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Appraising Performance Learning Objectives Quiz
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Appraising Performance Learning Objectives Quiz

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@QuieterDobro

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Questions and Answers

What should you do when giving feedback to an average employee?

  • Summarize performance, be specific, explain the importance of work, thank the employee, raise relevant issues, express confidence (correct)
  • Don't mention the employee's performance, only focus on areas for improvement
  • Don't explain why the employee's work is important to the organization
  • Give vague feedback, avoid mentioning areas for improvement, skip thanking the employee

    • What should you do when handling a defensive subordinate?

  • Recognize that defensive behavior is normal and never attack a person's defenses (correct)
  • Postpone action and let rational reaction take over
  • Expect to solve every problem that comes up
  • Attack the person's defenses directly

    • How should criticism of a subordinate be delivered?

  • In a harsh and disrespectful manner
  • Without considering the person's feelings
  • In a manner that belittles the person
  • In a manner that maintains the person's dignity and sense of worth, and always done publicly (correct)

    • What should be done when an employee is performing below acceptable standards?

    <p>Summarize performance, describe expectations, determine cause for low performance, discuss solutions and agree on a timetable for improvement</p> Signup and view all the answers

    What is crucial when giving feedback to an average employee?

    <p>Expressing confidence in the employee’s future good performance</p> Signup and view all the answers

    What should be avoided when handling a defensive subordinate?

    <p>Attacking the person's defenses directly</p> Signup and view all the answers

    What should be considered when criticizing a subordinate?

    <p>Maintaining the person's dignity and sense of worth privately</p> Signup and view all the answers

    Why is it important to document the meeting when an employee is performing below acceptable standards?

    <p>&quot;To have a record of what was discussed and agreed upon regarding improvement&quot;</p> Signup and view all the answers

    It is important to develop a formal appeal process in the Performance Appraisal process.

    <p>True</p> Signup and view all the answers

    When giving feedback to an average employee, it is not necessary to explain why the employee's work is important to the organization.

    <p>False</p> Signup and view all the answers

    When criticizing a subordinate, it should be done publicly to set an example for others.

    <p>False</p> Signup and view all the answers

    It's crucial to summarize an employee's performance when they are performing below acceptable standards.

    <p>True</p> Signup and view all the answers

    Documenting the meeting is not necessary when handling defensive behavior from a subordinate.

    <p>False</p> Signup and view all the answers

    It is advised to never attack a person's defenses when handling defensive behavior.

    <p>True</p> Signup and view all the answers

    Handling a defensive subordinate requires recognizing that defensive behavior is abnormal.

    <p>False</p> Signup and view all the answers

    It's not necessary to express confidence in an employee's future good performance when giving feedback to an average employee.

    <p>False</p> Signup and view all the answers

    When an employee is performing below acceptable standards, discussing solutions with the employee's input is not recommended.

    <p>False</p> Signup and view all the answers

    Agreeing to a timetable for improvement is not necessary when an employee is performing below acceptable standards.

    <p>False</p> Signup and view all the answers

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