Ch. 16 Performance Management and Evaluation Quiz

What is the primary function of performance management?

• Providing strategic goals and developing performance goals

• Gathering ongoing performance information from multiple sources

• Identifying, measuring, and developing performance

• Regularly monitoring of performance

What are the pitfalls of team performance evaluation systems?

• Overemphasizing individual performance and assigning too much authority

• Alignment between individual, group, and organizational goals

• Frequent check-ins and peer evaluation

• Use of deflated ratings and halo effect

What is the purpose of developing performance evaluation?

• To use performance reviews to foster learning and development

• To align individual, group, and organizational goals

• To measure individual and team performance

• To gather ongoing performance information from multiple sources

What is the role of managers/team leaders in the evaluation process?

• To provide strategic goals and develop performance goals

• To justify ratings during a face-to-face meeting

• To conduct periodic appraisal meetings individually

• To observe and document team performance

What is the purpose of multirater evaluation?

• To measure individual contextual performance

• To conduct periodic appraisal meetings including all team members

• To include information from self-appraisals, member evaluations, leaders, managers, and stakeholders

• To specify observable behaviors that members and teams display when completing their work

What is the purpose of the first meeting in the performance review process?

• To focus on team-level performance and results

• To review progress toward implementing steps for improvement

• To establish a shared understanding of observable and specific performance measures

• To discuss individual task and context performance

What is the purpose of decision-making leave?

• To provide a paid day off for the individual to contemplate whether they wish to remain in the organization

• To assign rewards based on performance

• To establish a shared understanding of observable and specific performance measures

• To discuss individual task and context performance

What is the impact of criticizing a person according to the text?

• Encourages the further development of a person's strengths

• Fosters a defensive communication climate that impedes listening and learning

• Links rewards to the performance of a specific facility or production unit

• Identifies weaknesses and provides negative feedback on what was done incorrectly

What is the main problem with skill-based pay according to the text?

• Improves the flexibility of the team in performing its task

• Training costs rise

• Encourages individuals to learn new skills

• Promotions may be limited after a few years

What is the best approach for rewarding performance according to the text?

• Cooperative rewards

• Hybrid rewards better than individual or team rewards

• Team incentives alone

• Individual incentives alone