Question :
51.The _____ approach to performance management focuses the extent to : 1243263
51.The _____ approach to performance management focuses on the extent to which individuals have certain characteristics or traits believed desirable for the company’s success.
A.results
B.quality
C.behavioral
D.comparative
E.attribute
52.Which of the following attribute approaches to performance management is most commonly used?
A.Behaviorally anchored rating scales
B.Mixed standard scales
C.Behavior observation scales
D.Graphic rating scales
E.Simple ranking scales
53.Teknikal Inc. decides to implement a new performance management system. It consists of a list of five traits used to evaluate all the employees. The manager considers one employee at a time; and on a continuum with different points, circles the number that signifies how much of a particular trait the individual has. Which type of performance management system is Teknikal Inc. using?
A.Probability distribution
B.Simple ranking
C.Forced distribution
D.Paired comparison
E.Graphics rating scale
54.In the graphic rating scale, the rater:
A.defines performance dimensions by developing behavioral anchors associated with different levels of performance.
B.defines the relevant performance dimensions and then develops statements representing good, average, and poor performances along each dimension.
C.considers one employee at a time, circling the number that signifies how much of that trait the individual has.
D.identifies and provides descriptions of competencies that are common for an entire occupation, organization, job family, or a specific job.
E.compares every employee with every other employee in the work group, giving an employee a score of 1 every time he or she is considered the higher performer.
55.In which performance technique are managers given a total of three statements of performance per dimension and asked to indicate whether the employee’s performance is above (+), at (0), or below (-) the statements?
A.Behaviorally anchored rating scale
B.Forced distribution scale
C.Behavior observation scale
D.Graphic rating scale
E.Mixed-standard scale
56.Which of the following is true regarding the attribute approach to performance management?
A.There is usually a high congruence between the techniques used in this approach and the company’s strategy.
B.The methods usually have clearer performance standards due to which different raters provide similar ratings and rankings.
C.It is easy to develop and is generalizable across organizations and strategies.
D.It provides specific guidance and feedback to employees.
E.The ratings from this approach are easily accepted by employees during feedback.
57.Which of the following approaches would be worst suited to provide managers with the specific guidance required to correct an employee’s performance deficiencies?
A.The quality approach
B.The comparative approach
C.The behavioral approach
D.The attribute approach
E.The results approach
58.Which performance management technique initially involves the identification of a large number of critical incidents, followed by the classification of these incidents into performance dimensions, and finally ranking these incidents into levels of performance?
A.Behaviorally anchored rating scales
B.Graphic rating scales
C.Comparative rating scales
D.Organizational behavior modification
E.Competency models
59.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 _____.
A.simple ranking method
B.behavioral observation scale
C.graphic rating scale
D.organizational behavior modification method
E.forced distribution scale
60.Which of the following is true regarding behavioral approaches to performance measurement?
A.They link the company’s strategy to the specific behavior necessary to implement that strategy.
B.They adopt a very subjective approach to evaluating human behavior at the workplace.
C.They result in techniques that have a low degree of validity and acceptability.
D.They assume that there are multiple best ways to do the job.
E.Despite substantial investments in training, the techniques are not strong enough to be reliable.
