Chapter 8 Edited
Chapter 8 Edited
Chapter 8 Edited
_____ is the means through which managers ensure that employees' activities
and outputs are congruent with the organization's goals.
A.
Performance standardization
B.
Performance budgeting
C.
Performance management
D.
Performance indicator
E.
Performance dampener
performance appraisal
B.
job analysis
C.
performance feedback
D.
ability analysis
E.
achievement discrepancy
performance appraisal
B.
achievement discrepancy
C.
job rotation
D.
ability analysis
E.
performance feedback
A.
B.
C.
D.
E.
5. Rick is the vice president of the Human Resources team. He designs a new
performance management process. He completes the first step and moves on
to the next step of developing employee goals and actions to achieve the
outcomes. Which of the following is he likely to do next to create an effective
performance management process?
A.
He will define
departments.
performance
B.
C.
D.
He will provide
discussions.
E.
support
outcomes
and
for
ongoing
divisions
and
performance
B.
C.
D.
E.
7. As the CEO of Blue Corp., George makes it a point to meet new hires at all
levels of his organization. He explains the goals of the company and
emphasizes on the importance of an individual employee's role in the larger
picture. This initiative of George focuses on the _____ of performance
management.
A.
strategic purpose
B.
administrative purpose
C.
developmental purpose
D.
statistical purpose
E.
validity purpose
8. _____ is the extent to which the performance management system elicits job
performance that is consistent with an organization's strategy, goals, and
culture.
A.
Specificity
B.
Reliability
C.
Validity
D.
Strategic congruence
E.
Acceptability
9. Globo Analytics Inc., a data analysis company, has modified its performance
management system. Apart from training employees on their specific tasks,
the trainers and managers help the employees become more aware of the
overall goals of the company and how their individual performances influence
the broader goals of the company. As a result of this, employees'
performances have become more consistent with the organization's
strategies, goals, and culture. This initiative of Globo focused on the _____
criterion of performance management.
A.
consistency
B.
strategic congruence
C.
social
D.
acceptability
E.
risk avoidance
B.
C.
D.
E.
Reliability
B.
Strategic congruence
C.
Acceptability
D.
Specificity
E.
Validity
A.
high on reliability
B.
C.
high on specificity
D.
high on acceptability
E.
low on validity
B.
C.
D.
E.
the overlap between actual job performance and the measure of job
performance is maximized.
14.A software company assesses its developers more on their client support
skills rather than their development skills. Which of the following terms would
best describe the software company's performance management process?
A.
Deficient
B.
Contaminated
C.
Unreliable
D.
Inconsistent
E.
Unspecified
15.Elle Inc. is a firm that holds frequent reviews and feedback sessions for its
employees. It demands that the same person should review the employees of
a team to ensure that the performance evaluation is consistent; tests
retests are conducted periodically to make sure the evaluation is consistent.
These two steps taken by Elle focus on the _____ of performance
management.
A.
reliability
B.
strategic congruence
C.
specificity
D.
acceptability
E.
validity
16.The consistency in the ratings given by two different individuals who evaluate
an employee's performance is known as _____ reliability.
A.
internal consistency
B.
interrater
C.
inter-method
D.
test-retest
E.
parallel-forms
17.A measure that results in drastically different ratings over time lacks _____
reliability.
A.
internal consistency
B.
interrater
C.
parallel-forms
D.
test-retest
E.
inter-method
B.
C.
D.
E.
reliability
B.
validity
C.
specificity
D.
acceptability
E.
strategic congruence
B.
C.
D.
E.
A.
Simple ranking
B.
Alternation ranking
C.
Reverse ranking
D.
Elimination by aspect
E.
Forced distribution
forced distribution
B.
C.
paired comparison
D.
alternation ranking
E.
simple ranking
23.The _____ method requires managers to compare every employee with every
other employee in the work group, giving an employee a score of every time
he/she is considered the higher performer.
A.
partner measurement
B.
probability distribution
C.
forced distribution
D.
paired comparison
E.
alternation ranking
A.
Probability distribution
B.
Simple ranking
C.
Forced distribution
D.
Paired comparison
E.
Scanlon plans
B.
C.
D.
E.
results
B.
quality
C.
behavioral
D.
comparative
E.
attribute
A.
B.
C.
D.
E.
Probability distribution
B.
Simple ranking
C.
Forced distribution
D.
Paired comparison
E.
B.
C.
D.
E.
B.
C.
D.
E.
Mixed-standard scale
B.
C.
D.
E.
is
generalizable
across
B.
C.
D.
E.
B.
C.
D.
E.
Competency models
B.
C.
D.
E.
true
regarding
behavioral
approaches
to
A.
B.
C.
D.
They assume that there are multiple best ways to do the job.
E.
36.The _____ approach assumes that subjectivity can be eliminated from the
measurement process and that outcomes are the closest indicator of one's
contribution to organizational effectiveness.
A.
behavior
B.
results
C.
attribute
D.
quality
E.
comparative
Projective tests
B.
C.
Assessment centers
D.
Critical incidents
E.
38.Which of the following is the first step in the Productivity Measurement and
Evaluation System (ProMES)?
A.
The staff defines indicators of the products to measure how well the
products are being generated.
B.
C.
D.
E.
B.
C.
D.
E.
with
a strong
quality
A.
B.
C.
D.
E.
Quality circle
B.
Muda
C.
Kaizen
D.
E.
Cause-and-effect diagrams
B.
Control charts
C.
Pareto charts
D.
Process-flow analysis
E.
Histograms
cause-and-effect diagram
B.
control chart
C.
Pareto chart
D.
process-flow analysis
E.
histogram
A control chart
B.
A histogram
C.
A cause-and-effect diagram
D.
A process-flow analysis
E.
A Pareto chart
B.
C.
D.
They assume that that the majority of problems are the result of a
small number of causes.
E.
B.
C.
D.
E.
B.
C.
low on acceptability
D.
high on reliability
E.
B.
C.
D.
E.
Peers
B.
Managers
C.
Subordinates
D.
Employees themselves
E.
Customers
A.
B.
C.
D.
Peers have the ability to discard the fact that they may be friends
with the ratee in order to provide an unbiased rating.
E.
-degree feedback
B.
screening interviews
C.
peer review
D.
Kaizen
E.
upward feedback
B.
C.
D.
E.
53.The _____ technique consists of having multiple raters above, equal to, and
below the manager providing input into a manager's evaluation.
A.
B.
background check
C.
-degree appraisal
D.
upward feedback
E.
performance appraisal
54.Which of the following rater errors is based on stereotypes the rater has
about how individuals with certain characteristics are expected to perform?
A.
Horns
B.
Similar to me
C.
Halo
D.
Contrast
E.
Central tendency
contrast
B.
distributional
C.
halo
D.
similar to me
E.
horns
56._____ is a rater error in which a rater gives high ratings to all employees
regardless of their performance.
A.
Halo
B.
Contrast
C.
Central tendency
D.
Leniency
E.
Similar to me
57.A _____ rater error is one in which a rater gives middle or average ratings to
all employees despite their performance.
A.
horns
B.
leniency
C.
central tendency
D.
strictness
E.
contrast
58._____ rating error occurs when a rater gives an employee high ratings on all
aspects of performance because of his or her overall positive impression of
the employee.
A.
Contrast
B.
Halo
C.
Leniency
D.
Similar to me
E.
Central tendency
Horns
B.
Leniency
C.
Central tendency
D.
Contrast
E.
Strictness
Bayesian inference
B.
group dynamics
C.
-degrees feedback
D.
appraisal politics
E.
similar to me error
Performance training
B.
Sensitivity training
C.
Multidimensional training
D.
E.
Process-flow analysis
Calibration meetings
B.
Frame-of-reference trainings
C.
Multidimensional trainings
D.
E.
B.
C.
D.
E.
64.CobWeb Inc., a software firm, assesses managers based on how well they
understand their subordinates, and the factors involved in their poor
performance. Which of the following examples is the most appropriate
evaluation of the input factors involved in analyzing poor performance?
A.
B.
C.
Jane looks into whether her subordinate has been given information
about his performance.
D.
E.
Harassment suit
the
performance
B.
Statutory tort
C.
D.
Discrimination suit
E.
Custody actions