Reference no: EM133106635
1. It defines the range of resources- not only people but also assets and infrastructure-for which a manager is given decision rights.
a. Span of Control
b. Span of Accountability
c. Span of Influence
d. Span of Support
2. This should be conducted during an employee's probationary period and annually thereafter.
a. Organizational Planning
b. Performance Assessment Interview
c. Performance Assessment
d. Performance Assessment Materials
3. Keep your comments job related and based on the employee's ability his/her job.
a. Set goals with the employee
b. Rate the employee's performance
c. Be consistent in your approach
d. Be honest and fair in evaluating all employees
4. You should never say the employee is improving if he/she is not performing well.
a. Set goals with the employee
b. Rate the employee's performance
c. Be consistent in your approach
d. Be honest and fair in evaluating all employees
5. It is a system or process in which employees receive confidential, anonymous feedback from the people who work around them.
a. Self-Appraisal
b. Superior's Appraisal
c. 360 Degree feedback
d. Peer Appraisal
6. Tools employers can use to identify areas of inadequate employee performance.
a. Performance Improvement Plan
b. Sales Performance Improvement Plan
c. Why Analysis
d. Root Cause Analysis
7. They bring in their own set of values, ideas, and principles which may not be received by everyone in the organization.
a. Clash of Values
b. Sales Performance Improvement Plan
c. Outdated Technology
d. Root Cause Analysis
8. To make an employee productive and efficient, it is important to equip them with the right tools.
a. Clash of Values
b. Sales Performance Improvement Plan
c. Outdated Technology
d. Root Cause Analysis
9. It helps to get past symptoms or surface reasons to the true source of the problem.
a. Clash of Values
b. Sales Performance Improvement Plan
c. Outdated Technology
d. Root Cause Analysis
10. The manager presents all the relevant information, issues, and concerns as well as related facts and figures.
a. Clarify
b. Agree
c. Develop
d. Close
11. It specifies actions, timelines and resources to achieve the solutions
a. Clarify
b. Agree
c. Develop
d. Close
12. It is critical to a successful coaching session because once we state our desires or intentions to other people; we have a much greater chance of success.
a. Clarity
b. Confirmation
c. Commitment
d. Communication
13. For a performance management system to be effective, employee progress and performance must be continuously ____________.
a. Review
b. Plan
c. Monitored
d. Feedback
14. It refers to the various activities which bind a team together by bringing the team members closer to achieve the set targets.
a. Team building
b. Team driven
c. Team management
d. Team members
15. Each team member has the required skill set in order to achieve the team objectives.
a. Competent members
b. Standards of excellence
c. Collaborative climate
d. Team goals are clearly understood by all
16. Quality orientation is vital to the success of any organization.
a. Competent members
b. Standards of excellence
c. Collaborative climate
d. Team goals are clearly understood by all
17. Such teams are formed for a special purpose of working on any specific project or finding a solution to a very critical problem.
a. Committee
b. Temporary Teams
c. Task Force
d. Permanent Teams
18. It is defined as a process or method that attempts to address and correct an employee's work performance or inappropriate workplace behavior by providing clear and constructive feedback through a series of increasingly formal steps.
a. Progressive Discipline
b. Retaliation
c. Termination
d. Determining Appropriate Action
19. The discipline process should happen reasonably soon after an incident and progress to the next stage in the process, if necessary, without undue delay.
a. Timing Discipline
b. Planning for a Disciplinary Discussion
c. Privacy
d. Determining Appropriate Action
20. If the decision is made to implement progressive discipline, the manager/ supervisor needs to consider the appropriate time and place for a disciplinary discussion.
a. Timing Discipline
b. Planning for a Disciplinary Discussion
c. Privacy
d. Determining Appropriate Action
21. When a problem occurs, the manager/supervisor will have to determine the seriousness of the situation and the appropriate response.
a. Lay the Groundwork
b. Building in Flexibility
c. Privacy
d. Determining Appropriate Action
22. It involves identifying the job areas and activities where the employee would like to put most of his efforts, do better than before and make its impact.
a. Performance Standard
b. Performance Goals
c. Performance Development
d. Performance Planning
23. Provide a degree of uniformity in the non-uniform world of work.
a. Performance Standard
b. Performance Goals
c. Performance Development
d. Performance Planning
24. Good systems comply with _______ standards. This means that the supervisor suppresses her personal self-interest in providing evaluations.
a. Correctability
b. Ethicality
c. Standardization
d. Inclusiveness
25. It serves as benchmarks or reference points against which performance on a measure can be compares.
a. Performance Standard
b. Performance Goals
c. Performance Development
d. Performance Planning