Topic service work 2 67 chapter 02 job performance 94

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Chapter 5 / Exercise 2
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Topic: Service Work2-67
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Chapter 5 / Exercise 2
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Chapter 02 - Job Performance94.(p. 52-53)Which of the following about MBO is false? A. It is a management philosophy that bases an employee's evaluations on whether the employee achieves specific performance goals.B. Employee involvement is high.C. It is a set of mutually agreed-upon objectives that are measurable and specific.D.It is best suited for managing the performance of employees who work in contexts in which subjective measures of performance can be quantified.E. Employee performance can be gauged by referring to the degree to which the employee achieves results that are consistent with the objectives.MBO is best suited for managing the performance of employees who work in contexts in which objective measures of performance can be quantified.AACSB Standard: Business Knowledge and Analytic SkillsBloom's Taxonomy: ComprehensionDifficulty Level: ModerateLearning Objective: 02-07 How can organizations use job performance information to manage employee performance?Topic: Management By Objectives95.(p. 52)Which of the following bases an employee's evaluations on whether the employee achieves specific performance goals? A. Behaviorally anchored rating scalesB.Management by objectivesC. 360 degree feedbackD. BenchmarkingE. Behavioral observation scalesMBO bases an employee's evaluations on whether the employee achieves specific performance goals.AACSB Standard: Business Knowledge and Analytic SkillsBloom's Taxonomy: KnowledgeDifficulty Level: ModerateLearning Objective: 02-07 How can organizations use job performance information to manage employee performance?Topic: Management By Objectives2-68
Chapter 02 - Job Performance96.(p. 53)A BARS approach might use critical incidents to create response anchors, ranging from 1-5 where 5 indicates? A. Unwilling to accept changes.B. Poor adaptive performance.C.Excellent adaptive performance.D. Able to make changes with average amount of instruction.E. Requires persuasion and supervision to make changes.A BARS approach might use critical incidents to create response anchors, ranging from 1-5 where 5 indicates excellent adaptive performance.AACSB Standard: Business Knowledge and Analytic SkillsBloom's Taxonomy: ComprehensionDifficulty Level: ModerateLearning Objective: 02-07 How can organizations use job performance information to manage employee performance?Topic: Behaviorally Anchored Rating Scales97.(p. 53)The management technique that assesses an employee's performance by directly assessing job performance behaviors is known as A.behaviorally anchored rating scales.B. management by objectives.C. 360 degree feedback.D. behaviorally applicable rating scales.E. 180 degree feedback.Behaviorally Anchored Rating Scales (BARS) assess performance by directly assessing job performance behaviors. The BARS approach uses "critical incidents".

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