A) and B)
G) A) and C)

Question 3

Corey, a supervisor, needs to rate the performance of 20 subordinates. He uses a rating scale to rate them on a scale of 1 to 10. He rates 18 employees at 5, which leads to central tendency. In the context of types of rating errors, Corey commits a ________ error.

Accepted Answer

A)   distributional
B)   contrast
C)   horns
D)   statistical
E)   haloF) D) and E)
G) A) and B)

Question 4

Ty, the HR manager at Elrod Engines, is preparing a newly promoted employee for her role as a supervisor. In his experience, he will need to address the new supervisor's nervousness about conducting performance appraisals. What is the most likely cause of this nervousness?

Accepted Answer

A)   Performance feedback must be aligned with the company's strategy.
B)   A performance evaluation can help supervisors decide how to develop employees' skills.
C)   Effective performance feedback makes employees aware of their strengths and weaknesses.
D)   Performance management supports administrative decisions that have a great impact on employees.
E)   Performance management starts with defining what the organization expects from employees.F) C) and D)
G) B) and C)

Question 5

Jordan, the CEO of Sinc Co., believes in providing employees with a flexible and open environment to enhance their skills and growth in the company. In the context of performance management and ethical issues associated with it, which of the following would Jordan most likely oppose and why?

Accepted Answer

A)   He would oppose calibration meetings because they question the integrity of performance appraisal information provided by managers.
B)   He would oppose 360-degree appraisal because it gathers information from colleagues and subordinates, which can make the employees self-conscious.
C)   He would be against having a legally defensible performance management system because it focuses on scrutinizing employees who file a case against the company.
D)   He would be against electronic monitoring systems because they make the employees feel like robots and that they are being watched.
E)   He would be against top management carrying out performance appraisal of employees because it may lead to appraisal politics.F) B) and E)
G) A) and B)

Question 6

Tony, a production manager at Brighton Biometrics, needs to measure the performance of 10 subordinates. He writes their names on a paper and circles Paul's name as the best-performing employee of the group. He then circles Erma's name as the worst employee of the group. He rates the remaining employees as second best, second worst, and so on. In the context of methods of performance measurement, Tony is using the ________ method.

Accepted Answer

A)   forced-distribution
B)   alternation ranking
C)   graphic rating
D)   mixed-standard
E)   critical-incidentF) B) and E)
G) B) and C)

Question 7

Joel is a manager at Malan Inc., and he uses a rating approach to evaluate his employees. He considers one employee at a time and circles a number or a word to signify the degree to which that employee demonstrates a particular trait in the scale. Which approach is Joel using to assess his employees?

Accepted Answer

A)   mixed-standard scale
B)   critical-incident approach
C)   graphic rating scale
D)   behavioral observation scale
E)   behaviorally anchored rating scaleF) A) and B)
G) A) and C)

Question 8

Derrick, a sales manager at Kappa Corp., finds that Jack, a salesman, lacks motivation to perform well in his job. In the context of finding solutions to performance problems, what is the right way to deal with this situation?

Accepted Answer

A)   Derrick must reduce Jack's pay to punish him.
B)   Derrick must warn Jack that he will be demoted if his performance continues to be poor.
C)   Derrick must ask Jack to learn from salespeople who perform better than he does.
D)   Derrick must counsel Jack to help him understand the factors that are affecting his motivation.
E)   Derrick must ask Jack to take a vacation to think about what is causing his lack of motivation.F) B) and D)
G) A) and B)

Question 9

The ________ performance management method requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period.

Accepted Answer

A)   behaviorally anchored rating scale
B)   behavioral observation scale
C)   graphic rating scale
D)   mixed-standard scale
E)   forced-distribution scaleF) A) and D)
G) A) and B)

Question 10

Explain the corrective action that is needed when an employee lacks both ability and motivation.

Accepted Answer

Performance may improve if the manager d...

Question 11

Identify a true statement about the mixed-standard scale.

Accepted Answer

A)   It is intended to define performance dimensions specifically using statements of behavior that describe different levels of performance.
B)   It uses several statements describing each trait to produce a final score for that trait.
C)   It may use 15 behaviors to define levels of performance.
D)   It lists traits and provides a rating scale for each trait.
E)   It involves comparing each employee with each other employee to establish rankings.F) A) and D)
G) A) and C)

Question 12

Discuss the steps involved in the performance management process.

Accepted Answer

The first two steps of the process invol...

Question 13

William, a supervisor, is discussing an employee with Barb, the human resource manager at his company. The employee's performance has been falling, and the employee has been absent on several workdays. William is concerned about this change in behavior. The HR manager suggests that William encourage the employee to contact the employee assistance program (EAP)  for a referral to a counselor. In which situation would Barb's advice be most appropriate?

Accepted Answer

A)   The employee no longer has the ability to carry out the tasks required for the job.
B)   The employee probably would respond to some praise and encouragement.
C)   The employee is unaware of the significance of the performance problem.
D)   The employee has the necessary skills but lacks motivation.
E)   The employee lacks motivation as well as the necessary knowledge and skills.F) B) and D)
G) B) and E)

Question 14

Appraisal politics are most likely to occur when a performance appraisal is directly linked to highly desirable rewards.

Accepted Answer

A) True 
 B)False

Question 15

Meghan is the new HR manager at Turner Times. She meets with the company's leaders to discuss how she intends to support business objectives. Meghan tells them that Turner Times has a performance management process that delivers reliable information, but it needs to be more strategic. Which action would best make performance management more strategic?

Accepted Answer

A)   telling managers not to feel uncomfortable when appraisal information is negative
B)   using appraisal information to support decisions related to employee retention and termination
C)   using appraisal information as a basis for developing employees' knowledge and skills
D)   setting individual performance measures that are linked to the organization's goals
E)   making employees aware of their strengths and areas in which they can improveF) B) and E)
G) All of the above

Question 16

The improvement of an employee's performance varies according to the employee's ability and level of motivation.

Accepted Answer

A) True 
 B)False

Question 17

Virginia considers Howard, her office assistant, to be both highly skilled and highly motivated. Howard frequently surprises Virginia with his creative problem solving, above and beyond the basic job requirements. What response should Virginia make to Howard's performance?

Accepted Answer

A)   She should not respond to Howard's behavior because no changes are necessary.
B)   She should refer Howard for help with stress management.
C)   She should offer Howard feedback that is more detailed in areas needing improvement.
D)   She should reward Howard and offer him opportunities for career development.
E)   She should investigate whether Howard feels he is being treated fairly.F) A) and E)
G) C) and D)

Question 18

Using an employee's manager for feedback is very useful because managers' own success depends so much on their employees' performance.

Accepted Answer

A) True 
 B)False

Question 19

Compared to a behavioral observation scale (BOS), a behaviorally anchored rating scale (BARS) makes it easier for providing feedback, maintaining objectivity, and suggesting training needs.

Accepted Answer

A) True 
 B)False

Question 20

Dina, the human resource manager at K-Pack Inc., wants to use subordinates as sources of performance appraisal information. Which statement best supports that idea?

Accepted Answer

A)   Subordinates often have reliable information about a manager's behavior toward employees.
B)   Subordinates are often willing to say negative things about the person to whom they report.
C)   When feedback forms need subordinates' names on them, the subordinates tend to give lower ratings to the manager.
D)   When managers receive ratings from their subordinates, the employees have less power.
E)   Subordinate evaluations are most appropriate for strategic purposes.F) B) and E)
G) A) and D)

Exam 10: Managing Employees Performance

Appraisal politics are most likely to occur when a performance appraisal is directly linked to highly desirable rewards.

Correct Answer
verified

Virginia considers Howard, her office assistant, to be both highly skilled and highly motivated. Howard frequently surprises Virginia with his creative problem solving, above and beyond the basic job requirements. What response should Virginia make to Howard's performance?

Correct Answer
verified

Identify a true statement about the mixed-standard scale.

Correct Answer
verified

Corey, a supervisor, needs to rate the performance of 20 subordinates. He uses a rating scale to rate them on a scale of 1 to 10. He rates 18 employees at 5, which leads to central tendency. In the context of types of rating errors, Corey commits a ________ error.

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Compared to a behavioral observation scale (BOS), a behaviorally anchored rating scale (BARS) makes it easier for providing feedback, maintaining objectivity, and suggesting training needs.

Correct Answer
verified

Using an employee's manager for feedback is very useful because managers' own success depends so much on their employees' performance.

Correct Answer
verified

The improvement of an employee's performance varies according to the employee's ability and level of motivation.

Correct Answer
verified

Min, the production manager of Manning Inc., is writing a recommendation to begin gathering performance appraisal information from peers along with other sources of information. Which statement best supports Min's recommendation for getting peer feedback?

Correct Answer
verified

Discuss the steps involved in the performance management process.

Correct Answer
verified
The first two steps of the process invol...
View Answer

Explain the corrective action that is needed when an employee lacks both ability and motivation.

Correct Answer
verified
Performance may improve if the manager d...
View Answer

Dina, the human resource manager at K-Pack Inc., wants to use subordinates as sources of performance appraisal information. Which statement best supports that idea?

Correct Answer
verified

Correct Answer
verified

The ________ performance management method requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period.

Correct Answer
verified

Derrick, a sales manager at Kappa Corp., finds that Jack, a salesman, lacks motivation to perform well in his job. In the context of finding solutions to performance problems, what is the right way to deal with this situation?

Correct Answer
verified

Ty, the HR manager at Elrod Engines, is preparing a newly promoted employee for her role as a supervisor. In his experience, he will need to address the new supervisor's nervousness about conducting performance appraisals. What is the most likely cause of this nervousness?

Correct Answer
verified

Jordan, the CEO of Sinc Co., believes in providing employees with a flexible and open environment to enhance their skills and growth in the company. In the context of performance management and ethical issues associated with it, which of the following would Jordan most likely oppose and why?

Correct Answer
verified

Correct Answer
verified

Exam 10: Managing Employees Performance

Appraisal politics are most likely to occur when a performance appraisal is directly linked to highly desirable rewards.

Correct AnswerverifiedShow Answer

Virginia considers Howard, her office assistant, to be both highly skilled and highly motivated. Howard frequently surprises Virginia with his creative problem solving, above and beyond the basic job requirements. What response should Virginia make to Howard's performance?

Correct AnswerverifiedShow Answer

Identify a true statement about the mixed-standard scale.

Correct AnswerverifiedShow Answer

Corey, a supervisor, needs to rate the performance of 20 subordinates. He uses a rating scale to rate them on a scale of 1 to 10. He rates 18 employees at 5, which leads to central tendency. In the context of types of rating errors, Corey commits a ________ error.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Compared to a behavioral observation scale (BOS), a behaviorally anchored rating scale (BARS) makes it easier for providing feedback, maintaining objectivity, and suggesting training needs.

Correct AnswerverifiedShow Answer

Using an employee's manager for feedback is very useful because managers' own success depends so much on their employees' performance.

Correct AnswerverifiedShow Answer

The improvement of an employee's performance varies according to the employee's ability and level of motivation.

Correct AnswerverifiedShow Answer

Min, the production manager of Manning Inc., is writing a recommendation to begin gathering performance appraisal information from peers along with other sources of information. Which statement best supports Min's recommendation for getting peer feedback?

Correct AnswerverifiedShow Answer

Discuss the steps involved in the performance management process.

Correct AnswerverifiedThe first two steps of the process invol...View AnswerShow Answer

Explain the corrective action that is needed when an employee lacks both ability and motivation.

Correct AnswerverifiedPerformance may improve if the manager d...View AnswerShow Answer

Dina, the human resource manager at K-Pack Inc., wants to use subordinates as sources of performance appraisal information. Which statement best supports that idea?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

The ________ performance management method requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period.

Correct AnswerverifiedShow Answer

Derrick, a sales manager at Kappa Corp., finds that Jack, a salesman, lacks motivation to perform well in his job. In the context of finding solutions to performance problems, what is the right way to deal with this situation?

Correct AnswerverifiedShow Answer

Ty, the HR manager at Elrod Engines, is preparing a newly promoted employee for her role as a supervisor. In his experience, he will need to address the new supervisor's nervousness about conducting performance appraisals. What is the most likely cause of this nervousness?

Correct AnswerverifiedShow Answer

Jordan, the CEO of Sinc Co., believes in providing employees with a flexible and open environment to enhance their skills and growth in the company. In the context of performance management and ethical issues associated with it, which of the following would Jordan most likely oppose and why?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

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Correct Answer
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The first two steps of the process invol...
View Answer

Correct Answer
verified
Performance may improve if the manager d...
View Answer

Correct Answer
verified

Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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