Chap008 - Chapter 08 - Managing Employees' Performance...

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Unformatted text preview: Chapter 08 - Managing Employees' Performance Chapter 08 Managing Employees' Performance True / False Questions 1. Performance management is the process through which managers ensure that employees' activities and outputs contribute to the organization's goals. True False 2. Organizations establish performance management systems to meet three broad purposes: strategic, administrative, and developmental. True False 3. In the case of performance appraisal, validity refers to whether the appraisal measures all aspects of performance, both relevant and irrelevant. True False 4. Test-retest reliability refers to consistency of results over time. True False 5. In the forced-distribution method of performance measurement, employees are ranked from highest to lowest. True False 6. In terms of measuring performance, a major advantage of ranking systems is that they often are linked to the organization's goals. True False 7. Attribute-based performance methods are tightly linked to organizational strategy. True False 8-1 Chapter 08 - Managing Employees' Performance 8. To rate employee behaviors, the organization begins by defining which behaviors are associated with success on the job. True False 9. The critical-incident method is a behavioral approach to performance management. True False 10. An advantage of behaviorally anchored rating scales (BARS) is improved interrater reliability. True False 11. Compared to a behavioral observation scale (BOS), managers and employees prefer to use the BARS method for ease of use, providing feedback, and maintaining objectivity. True False 12. Organizational behavior modification (OBM) is a plan for managing the behavior of employees through an informal system of feedback and reinforcement. True False 13. Behavioral approaches to performance measurement, such as organizational behavior modification and rating scales, tend to be valid, reliable, and acceptable. True False 14. Management by objectives (MBO) systems seldom link employee performance to the organization's strategic goals. True False 8-2 Chapter 08 - Managing Employees' Performance 15. Traditional performance measurement differs from total quality management (TQM) in that it assesses both individual performance and the system within which the individual works. True False 16. Subordinates are the most-used source of performance information. True False 17. Generally, peers are more favorable toward participating in reviews to be used for employee development. True False 18. Self-appraisals are not appropriate as the basis for administrative decisions. True False 19. If a rater compares an individual, not against an objective standard, but against other employees, distributional errors occur....
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