Question :
61) In most U.S. organizations, an employee’s performance appraisal interview : 1346260
61) In most U.S. organizations, an employee’s performance appraisal interview and salary review are conducted in the same meeting. Research shows that tying these two events together results in:
A) employees receiving lower raises than if the two events were separated.
B) managers focusing on the salary issue and overlooking the performance appraisal.
C) employees ignoring performance feedback and focusing only on the salary increase.
D) managers taking the appraisal more seriously and providing more detailed feedback.
62) Your text argues for which of the following as the best model of performance management?
A) Separating the performance appraisal and salary review
B) Incorporating judgment and coaching in the performance review
C) Separating goal setting and action planning from the formal review
D) Replacing the formal review with informal day-to-day feedback and performance management
63) All of the following are characteristics of supervisors who manage performance effectively EXCEPT:
A) solving problems for employees.
B) focusing attention on the causes of problems.
C) directing communication at performance.
D) developing an action plan with employees.
64) The tendency of managers to blame workers for poor performance and for workers to blame external factors is known as:
A) halo effect.
B) 360 degree feedback.
C) actor/observer bias.
D) central tendency error.
65) Which of the following is a “microskill” that managers should use in employee appraisal interviews?
A) Using only open questions
B) Paraphrasing employees’ responses
C) Discussing personal matters with employees
D) Maintaining a distinct manager/subordinate atmosphere
66) Those who manage employee performance effectively share some common management characteristics, such as:
A) the ability to motivate.
B) a minimal use of progressive discipline.
C) the exploration of causes of performance problems.
D) a behavioral-based approach to managing employees.
67) Employee performance on the job is primarily a function of the employee’s:
A) ability, motivation, and situational factors.
B) working conditions and training.
C) supervision and motivation.
D) traits and behaviors.
68) Which of the following is NOT a situational factor in employee performance problems?
A) Lack of necessary equipment
B) Inadequate supervision
C) Lack of motivation
D) Inadequate training
69) Which of the following is an example of a situational factor affecting employee performance?
A) Al arrives late to work every day.
B) Beth lacks adequate job knowledge.
C) Carter receives poor supervision.
D) Dana shows symptoms of burnout.
70) The best way for managers to encourage effective performance is to:
A) be specific about desired outcomes.
B) show employees how to accomplish goals.
C) design outcome goals without employee input.
D) develop small work teams within each department.