The Art of Leadership, 6e (Manning)
Chapter 18 Managing Performance
1) Goals focus and energize people, recognition reinforces and encourages people, and ________
is needed to correct and modify behavior.
A) teamwork
B) analysis
C) feedback
D) planning
E) none of these
2) In the context of performance management, which of the following is most likely a
characteristic of performance coaching?
A) It provides the foundation on which individual and group performance is developed.
B) It includes modifying and improving performance when mistakes are made.
C) It establishes direction and clarity of assignment.
D) It involves the development and encouragement of people.
3) One minute goal setting involves identifying ________ goals, and writing these on one sheet, in
250 words or less.
A) 6 to 10
B) 3 to 5
C) 1 to 3
D) 0 to 15
E) none of these
4) In the context of setting performance objectives, which of the following, apart from quantity,
quality, and timeliness, is most likely an important area to be addressed?
A) Cost
B) Behavior
C) Sales
D) Progress
5) In the context of setting performance objectives, which of the following statements is most
likely true of quality?
A) It includes time factors such as deadlines for on-time shipments.
B) It is measured by using errors and appearance as factors.
C) It involves the development of new and workable approaches.
D) It is measured by any amount that is processed or produced.
6) In the context of setting performance objectives, which of the following is most likely a part of
the area pertaining to cost?
A) Errors
B) Methods
C) Appearance
D) Absenteeism
7) Approximately 90 percent of Fortune 1000 companies use some form of multi-source
assessment, including evaluations from employees, employers, peers, and customers. These
assessments are called ________ feedback and are rarely included in an individual’s formal
appraisal.
A) two-way
B) continuous
C) intermittent
D) 360-degree
E) none of these
8) In the context of conducting performance reviews, which of the following should employees
most likely do during a performance review?
A) Consider their strong points and formulate a plan to utilize them fully
B) Determine the areas in which they need to improve
C) Establish new performance objectives, standards, and completion dates
D) Present ideas to improve future performance
9) According to Ken Blanchard and Spencer Johnson, which of the following is most likely a
characteristic of one-minute reprimand?
A) It should focus on the character of a person.
B) It should be tied to promotion.
C) It should encourage an individual.
D) It should be gradual and indirect.
10) According to Ken Blanchard and Spencer Johnson, which of the following is most likely a
characteristic of one-minute praising?
A) It should be specific and immediate.
B) It should identify three to five goals that are critical to success.
C) It should focus on the character of a person.
D) It should involve psychological investment by a leader.
11) Performance reviews should include three steps:
A) preparation, implementation, and follow-up.
B) job design, wage administration, and evaluation.
C) individual report, group report, and organizational report.
D) thinking, doing, and discussion.
E) content, process, and application.
12) In the context of setting performance objectives, which of the following statements is most
likely true of timeliness?
A) It deals with items other than rejects or specific errors and is more subjective in judgment.
B) It is measured by the two factors of errors and appearances.
C) It includes the four areas of manpower, material, machines, and methods.
D) It involves the development of new and workable approaches.
13) Performance management is a critical element of effective leadership. One part establishes
direction and clarity of assignment. It is
A) performance planning.
B) performance coaching.
C) correcting poor performance.
D) none of these.
14) In the context of conducting performance reviews, which of the following should supervisors
most likely do before the performance review?
A) Present ideas to improve future performance.
B) Tailor the performance review conversation to suit needs of employees.
C) Provide advance notice of the performance review.
D) Write down points of discussion and agreement for the performance review.
15) Employees who have good work performance and good work attitude should be
A) dismissed.
B) coached.
C) trained.
D) rewarded.
16) Performance improvement is likely to occur when four conditions are true that include all of
the following EXCEPT
A) recipients believing change is necessary and feasible.
B) appropriate improvement goals being set.
C) improvement being recognized and rewarded.
D) the recipient being young.
17) Which of the following is NOT one of the principles of effective coaching?
A) Focusing on behavior change, not personality analysis
B) Linking feedback to learning and performance goals
C) Linking performance goals to key results areas for the organization
D) Coaching for improvement, not just final results
E) Publicizing performance improvement results
18) In the context of the 360-degree feedback for improving performance, research shows that
improvement is most likely to occur when
A) recipients believe change is possible.
B) feedback is given as soon as possible.
C) focus is primarily on personality analysis.
D) coaching is given to attain final results.
19) The Deloitte performance review process is based on four questions called a(n) ________ and
is conducted at the end of every project or once a quarter.
A) assessment
B) debrief
C) evaluation
D) performance snapshot
20) Research shows over 60 percent of variance on performance ratings can be traced to
________.
A) work climate factors
B) individual raters’ biases
C) individual rate behavior
D) system and procedure error
21) In the context of performance management strategies, the goal of the leader must involve
reinforcing and developing the skills and attitudes of middle performers.
22) Organizational citizenship involves cooperation and helpfulness.
8
Match the items below with their descriptions:
A) components of performance reviews
B) elements of performance management
C) setting performance objectives
23) performance planning, performance coaching, correcting poor performance
24) preparation, implementation, and follow up
25) quantity, quality, timeliness, and cost