Week 8

Question 1

Performance Management

Answer 1

activities/meeting to improve employee performance, productivity, effectiveness

Question 2

Performance management activities (4)

Answer 2

goal setting, training and development, career management, disciplinary action

Question 3

3 Major Purposes of Performance Management

Answer 3

1. Align employee actions with strategic goals
2. culture change
3. development and compensation

Question 4

Performance Management Process. (5)

Answer 4

1. Define Performance Expectations
2. feedback and coaching
3. performance appraisal and evaluation discussion
4. Determine performance rewards/consequences
5. Conduct development and career opportunity discussion

Question 5

1. Define Performance Expectations

Answer 5

employees understand how work contributes to business results

Question 6

Task Performance

Answer 6

Direct contribution to job-related processes

Question 7

Contextual Performance (3)

Answer 7

• indirect contribution to organizations social responsibility values
• positive attitude & take initiative
• go beyond job description

Question 8

2. Provide Ongoing Coaching and Feedback - managers

Answer 8

managers communicate change strategies and objectives

Question 9

2. Provide Ongoing Coaching and Feedback - Employees

Answer 9

employees monitor own performance and ask for help

Question 10

3. Conduct Performance Appraisal and Evaluate Discussion: Performance as… (2)

Answer 10

1.Effort/Behaviour
2. Results

Question 11

Performance as Effort/Behavior (4)
Fits____jobs
Monitoring ____ ________
____ective
behaviour monitoring?

Answer 11

Fits many jobs
monitoring costs high
subjective
bad behaviour curbed

Question 12

Performance as Results (4)
Fits jobs with ____
Monitoring ____ ________
____ective
behaviour monitoring?

Answer 12

Fits jobs with output
Monitoring costs low
objective
behaviour hard to control

Question 13

Formal Appraisal Method - Graphic Rating Scale (2)

Answer 13

• simple and most popular
• traits vs performance scale rating

Question 14

Formal Appraisal Method - Alternation Ranking Scale process

Answer 14

On characteristic measured:
First, choose highest and lowest
then,
choose next highest and next lowest
then,
alternate between high and low until all employee rated have been ranked

Question 15

Formal Appraisal Method - Paired Comparison Method process (3)

Answer 15

• each trait list all possible pairs of employees
• each pair +: higher ranked, - : lower ranked
• rank by + scores

Question 16

Formal Appraisal Method -Forced Distribution Model

Answer 16

Predetermine percentages of rates placed in various performance categories

Question 17

GE’s Bell Curve distribution:
1. Top 10-20 percent
2. Bottom 10 Percent
3. Remaining 70-80%

Answer 17

1. exceed expectations, highest compensation, advancement
2. not meeting expectations, focus on coaching, improvement vs termination
3. Backbone of workforce, moderate compensation, development

Question 18

Forced Distribution Advantage and Disadvantage

Answer 18

• Advantage: effort and resource for top performers, motivative employees for bonuses or pay
• disadvantage: demotivating when large portion of workforce is at or below average

Question 19

Formal Appraisal Method: Critical Incident Method

Answer 19

record of good or undesirable employee work behaviour -> correct deficiencies

Question 20

Critical Incident Method Examples (3)
C D
T
C I

Answer 20

Continuing Duties: schedule production for plant
Targets: Full utilization of employees and machinery in plant, orders delivered on time
Critical Incidents: Instituted new production schedule system

Question 21

Formal Appraisal Method: Narrative Forms

Answer 21

performance improvement plan - detailed written analysis

Question 22

Formal Appraisal Method: Behavioural Anchored Rating Scales (BARS) (3)

Answer 22

anchor quantified scale with examples of good/poor performance

Question 23

BARS aims to combine benefits of (3)

Answer 23

narratives, critical incidents and qualified ratings

Question 24

BARS advantage (4) acfc

Answer 24

accurate, clear, feedback, consistency

Question 25

BARS Disadvantage

Answer 25

time consuming to develop

Question 26

Formal Appraisal Method: Management By Objectives

Answer 26

set SMART goals with each employee, periodically review progress

Question 27

Steps of MBO: (6)

Answer 27

1. set organization goals 2. set departmental goals 3. discuss departmental goals 4. define expected results 5. performance review 6. feedback

Question 28

MBO Advantages

Answer 28

employees engaged and committed -> higher rate of sucess

Question 29

MBO Disadvantages and what does MBO stand for

Answer 29

unclear, unmeasurable objectives time-consuming

Question 30

Slide 40 of week 9

Answer 30

all formal appraisals

Question 31

Performance Appraisal Problems: Employees (2)

Answer 31

employees know their raises, career programs employees overly optimistic w/ ratings

Question 32

Performance Appraisal Problems: structural problems cast doubt on (3)

Answer 32

- fairness of performance appraisal - clarity of performance standards - Halo Effect: rate on one trait

Question 33

Common rating scale problems: Central tendency

Answer 33

rate all employees toward average

Question 34

Common rating scale problems: Leniency or strictness

Answer 34

rate all employees either high or low

Question 35

Recency Effect

Answer 35

rate employee based on most recent performance

Question 36

appraisal systems must be based on performance criteria that are ____ for the position being rated and must be _____ in that their application must produce consistence rating for same performance

Answer 36

valid, reliable

Question 37

criteria for PAP (3)

Answer 37

relevant to job appraised broad enough: cover aspects of job requirement specific

Question 38

PAP Solutions and calibration

Answer 38

reduce error in performance appraisal managers meet to discuss performance of individual

Question 39

who does appraising: (6) more info on slide 51-53

Answer 39

supervisor, self, peers, committees, subordinates, 360-degree appraisal

Question 40

360- degree appraisal advice (3-4)

Answer 40

- performance criteria developed by people with experience - clear about who will have access to reports - training for all participants - confidentiality and evaluation

Question 41

Formal Appraisal discussions: Supervisor and employee (3)

Answer 41

review appraisal, plan to correct deficiencies, reinforce strengths

Question 42

Satisfactory Interview promotable:

Answer 42

development plans

Question 43

satisfactory Interview not promotable:

Answer 43

maintain performance

Question 44

unsatisfactory Interview correctable

Answer 44

action plan to correct performance

Question 45

How to handle criticism and defensive employees (4)

Answer 45

1. defensive behaviour is normal 2. never attack person defences 3. postpone action 4. recognize human limitations

Question 46

Step 4. Determine Performance Rewards/ Consequences - determine appropriate reward/ consequence (2)

Answer 46

merit pay, benefits determine appropriate reward/ consequence: achievement of goals, how employee meets defined standards

Question 47

Step 5: Career development discussion 2. based on..... 3. business needs balanced with..

Answer 47

- manager and employee discuss opportunities for development - based on current job requirements or future development - business needs balanced with employee preference

Question 48

Legal and Ethical Issues of Performance (3-5)

Answer 48

train supervisors, more than one rater, formal appeal mechanism, document evaluations and reason for termination, guidelines for lower performers.