The component of an effective performance management process that explains each employee’s role in terms of his or her day-to-day work is called _____.

Related MCQs

• Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?
• Kendra needs to rate five of her subordinates. She makes a chart of all possible pairs of employees for each trait being evaluated. Then, she indicates the better employee of each pair with a positive symbol on the chart. Finally, she totals the number of positive symbols for each employee. Which method of performance appraisal has Kendra most likely used?
• Which of the following terms refers to the process of evaluating an employee's Current and/or past performance relative to his or her performance standards?
• Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?
• Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the _____ method of performance appraisal.
• The component of an effective performance management process that communicates the organization’s higher level goals throughout the organization and then translates these goals into departmental goals is called _____.
• The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called _____.
• The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called _____.
• As little as 20% of all human performance problems is attributable to individual employees; as much as 80% of all such problems is attributable to the work environments or systems in which employees work. An example of such problems would be:
• When the role occupant feels that there are too many expectations from the significant role in his role set, then it is felt like this.