412714RR Assessing Performance and Developing Employees 1. Which of the following statements illustrates effective feedback? A. "Overall, your performance has been satisfactory." B. "I don't see any progress from the last review; you're lazy." C. "You've achieved 100 percent of your target in less than six months." D. "You've become careless; you came in late three times last week." 2. Based on the expectation that two people in conflict should first try to arrive at a settlement together, the organization has a policy of making managers available to hear complaints. Typically, the first open door is that of the employee's A. immediate supervisor. B. peers. C. director. D. immediate subordinates 3. Which of the following statements correctly describes in-basket exercises? A. In-basket exercises are paper-and-pencil tests designed to measure participants' communication styles and skills. B. In-basket exercises require participants to take the part of a manager or employee in a situation involving the skills to be assessed. C. In-basket exercises simulate the administrative tasks of a manager's job, using a pile of documents for the employee to handle. D. In-basket exercises require teams of five to seven employees to work together to solve assigned problems within a certain time period. 4. In terms of job dissatisfaction, an employee who calls in sick or arrives to work late is engaging in A. whistleblowing. B. physical withdrawal. C. psychological withdrawal. D. behavior change. 5. Three of the following are trends in executive education. Which one is not a trend in executive education? A. Employers and education providers are developing short courses with content designed specifically for the audience. B. Due to increasing costs, employees are increasingly being asked to cover tuition and other programrelated costs. C. Formal educational programs are being supplemented with other developmental activities. D. Distance learning is being used more frequently by companies. 6. The Job Descriptive Index measures three of the following facets of employee satisfaction. Which is not measured by the Job Descriptive Index? A. Coworkers B. Pay C. The work itself D. Customers 7. HR professionals can best help organizations avoid and defend against charges of wrongful discharge through all of three following activities. Which of the following is not a good way for HR professionals to help organizations avoid and defend against charges of wrongful discharge? A. Writing and reviewing employee handbooks to avoid statements that might be interpreted as employment contracts B. Designing jobs with low mental and physical skill demands to ensure low employee turnover C. Establishing and communicating policies for handling employee misbehavior D. Training managers to avoid making promises before or during employment that imply job security 8. Why would an employee seek a downward move? A. To increase salary and visibility C. To have more authority B. To have greater challenges D. To learn different skills 9. In which performance technique are managers given three performance rating scales per dimension and asked to indicate whether the employee's performance is above (+), at (0), or below (-) the statements? A. Behavioral-observation scale B. Behaviorally anchored rating scale C. Graphic-rating scale D. Mixed-standard scale 10. The type of performance management system in which a company assembles performance data on an individual from most or all of his or her contacts within and outside the company is known as A. behavioral-observation scales. B. management by objectives. C. 360-degree performance appraisals. D. the critical-incidents technique 11. Explanation, consideration, and empathy are key determinants of A. alternative dispute resolutions. B. interactional justice. C. perceptual justice. D. procedural justice. 12. Advantages of result-based measures include three of the following. Which is not an advantage of result-based measures? A. Result-based measures are highly acceptable to employees and managers alike. B. Result-based measures are generally less subjective than other kinds of performance systems. C. Result-based measures are very effective in providing guidance on how to improve. D. Result-based measures are relatively easy to link to the organization's goals. 13. An Individual Coaching for Effectiveness program is designed to A. help prepare managers for overseas assignments. B. improve managers in succession planning. C. reduce the effects of the glass ceiling. D. help managers with dysfunctional behaviors. 14. Which of the following is a false statement about using peers as a source of performance information? A. Peer ratings, according to research, are highly influenced by friendships. B. Peer ratings are particularly useful when supervisors don't have the opportunity to observe employees. C. Peers have expert knowledge of job requirements and bring a unique perspective to the evaluation, often resulting in extremely valid assessments of performance. D. Peers are more willing participants in reviews used for employees. 15. Three of the following are likely outcomes or benefits of conducting annual employee satisfaction surveys. Which of the following is not a likely outcome or benefit? A. The surveys give employees an outlet for voicing their concerns. B. The surveys provide evidence of the knowledge, skills, and abilities necessary to perform specific jobs. C. The surveys provide a means for empirically assessing the effects of changes in personnel practices on worker attitudes. D. The surveys allow the company to monitor trends over time. 16. The performance management method that requires managers to rate the frequency with which the employee has exhibited a behavior during a rating period is the _______ scale. A. graphic-rating B. behaviorally anchored rating C. behavioral-observation D. mixed-standard 17. An employee refuses an employer's request to falsify the contents of a report to the EEOC. The employer subsequently discharges the worker for "not following orders." In a wrongful-discharge suit, the employee is likely to argue which of the following exceptions to the at-will-employment doctrine? A. Equal employment B. Public policy C. Reverse discrimination D. Implied contract 18. Which of the following describes managing the behavior of employees through a formal system of feedback and reinforcement? A. Organizational behavior modification B. Critical incidents C. Behavioral-observation scales D. Behaviorally anchored rating scales 19. To improve performance of underutilizers, managers should A. withhold pay increases. C. link rewards to performance outcomes. B. demote them from their current position. D. offer temporary assignments for skill development 20. A team of five to seven employees is assigned a problem and must work together to solve it within a certain time period. Which of the following techniques is being used? A. Role playing B. In-basket exercise C. Leaderless group discussion D. Discussion