Reference no: EM133255191
1. All of the following are possible benefits of a performance management system EXCEPT:
a.Protection from lawsuits
b.Employees become more ethical
c.The definitions of job and criteria are clarified
d.Employees become more competent
2. A description of what the organization would like to become in the future is called:
a.The vision statement
b.The mission statement
c.The organizational plan
d.The strategic plan
3. If a company identifies an external opportunity that it cannot pursue due to an internal weakness, this is considered a:
a.Constraint
b.Leverage
c.Vulnerability
d.Problem
4. All of the following are purposes of a performance management system EXCEPT:
a.Increase profits
b.Make decisions about retention and termination
c.Provide documentation
d.Give the HR department something to do
5. During the collection of information from individuals for the purpose of conducting a work analysis, why might different people in the same position and same job duties rate certain knowledge, skills, and abilities (KSAs) as more important than other KSAs?
a.Insufficient rater training was provided prior to the collection of information from the individuals.
b.Participants in job analysis differ in how carefully they attend to the job analysis rating at hand.
c.All of the above
d.People tend to believe that the their own behaviors and personality traits are more needed for successful job performance compared to behaviors and personality traits of others.
6. During the performance planning component, the supervisor and employee meet to discuss and agree upon:
a.The employee's salary
b.The supervisor's expectations
c.Performance, corrections, and a timeline
d.Results, behaviors, and a development plan
7. The combination of each of the following factors allows some individuals to perform at higher levels than others EXCEPT:
a.Motivation
b.Procedural knowledge
c.Declarative knowledge
d.Biases
8. When poor results are due to causes beyond the performer's control, which approach to measuring performance is most appropriate?
a.Results approach
b.Behavior approach
c.Trait approach
d.Orthodox approach
9. All of the following are related to the changing nature of performance management EXCEPT:
a.Cloud computing
b.Technological advancements and virtual teams
c.Rising costs
d.Big Data
e.Changing workforce demographics
10. Procedural knowledge is:
a.Knowing how well the job has to be done to "get by"
b.Knowing where all the required equipment are located
c.Knowing what the boss wants done
d.Knowing what to do/ how to do it
11. Task performance is defined as:
a.A and B
b.Activities that transform raw materials into the goods and services that are produced by the organization.
c.Activities that help with the transformation process by replenishing the supply of raw materials.
d.Offering help and cooperating with others.
12. The main goal of the strategic planning process is to:
a.Allocate resources to provide the organization with a competitive advantage
b.Write the mission statement to provide direction to the organization
c.Form the foundation for the performance management process
d.None of the above
13. Some key performance indicators of adaptive behavior include:
a.Handling emergencies or crisis situations
b.A and B
c.All of the above
d.E and C
e.Avoiding work stress
f.Solving problems creatively
14. Contextual performance and task performance should:
a.Be considered separately
b.Be listed in the employee manual
c.Only be considered in higher level employees
d.Be considered as one and the same
15. Which of the following is characteristic of a good vision statement?
a.Free of a specific timeline to create flexibility
b.Long-lasting
c.Provides a stretch goal
d.Controversial
16. In the performance planning stage, the term "results" refers to what?
a.Customer complaints resulting from performance
b.Outcomes an employee must produce
c.Ratings that result from performance
d.Customer reactions
17. Job descriptions are a key prerequisite for any performance management system because:
a.They provide information to employees as to what tasks are most important in their jobs.
b.Performance management systems are not applicable unless certain job elements are present.
c.They provide the criteria that will be used in measuring performance.
d.Without them, employees will not "buy in" to the system.
18. Key accountabilities are the yardstick used to evaluate how well an employee has achieved each objective.
True
False
19. All of the following are characteristics of an ideal performance management system EXCEPT:
a.Thorough
b.Inexpensive
c.Meaningfulness
d.Reliability
20. An ideal performance management system is correctable. What does this mean?
a.An ideal performance management system is not correctable.
b.If an employee is dissatisfied with a rating, it will be changed.
c.None of the above is correct.
d.If an employee is dissatisfied with a rating, there is a process to appeal the rating decision.