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True / False Questions
1. The best managers know that they get rewarded for what their employees
do, not for what managers do.
2. Efficiency refers to the results an employee achieves.
3. Task performance is also known as organizational citizenship behavior.
4. Attitudes are appraisals or evaluations of people, objects, or events.
5. Having a strong attitude correlates well with behavior that is consistent
with that attitude.
6. The relationship between satisfaction and performance is stronger for jobs
that are very simple.
7. Normative commitment represents an emotional attachment to the
organization.
8. Affective commitment is a desire to stay with the organization because the
costs of leaving outweigh the benefits.
9. Research shows that individuals who possess higher affective
commitment are less likely to quit but more likely to be lower performers.
10. Affective commitment is less about commitment and more about a feeling
of being "handcuffed" to the organization.
11. An organizational cynic is someone who is inherently critical or negative.
12. Good managers should distribute rewards and punishments fairly.
13. According to a survey of employees in Fortune 500 companies, both
managers and employees really like performance evaluations.
14. A common mistake in performance management occurs when managers
exclusively pay attention to employee results.
15. Good assessment of future potential and current performance focuses on
behavior and actual results, not traits or personal characteristics.
16. Objective assessment includes methods based on results or impartial
performance outcomes.
17. The most common form of relative assessment is known as a graphic
rating scale.
18. Topgrading is a forced distribution relative assessment technique.
19. A forced ranking technique is used to correct the halo effect.
20. The central tendency error in observing performance refers to consistently
rating groups of employees as all high performers, or as all low performers.
21. Good performance evaluation feedback focuses on the problem rather
than the person.
22. Effective feedback includes a statement regarding ways to improve the
behavior toward performance.
23. Good feedback includes a description of the behavior and its impact on
self or others.
24. Maintaining a persistent focus on fairness in the performance
management process is a hallmark of a good manager.
25. The term "problem employee" is used to denote an employee who, after
repeated feedback interventions, has not improved performance.
26. Skill deficiency is the only performance problem category for which
training is a solution.
27. When the manager is putting in more effort than the problem employee to
correct the problem, reassignment or termination is likely appropriate.
28. Star performers tend to prefer working in environments that reward team
rather than individual performance.
29. With regard to the star performers, fairness in distributing performance
rewards is achieved by providing equal rewards.
30. A consultative coach dispenses advice, instructs, and prescribes.
Multiple Choice Questions
31. Which of the following is a myth of performance management?
32. _____________ refers to the amount of resources that an employee
dedicates to attain the results he/she achieves.
33. ________________ of employees is generally considered to be "the bottom
line" for most managers.
34. ____________ commitment represents an emotional attachment to the
organization.
35. ____________ commitment is a desire to stay with the organization
because the costs of leaving outweigh the benefits.
