Which of the following are found in both performance management and performance appraisal?
a. an evaluation of performance
b. a defining of performance
c. a consequence for performance
d. a monitoring of performance
a. an evaluation of performance
A performance goal is related to
a. promoting new directions
b. learning new skills
c. achieving a defined outcome
d. development of knowledge
c. achieving a defined outcome
The primary functions of performance management include:
a. communicating the employee behavior that is being sought
b. making decisions related to employees such as pay raises
c. guiding employee training and development
d. Developing equal opportunity policies
a. communicating the employee behavior that is being sought
b. making decisions related to employees such as pay raises
c. guiding employee training and development
The step in the performance management process when feedback and coaching are delivered
a. reviewing performance
b. defining performance
c. monitoring performance
d. providing consequences
a. reviewing performance
The important last step in the gaol-setting process is to create
action plans
SMART goals are those that include which of the following characteristics?
a. Recognize
b. Attainable
c. Measurable
d. Specific
b. Attainable
c. Measurable
d. Specific
Commitment to goals can be promoted by
a. making them very difficult to attain so they are challenging
b. imagining how you will feel when you achieve them
c. leaving time periods open ended
d. breaking them down into smaller or intermediate goals
b. imagining how you will feel when you achieve them
d. breaking them down into smaller or intermediate goals
Fundamental characteristics of action plans include
a. being specific about what will be achieved
b. incorporating specific time limits
c. focusing on results
d. time limits that are flexible and can be extended
a. being specific about what will be achieved
b. incorporating specific time limits
c. focusing on results
Among the reasons that research has found performance management systems to be unsuccessful are that
a. performance reviews measure all dimensions of every aspect of the job
b. the day-to-day job and the review elements have little or nothing in common
c. that the process itself is always very time consuming
d. performance reviews focus in only a few elements, some of which may be unimportant
b. the day-to-day job and the review elements have little or nothing in common
c. that the process itself is always very time consuming
d. performance reviews focus in only a few elements, some of which may be unimportant
True or False: When managers assist employees in taking care of work, they are both driving employee engagement and engaging in effective performance management
True
Managers can support employees' goal achievement by:
a. supplying timely and task-specific feedback
b. paying attention to employees' reward preferences
c. offering needed training
d. giving monetary incentives only for goal accomplishment
a. supplying timely and task-specific feedback
b. paying attention to employees' reward preferences
c. offering needed training
Objective Goals:
Increase sales by 10%
Project Goals:
Finish the productivity reports for the end of the year group summary
Behavioral Goals:
- Listen to others during meetings without interrupting
- Communicate progress clearly to others in my work group
It is important to monitor progress toward goal achievement in order to
a. identify problems while pursuing a goal
b. providing incentives such as bonuses
c. keep employees satisfied
d. match rewards to the achievements of the team
a. identify problems while pursuing a goal
"There were no errors on the financial audits for this quarter" is an example of which type of goal measurement?
a. timeliness
b. quality
c. financial metrics
d. quantity
b. quality
Comparing actual performance to a previously set goal is the step in the performance management process called:
a. promoting goal commitment
b. evaluating performance
c. providing feedback
d. clarifying expectations
b. evaluating performance
Halo
Rating an employee high across all dimensions because the dress well
Recency
Rating an employee low for the year based on one late report at the end of the year
Leniency
Rating an employee high across all dimensions regardless of actual performance
Central Tendency
Rating an employee average on all dimensions
The performance evaluation method known as 360-degree feedback is useful because it
a. provides performance evaluations only from subordinates
b. provides performance evaluations only from peers
c. provides performance evaluations from peers, subordinates, and managers
d. provides performance evaluations only from managers
c. provides performance evaluations from peers, subordinates, and managers
"We resolved all customer complaints within 30 minutes" is an example of which type of goal measurement?
a. Financial metrics
b. Timeliness
c. Quantity
d. Quality
b. Timeliness
Rewards that come from the environment are (blank), while psychic rewards are (blank) because the are self-granted
extrinsic , intrinsic
When managing others, it is important to know whether a person prefers (blank) or (blank) rewards
extrinsic , intrinsic
Results
Profit
Behavior
Teamwork
Nonperformance considerations
Nature of the work
Results, behaviors, actions, and nonperformance factors such as equity are examples of
a. extrinsic and intrinsic rewards
b. performance management systems
c. distribution criteria for rewards
d. desired outcomes in an organization
c. distribution criteria for rewards
A desired outcome of the (blank) system is to retain talented people
reward
Desired outcome
More of what is desired such as achieving sales goals
Nothing
No change in sales goal achievement
Undesired side-effects
Employees provide unrealistic delivery dates to increaser sales
Total rewards offered by an organization may include
a. compensation such as base pay and other monetary incentives
b. outplacement services upon termination
c. benefits such as health and wellness and retirement funds
d. Personal growth opportunities such as training
a. compensation such as base pay and other monetary incentives
c. benefits such as health and wellness and retirement funds
d. Personal growth opportunities such as training
A recent McKinsey survey revealed that which of the following were more valued as motivators that financial incentives?
a. chances to lead market research
b. lunch with leaders
c. Higher stock options and preferred stock
d. Notes from immediate managers
a. chances to lead market research
b. lunch with leaders
d. Notes from immediate managers
Involving employees in the design, selection, and assessment of reward systems:
a. increases their effectiveness as motivators
b. reduces their effectiveness as motivators
c. decreases commitment to the goals
d. is unrelated to the need for voice in procedural justice
a. increases their effectiveness as motivators
Incentive or variable pay is also called (blank) for (blank)
pay for performance
An example of a pay for performance plan uses (blank) to reward goal achievement
1. Bonuses
2. Wages
3. Base Pay
4. Salary
1. Bonuses
Conditions that make pay for performance effective include:
a. paying top performers a lot higher than other employees
b. using only one measure of performance
c. Calibrated performance measures that ensure accuracy
d. using multiple measures of performance
a. paying top performers a lot higher than other employees
c. Calibrated performance measures that ensure accuracy
d. using multiple measures of performance
If a target behavior is awarded every time it occurs, then it is a (blank) reinforcement schedule
continuous
Reinforcement of some, but not all instances of a target behavior is (blank) reinforcement
intermittent
Fixed ratio
Price rate pay
Variable ratio
Slot machines
Fixed interval
Bi-weekly paychecks
Variable interval
Pop quizzes
The (blank) schedules that produce the strongest behavior and are most resistant to extinction are variable interval and the other is variable ratio.
reinforcement
Although most employers rely on fixed interval reinforcement schedules, some examples of effective variable rewards include
a. spot rewards
b. celebrations of milestones
c. large bi-weekly paychecks
d. variable bonuses for achieving major goals
a. spot rewards
b. celebrations of milestones
d. variable bonuses for achieving major goals
The reinforcement schedules that produce the strongest behavior and are most resistant to extinction are variable (blank) and variable (blank) schedules.
ratio , interval
Rewarding employees who have perfect attendance records with a check for $100.00 is an example of
a. negative reinforcement
b. punishment
c. extinction
d. positive reinforcement
d. positive reinforcement
information about performance given to those who can make the situation better is the definition of
a. feedback
b. outputs
c. inputs
d. evaluation
a. feedback
Effective feedback includes which of the following?
a. evaluation
b. opinion
c. rebuttal
d. information
d. information
which of the following describes the instructional function of feedback?
a. when motivation is achieved
b. when a reward is given
c. when new behaviors are taught
d. when roles are made more clear
c. when new behaviors are taught
d. when roles are made more clear
The three common sources of feedback include
a. task
b. others
c. bonuses
d. self
a. task
b. others
d. self