B: Peers are uncomfortable with rating employees for decisions that may affect themselves. Peer evaluations have some potential disadvantages. When the evaluations are done to support administrative decisions, peers are uncomfortable with rating employees for decisions that may affect themselves. What is true of peers as a source of performance information? A: Peers do not have knowledge of job requirements. B: Peers are uncomfortable with rating employees for decisions that may affect themselves. C: Assessments of performance by peers generally lack any validity. D: Peers are generally less favorable toward participating in reviews to be used for employee development. E: Peers are poor sources of performance information in any job. D: letting employees voice their opinions and discuss performance goals during the feedback process. Managers can improve employee satisfaction with the feedback process by letting employees voice their opinions and discuss performance goals. Managers can improve employee satisfaction with the feedback process by: A: keeping the feedback session short and concentrating on only the positive aspects of performance. B: using the tell-and-sell approach during the feedback session. C: avoiding decisions about following up on goals as these tend to intimidate the employee. D: letting employees voice their opinions and discuss performance goals during the feedback process. E: focusing on the employee's personality. C: Misdirected effort Employees under the "misdirected effort" category are motivated but lack ability. When a motivated employee lacks knowledge, skills, or abilities in some area, the manager may offer coaching, training, and more detailed feedback. Sometimes it is appropriate to restructure the job so the employee can handle it. Coaching, frequent performance feedback, goal setting, and restructured job assignments are effective ways to improve performance for which category of employees? A: Solid performers B: Under-utilizers C: Misdirected effort D: Deadwood A: strategic Strategic purpose means effective performance management helps the organization achieve its business objectives. It does this by helping to link employees' behavior with the organization's goals. An organization helps link employees' behavior with the organization's goals. This helps the organization serve its _____ purpose. A: strategic B: logistical C: administrative D: developmental E: evaluative A: True To protect against lawsuits, it is important to have a legally defensible performance management system. Such a system would be based on valid job analyses, with the requirements for job success clearly communicated to employees. Legally defensible performance management systems are based on valid job analyses. A: True B: False B: False Culture is one, of many, factors that influence behavior. While it can be helpful to use cultural definitions to build communication and understanding, individuals are still individuals and will not necessarily match up completely with a definition of their home country culture. Culture defines how an individual will behave in a given situation. A: True B: False 1) Low-Context/High-Context 2) Direct Negative feedback/Indirect Negative Feedback 3) Principles-First/Applications First 4) Egalitarian/Hierarchal 5) Consensual/Top-Down 6) Task-based/Relationship-Based 7) Confrontational/Avoids Confrontation 8) Linear time/Flexible Time Match the Culture Map dimension with its relative definitions. 1) Communicating 2) Evaluating 3) Persuading 4) Leading 5) Deciding 6) Trusting 7) Disagreeing 8) Scheduling Choices: E: All of the above Which of the following are most important when thinking about performance management in a cross-cultural context? A: Communicating B: Evaluating C: Leading D: Disagreeing E: All of the above A: True Dr. Meyer's dimensions should be thought of in relative terms, rather than absolute spots on a continuum? A: True B: False A: All employees are individuals, and this is one facet of that individuality. B: Cross-cultural communication can be difficult. C: As a manager you need to consider your own cultural tendencies when communicating with others. Cross-cultural communication is a part of the session on performance management because (check all that apply): A: All employees are individuals, and this is one facet of that individuality. B: Cross-cultural communication can be difficult. C: As a manager you need to consider your own cultural tendencies when communicating with others. D: Being direct in your communication is a benefit to your coaching style. E: You must adapt your communication style to everyone you manage. B: False Mixing is a good option to meet the needs of the various positions in the organization. In one of the videos and book it discussed that there are many methods (Tools) of appraising performance. As a manager is it best to choose one of these to simplify the process. A: True B: False B: False This is an example of an intentional error - I choose to give all B's is an example One of the videos discussed rating errors both intentional and unintentional errors. A: True B: False All of the Above Which of the following are times for reviews? (More than one can apply) A: 60 days B: 90 days C: 6 months D: 12 months A: Salary decisions B: Advancement Engagement and budget planning does not have a direct link Which of the following are potential performance management outcomes? (More than one may apply) A: Salary decisions B: Advancement C: Budget planning D: decreased employee engagement A: A recap of the year B: A place to discuss development ideas New new information -- should be discussed throughout the year A performance review itself should be which of the following? (All that apply) A: A recap of the year B: A place to discuss development ideas C: A discussion of major issues that have occurred through out the year D: Contain new information gathered through the year |
How can managers improve employee satisfaction with the feedback process Quizlet
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