Human Resources 6

According to the lecture, performance management is defined as the continuous process of identifying, measuring, and developing the performance of individuals and teams and: Aligning their performance with the organization's goals. Terminating underperformers. Reducing compensation. Eliminating feedback.

The performance appraisal process includes setting work standards, assessing performance, and: Terminating the employee. Providing feedback to the employee. Reducing salary. Outsourcing the job.

According to behavioral science research, which of the following is a guideline for setting performance goals?. Assign vague and general goals. Assign challenging but doable goals. Avoid employee participation. Never use measurable goals.

When setting performance goals, employees who receive specific goals usually perform: Worse than those who do not. Better than those who do not. The same as those who do not. Only better if they are supervised constantly.

Which type of appraisal involves subordinates rating their managers, usually for developmental rather than pay purposes?. Peer appraisals. Self ratings. Appraisal by subordinates. Rating committees.

The 360-degree feedback appraisal involves evaluation from: Only the immediate supervisor. Only peers. Supervisors, peers, employees, team members, customers, and others. Only subordinates.

According to the lecture, one purpose of a performance management system is documentation to: Increase turnover. Meet legal requirements. Reduce feedback. Eliminate training.

Valid performance appraisals must be conducted at established intervals and should be done by: Untrained appraisers. Trained appraisers. External consultants only. Any employee.

Which step in the appraisal process involves dealing with symptoms (immediate action) versus dealing with causes (basic corrective action)?. Setting measurable goals. Measuring actual performance. Discussing the appraisal with the employee. Identification of corrective action where necessary.

An appraisal method where an employee's performance is measured against established standards, independent of any other employee, is called: Relative standards. Absolute standards. Management by Objectives. 360-degree feedback.

Management by Objectives (MBO) includes mutual objective setting and evaluation based on: Comparison with other employees. The attainment of specific objectives. The supervisor's personal opinion. Random selection.

Common elements in an MBO program include goal specificity, participative decision making, an explicit time period, and: No feedback. Performance feedback. Secrecy of results. Annual review only.

A new supervisor gives every employee a "5 out of 5" rating regardless of actual performance. This is an example of: Halo error. Central tendency. Leniency error. Similarity error.

A manager rates an employee as "excellent" on productivity and technical skills simply because the employee is punctual and friendly, despite frequent errors. This is an example of. Leniency error. Halo error. Central tendency. Attribution theory.

The reluctance to use the extremes of a rating scale and to adequately distinguish among employees is called: Leniency error. Halo error. Central tendency. Similarity error.

According to attribution theory, if poor performance is attributed to internal factors the employee can control, the judgment is: Harsher than when attributed to external control. More lenient. The same as external control. Automatically invalid.

An employee frequently compliments the manager and brings coffee each morning, receiving a higher rating despite average performance. This is an example of: Halo error. Impression management. Central tendency. Similarity error.

Which of the following is recommended to create more effective performance management systems?. Use only trait-based measures like "loyalty". Provide feedback only once per year. Use behavior-based measures. Avoid training appraisers.

According to the lecture, increasing the number of raters leads to: Less reliable and valid ratings. More reliable and valid ratings. No change in rating quality. Only increased leniency.

In international performance appraisal, which of the following is a challenge mentioned?. Identical cultural perspectives. Perfect translation of evaluation forms. Different cultural perspectives and expectations between parent and local country. Quantitative measures are always accurate.