HRM544 CHAPTER 4

Behaviors that we label as performance can be judged as negative, neutral, or positive for individual and organizational effectiveness.

• TRUE

• FALSE

When the behaviors that contribute to success in a particular job are not observable, one can include measures of results that we infer to be the direct result of an employee’s behavior.

• TRUE

• FALSE

Declarative knowledge is information about facts and things, including an understanding of a given task’s requirements, information on labels, facts, principles, and goals.

• TRUE

• FALSE

Declarative knowledge is information about facts and things, including an understanding of a given task’s requirements, information on labels, facts, principles, and goals.

• TRUE

• FALSE

Performance management systems need to not only measure performance but also provide information on the source of any performance deficiencies.

• TRUE

• FALSE

Contextual performance is also known as organizational citizenship or pro-social behavior.

• TRUE

• FALSE

Many organizations now realize that there is no need to focus on both task and contextual performance.

• TRUE

• FALSE

The behavior approach to measuring performance emphasizes the use of tools to assess relatively stable individual attributes such as cognitive abilities and personality

• TRUE

• FALSE

When workers are skilled in the needed behaviors, behaviors and results are related, and results show consistent improvement over time, it is best to use the results approach to measuring performance.

• TRUE

• FALSE

Contextual factors, such as voice behavior and cultural differences, should be considered when organizations choose to define and measure performance.

• TRUE

• FALSE