Question : 51. The performance management approach that requires managers to keep a : 1251048

51. The performance management approach that requires managers to keep a record of specific examples of effective and ineffective performance is called: 
A. behaviorally anchored rating scales.
B. behavior observation scales.
C. critical incidents.
D. organizational behavior modification.

Critical incidents give specific feedback to employees about what they do well and what they do poorly, and they can be tied to the company’s strategy by focusing on incidents that best support that strategy.

52. Which performance management technique involves the identification of a large number of critical incidents, the classification of these incidents into performance dimensions, and the rank ordering of these incidents into levels of performance? 
A. Behaviorally anchored rating scales
B. Graphic rating scales
C. Comparative rating scales
D. Organizational behavior modification

Behaviorally anchored rating scales can increase interrater reliability by providing a precise and complete definition of the performance dimension.

53. 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. behaviorally anchored rating scale.
B. behavioral observation scale.
C. graphic rating scale.
D. organizational behavior modification.

A behavioral observation scale (BOS) is a variation of a BARS. Rather than discarding a large number of the behaviors that exemplify effective or ineffective performance, a BOS uses many of them to more specifically define all the behaviors that are necessary for effective performance.

54. Managing the behavior of employees through a formal system of behavioral feedback and reinforcement refers to: 
A. behaviorally anchored rating scales.
B. behavior observation scales.
C. critical incidents.
D. .

Organizational behavior modification builds on the behaviorist view of motivation, which holds that individuals’ future behavior is determined by past behaviors that have been positively reinforced.

55. Which of the following is a process where appraisers observe the individuals’ behavior and evaluate their skill or potential as managers for promotion decisions? 
A. Productivity measurement and evaluation system
B. Management by objectives
C. Assessment centers
D. Organizational behavior modification

Assessment centers allow specific performance feedback, and individualized developmental plans can be designed.

56. Which of the following is NOT true regarding behavioral approaches to performance measurement? 
A. They link strategy to specific behavior needed to implement strategy.
B. They provide specific guidance to employees regarding expected performance.
C. They result in techniques that have a high degree of validity.
D. The behavioral approach might be best suited to complex jobs.

The behavioral approach might be best suited to less complex jobs (where the best way to achieve results is somewhat clear) and least suited to complex jobs (where there are multiple ways, or behaviors, to achieve success).

57. In what type of system are annual goals established and passed down through the organization? 
A. Productivity measurement and evaluation system
B. Management by objectives
C. Assessment centers
D. Organizational behavior modification

Management by objectives systems have three common components. They require specific, difficult, objective goals.

58. Which of the following is generally NOT true of management by objectives? 
A. Goals are usually established unilaterally by management.
B. Goals are specific, difficult, and objective in nature.
C. Individual goals are linked to the company’s strategic goals.
D. Objective managerial feedback is provided to employees throughout the rating period.

The goals are not usually set unilaterally by management but with the managers’ and subordinates’ participation. And the manager gives objective feedback throughout the rating period to monitor progress toward the goals.

59. Which of the following is a means of measuring and feeding back productivity information to personnel with the main goal of motivating employees to higher levels of productivity? 
A. Management by objectives
B. ProMES
C. Assessment centers
D. Critical incidents

The main goal of ProMES is to motivate employees to higher levels of productivity.

60. Which of the following is NOT a step in the ProMES system? 
A. People in the organization identify the set of activities or objectives the organization expects to accomplish.
B. The staff defines indicators of the products.
C. Feedback is determined using rate of return.
D. The staff establishes the contingencies between the amount of the indicators and the level of evaluation associated with that amount.

The fourth step in ProMES system is, a feedback system is developed that provides employees and work groups with information about their specific level of performance on each of the indicators.