101.
(p. 48)
The _____ approach uses critical incidents to create a measure that can be used to
evaluate employee performance.
102.
(p. 48)
The short descriptions of effective and ineffective behaviors used to create an employee
performance measurement instrument that managers can use to evaluate employee behavior are
referred to as _____.
103.
(p. 48)
The _____ approach involves collecting performance information not just from the
supervisor but from anyone else who might have firsthand knowledge about the employee’s
performance behaviors.
104.
(p. 49)
The ______ method of performance evaluation can encourage hypercompetition among
workers, behavior that is the opposite of what is needed in today’s team-based organizations.
105.
(p. 49)
Mark, who is the HR manager at People’s Pulse, wants to incorporate a new method of
performance appraisal. He wants to introduce a system that clearly differentiates the good
performers from the average and low performers. During the same period, the company is thinking
about reducing its workforce because of financial constraints. The appraisal method should help
management link employee performance to their compensation and retention level. Mark is
looking for a method that would clearly indicate which employees should be retained and which
should be fired. Which of the following approaches should he adopt?
106.
(p. 50)
Which of the following about the forced ranking method is false?
107.
(p. 50)
Captive Minds, an entrepreneurial organization, started a monthly journal “Lecture Day.”
The journal is dedicated to the aspiring businessmen to put forth their business ideas in an open
forum. Feedback is given through the company website, which can be viewed by all employees.
Colleagues, managers, and peers can give their constructive feedback without revealing their
identity. The employees welcomed this idea as they were able to give feedback without hurting
anyone’s ego. Which of the following systems has the management successfully implemented?
108.
(p. 34–41)
Define job performance and discuss its elements.
109.
(p. 34–36)
Define task performance and explain its dimensions.
110.
(p. 36)
Define job analysis, explain its importance in determining job performance, and list and
the basic steps involved in job analysis.
111.
(p. 38)
Ms. Kate is a very friendly and helpful person. She goes out of her way to help her
coworkers who struggle with their tasks. Kate attends the optional meetings that are scheduled
for the employees. She also maintains a good attitude with everyone even in trying times. Which
behavior relevant to job performance is Ms. Kate demonstrating? Elaborate on this behavior and
its types with examples.
112.
(p. 45–47)
What is counterproductive behavior? What are the different types of
counterproductive behavior? Provide examples of each.
113.
(p. 46)
Describe some of the trends that affect job performance in the contemporary workplace.
114.
(p. 46–47)
Given the increase in service jobs, explain the implications for job performance.
115.
(p. 47–50)
Discuss briefly the four types of job performance management techniques.
116.
(p. 49–50)
Explain the forced ranking method using Jack Welch’s “vitality curve.”
117.
(p. 51)
Social networking applications can be used to monitor employee performance. How true is
this statement? Explain with an example.