31. _____ are factors in a company's business strategy that give it a competitive edge.
A. MBOs
B. OBMs
C. KPIs
D. CSFs
Companies measure employee behavior that relates to attainment of CSFs, which increases the importance of these behaviors for employees. Employees can be held accountable and rewarded for behaviors that directly relate to the company attaining the CSFs.
32. Which performance management evaluation criterion is concerned with maximizing the overlap between actual job performance and the measure of job performance?
A. Reliability
B. Acceptability
C. Specificity
D. Validity
Validity is the extent to which a performance measure assesses all the relevant—and only the relevant—aspects of performance.
33. A(n) _____ measure evaluates irrelevant aspects of performance or aspects that are not job related.
A. unreliable
B. valid
C. contaminated
D. inconsistent
The performance measure should seek to minimize contamination, but its complete elimination is seldom possible.
34. A university that assesses its faculty members more on research work than teaching, follows which performance management system?
A. Contaminated
B. Deficient
C. Unreliable
D. Inconsistent
A contaminated measure evaluates irrelevant aspects of performance or aspects that are not job related.
35. The consistency among the different individuals who evaluate the employee's performance is known as:
A. internal consistency reliability.
B. interrater reliability.
C. intrarater reliability.
D. test-retest reliability.
A performance measure has interrater reliability if two individuals give the same (or close to the same) evaluations of a person's job performance.
36. A measure that results in dramatically different ratings over time lacks:
A. internal consistency reliability.
B. interrater reliability.
C. intrarater reliability.
D. test-retest reliability.
Test–retest reliability is the measure which is reliable over time.
37. Which of the following statements about acceptability is incorrect?
A. Acceptability refers to the extent to which the performance measure assesses all of the relevant—and only the relevant—aspects of performance.
B. Acceptability is affected by the extent to which employees believe the performance management system is fair.
C. The three categories of perceived fairness include procedural fairness, interpersonal fairness, and outcome fairness.
D. Research suggests that performance management systems that are perceived as unfair are likely to be legally challenged, used incorrectly, and decrease employee motivation to improve.
Validity is the extent to which a performance measure assesses all the relevant—and only the relevant—aspects of performance.
38. The extent to which the performance measure gives guidance to employees about what is expected of them is called:
A. reliability.
B. validity.
C. specificity.
D. acceptability.
Specificity is relevant to both the strategic and developmental purposes of performance management.
39. Which of the following is an inappropriate approach to measuring performance?
A. Comparative approach
B. Attribute approach
C. Consequential approach
D. Behavior approach
The comparative approach to performance measurement requires the rater to compare an individual's performance with that of others. The attribute approach to performance management focuses on the extent to which individuals have certain attributes (characteristics or traits) believed desirable for the company's success. The behavioral approach to performance management attempts to define the behaviors an employee must exhibit to be effective in the job.
40. _____ ranking consists of a manager looking at a list of employees, deciding who the best employee is, and crossing that person's name off the list. From the remaining names, the manager decides who the worst employee is and crosses that name off the list—and so forth.
A. Simple
B. Alternation
C. Reverse
D. Forced
Alternation ranking is a type of ranking, which is a comparative approach technique.