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Flashcards in Chapter 6 Deck (28)
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1
Q

What is true of organizations that practice a performance-driven approach?

A

Performance evaluations link results to employee compensation and development.

2
Q

what is true of performance standards?

A

Performance standards should be established before the work is performed.

3
Q

What is true of the administrative and development roles of performance appraisals?

A

The rater plays the role of a judge in an administrative role and plays the role of a coach in a developmental role.

4
Q

The simplest methods for appraising performance are _______, which require a manager to mark an employee’s level of performance on a specific form divided into categories of performance.

A

category scaling methods

5
Q

The___________ allows the rater to mark an employee’s performance on a continuum indicating low to high levels of a particular characteristics.

A

graphic rating scale

6
Q

What belongs to the descriptive category in graphic rating scales?

A

quantity of work

7
Q

What belongs to the behavioral dimensions in graphic ratings scales?

A

communication effectiveness

8
Q

In the __________ method, the manager keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

A

critical incident

9
Q

What is typically the first stage in implementing a guided self-appraisal system using MBO?

A

Job review and agreement

10
Q

The ____________ method requires a manager to write a short write-up describing each employee’s performance during the rating period.

A

essay

11
Q

Which of the following is typically the last stage in implementing a guided self-appriasal system using MBO?

A

Continuing performance discussions.

12
Q

Josh, an HR manager at RoxCom LLC, is responsible for implementing a guided self-appraisal system using management by objectives in his organization. He has reviewed the job description and the key activities that constitute the employee’s job. what is typically the next step for Josh?

A

Development of performance standards.

13
Q

Zara, an HR manager at Fluxin LLC, is responsible for implementing a guided self-appraisal system using management by objectives in her organization. She has developed specific standards for performance. what is typically the next step for Zara?

A

Setting of objectives.

14
Q

What is true of appraisal interviews?

A

Managers must communicate both praise and constructive criticism.

15
Q

True/False: One concern of multisourcing rating is that those peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.

A

True

16
Q

True/False: The category scaling method allows the rater to mark an employee’s performance on a continuum indicating low to high levels of a particular characteristic.

A

False

17
Q

True/False: when creating a BARS system, identifying important performance factors in a job description is done first.

A

True

18
Q

True/False: With the ranking method, the ratings of employees’ performance are distributed along a bell-shaped curse.

A

False

19
Q

True/False: The forced distribution method lists the individuals being rated highest to lowest based on their performance levels and relative contributions.

A

False

20
Q

True/False: In the critical incident method, the managers keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

A

True

21
Q

The recency effect occurs when a rater gives greater weight to information received first when appraising an individual’s performance.

A

False

22
Q

True/False: The leniency error occurs when ratings of all employees fall at the high end of the scale.

A

True

23
Q

The contrast error occurs when a rater scores an employee high on all job criteria because of performance in one area.

A

False

24
Q

The halo effect is the tendency to rate people relative to one another rather than against performance standards.

A

False

25
Q

What are the common employee performance measures?

A
  1. Quantity of output
  2. Quality of output
  3. Timeliness of output
  4. Presence/ attendance on the job
  5. Efficiency of work completed
  6. Effectiveness of work completed(p.119)
26
Q

Define performance standards.

A

Performance standards are the expected levels of an employee’s performance and should be established before work is begun.(p.121)

27
Q

Discuss the administrative and developmental uses of performance appraisals.

A

Performance appraisals may be used administratively to 1) determine pay adjustments 2) make job placements decisions on promotions, transfer, and demotions; and, 3) choose employee disciplinary actions up to and including termination of employment. The developmental uses of appraisals are to give employees feedback about their progress, discuss areas for additional training, and outline future developmental plans.(p.123)

28
Q

Describe the features required in an effective performance management system.

A

An effective performance management system should be beneficial as a development tool; useful as an administrative tool; legal and job related; viewed as generally fair by employees; effective in documenting employee performance; clear about who are high, average, and low performers.(p. 138)