Assessing Performance and Developing Employees

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Questions 1 to 20: Select the best answer to each question. Note that a question and its answers may be split across a page break, so be sure that you have seen the entire question and all the answers before choosing an answer. 1. Which of the following describes managing the behavior of employees through a formal system of feedback and reinforcement? A. Behavioral-observation scales B. Critical incidents C. Organizational behavior modification D. Behaviorally anchored rating scales 2. 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. In-basket exercise B. Discussion C. Role playing D. Leaderless group discussion 3. The step in the career management process in which employees receive information about their skills and knowledge and where these assets fit into the organization’s plans is called A. action planning. B. goal setting. C. reality check. D. self-assessment. 4. 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. mixed-standard B. graphic-rating C. behaviorally anchored rating D. behavioral-observation 5. Which of the following statements correctly describes in-basket exercises? A. In-basket exercises require participants to take the part of a manager or employee in a situation involving the skills to be assessed. B. In-basket exercises simulate the administrative tasks of a manager’s job, using a pile of documents for the employee to handle. C. In-basket exercises require teams of five to seven employees to work together to solve assigned problems within a certain time period. D. In-basket exercises are paper-and-pencil tests designed to measure participants’ communication styles and skills. 6. Generally speaking, the contents of employees’ e-mail and voice-mail messages on companies’ systems are A. not private, protected communications. B. protected and private if job-related. C. private, protected communications. D. protected and private only if they’re directed to parties outside of the company. 7. 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. Customers C. Pay D. The work itself 8. The primary use of assessment centers is to identify A. employees’ personality types and job interests. B. decision processes and communication styles that inhibit production. C. employees who have the personality, characteristics, and skills needed for managerial positions. D. the strengths and weaknesses of team members. 9. In terms of job dissatisfaction, an employee who calls in sick or arrives to work late is engaging in A. physical withdrawal. B. behavior change. C. psychological withdrawal. D. whistleblowing. 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. management by objectives. B. behavioral-observation scales. C. the critical-incidents technique. D. 360-degree performance appraisals. 11. 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 provide a means for empirically assessing the effects of changes in personnel practices on worker attitudes. B. The surveys allow the company to monitor trends over time. C. The surveys provide evidence of the knowledge, skills, and abilities necessary to perform specific jobs. D. The surveys give employees an outlet for voicing their concerns.12. Total quality management differs from traditional performance measurement in that TQM A. is a top-down review process. B. has an external, rather than an internal, focus. C. focuses on support decisions about work assignments, training, and compensation. D. assesses both individual performance and the system within which the individual works. 13. Explanation, consideration, and empathy are key determinants of A. alternative dispute resolutions. B. perceptual justice. C. interactional justice. D. procedural justice. 14. Why would an employee seek a downward move? A. To learn different skills B. To increase salary and visibility C. To have more authority D. To have greater challenges 15. If a performance measure lacks _______ reliability, determining whether an employee’s performance has truly changed over time will be impossible. A. test-retest B. interrater C. external D. strategic 16. 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. Graphic-rating scale B. Mixed-standard scale C. Behaviorally anchored rating scale D. Behavioral-observation scale 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. Implied contract B. Public policy C. Equal employment D. Reverse discrimination 18. What is the employee’s responsibility in the self-assessment stage of career management? A. Communicate performance evaluations B. Identify opportunities and areas of needed improvementEnd of exam C. Identify steps and a timetable to reach goals D. Provide assessment information to identify strengths, weaknesses, interests, and values 19. An Individual Coaching for Effectiveness program is designed to A. help managers with dysfunctional behaviors. B. help prepare managers for overseas assignments. C. reduce the effects of the glass ceiling. D. improve managers in succession planning. 20. Three of the following are trends in executive education. Which one is not a trend in executive education? A. Distance learning is being used more frequently by companies. B. Formal educational programs are being supplemented with other developmental activities. C. Employers and education providers are developing short courses with content designed specifically for the audience. D. Due to increasing costs, employees are increasingly being asked to cover tuition and other program-related costs