REVISION QUESTIONS

Chapter 5Measuring Results and Behaviors

Essay-Type Questions

1. Define and distinguish between accountabilities, objectives, and standards. Describe

the critical steps in adopting a results approach to measuring performance.

2. Discuss the questions that one must be able to answer when adopting a results
approach.

3. Explain why accountabilities are determined.

4. List the characteristics of good objectives.

5. List the four characteristics necessary of a useful standard, and give an example of
each characteristic using the following standard as an example: Increase sales from
$15,000 to $22,000 by December 1st at a cost not to exceed $3,000.

6. Explain the difference between a threshold competency and a differentiating

competency.

7. Discuss the three aspects of specific objectives that can be used to judge the extent to
which an objective has been achieved.

8. To understand the extent to which an employee possesses a competency, we measure

indicators. Explain the term indicator.

9. List the components that must be present when describing a competency.

10. Identify and explain five comparative measurement systems.

11. Describe the advantages and disadvantages of using the various absolute evaluation
approaches.
 Chapter 6Gathering Performance Information

1. What are the advantages and disadvantages of completing performance reviews on or

around an employees anniversary date?

2. What are the advantages and disadvantages of completing performance reviews on or

around the end of the fiscal year?

3. What is meant to be accomplished in the self-appraisal meeting? Explain

4. What are the problems with peer evaluations? Explain
5. What are the advantages and disadvantages of using customers as a source of
performance information?

6. Provide suggestions of what can be done to improve the quality of self-appraisals.

Recommend your answer

7. What are the advantages and disadvantages of using supervisors as raters?

8. What are the advantages and disadvantages of using peers as raters?

9. When the performance management system uses different sources for ratings, what
expectations and actions should be included in the process? Explain

10. List five things rater training programs should cover.

Chapter 7Implementing a Performance Management System

1. Design one performance appraisal form for a dispatch boy.

Specifications:

Your appraisal form should be 2 pages, with pertinent information for a complete
performance appraisal form.
Includes the relevant dimensions for measuring the performance of a dispatch boy
(results and/or behaviours), with appropriate scales.
Refer to performance appraisal form examples in Chapter 6.

2. List the errors likely to be made in rating performance, and identify whether each
error is intentional or unintentional.

a. What is the overall goal of frame of reference (FOR) training?

b. What are the typical formal steps included in FOR training?

3. What kinds of evaluation data should be collected to determine system effectiveness,
implementation, and results?

4. Discuss the advantages of implementing a performance management system online.

Chapter 8Performance Management and Employee Development

1. Describe the specific objectives of a developmental plan.

2. What should be included in the objectives of a developmental plan? What are the
characteristics of good plan objectives? Justify your answer

3. Is the developmental plan dictated by the needs of the employee or of the

organization? Explain.
4. Where does a 360-degree feedback system work best? Explain
5. List the benefits of a 360-degree feedback system.

6. What are the disadvantages of a 360-degree feedback system?

7. List and explain the characteristics of a good 360-degree feedback system.

8. Critically assess mentoring as a developmental activity.