WGU C235 TRAINING & DEVELOPMENT
A company wants to do a performance appraisal of its employees in such a way
that the firm can review the observable actions of the employees rather than
subjective competencies and work-outcomes. Which type of performance
appraisal is appropriate? - ANSWERS-Behaviorally anchored rating scale
Why might an employee prefer 360 Degree feedback rather than a traditional
performance appraisal? - ANSWERS-360 Degree feedback provides various
perspectives of job performance
A firm is conducting performance evaluations but is having trouble building on the
review process to promote future improvement by the rated party. Which
strategy should the firm use to cope with this issue? - ANSWERS-Create joint goals
with clear expectations for the future
Employee Rights - ANSWERS-Rights desired by employees regarding the security
of their job and the treatment administered by their employer while on the job,
irrespective of whether or not those rights are currently protected by law or
collective bargaining agreements
How are employee rights related to training and development? - ANSWERS-
Supervisors are more likely to unjustifiably dismiss employees as well as to
commit sexual harassment offenses if they have not received effective training on
these issues than if they have received such training. Training and setting policies
help the employer and employers to respect and follow employee rights.
,Effective strategies for overcoming obstacles to effective performance appraisal -
ANSWERS-(1) Reviews focused on the supervisor - listen to employee's views and
create personal development plan (2) Trouble preparing employee reviews - use
the employee self-evaluation to springboard conversation (3) Review process
lacks process to help employee improve - ensure goals are clear and encourage
improvement
How to create legally defensible performance appraisals - ANSWERS-(1) The
evaluation of abstract/subjective traits (honesty, dependability) should be
avoided unless these traits can be defined in terms of observable behavior (2)
Ratees should be provided with feedback of the results of the PA and should have
an opportunity to appeal to a higher-level manager if they disagree (3) No PA
system should rely solely on the judgement of a single individual without input
and checks by others
Why should a firm be concerned about issues regarding its current performance
evaluation process? - ANSWERS-Because it does not give parties the opportunity
to appeal
What is an element of a legally defensible performance appraisal system? -
ANSWERS-Communication of performance standards
Employees at a call center are told to respond to all customer requests in a timely
manner, yet managers are unhappy with the employee response time. Employees
have not been given exact time frames. Which coaching method should managers
use for employees in this situation? - ANSWERS-Set specific standards
,How are progressive discipline procedures determined in a unionized work
setting? - ANSWERS-It's part of the collective bargaining agreement
What are the characteristics of progressive disciplinary procedures in a non-
unionized work setting? - ANSWERS-It provides legal protection/due process for
the employee. It's quicker and involves fewer steps than its union counterpart.
Organizations have considerable freedom to construct the policies.
Process for creating a performance improvement plan - ANSWERS-Establish
specific goals and timeline
Discuss support resources to improve performance
Specify consequences the employee faces if performance does not improve
Steps for preparing for and the termination of employment - ANSWERS-Conduct
the termination in a neutral area to help both parties communicate
Take detailed notes on employee grievances during the termination process
Define the reasons for the termination in clear terms
What are the 4 principles for creating a progressive discipline system? -
ANSWERS-Generosity
Clarity
Transparency
Fairness
, Guiding principles to discipline - ANSWERS-Make sure the rules and consequences
are clear
Be consistent when enforcing rules
Discipline the behavior, not the person
Direct discipline toward what the employee has/has not done
Avoid criticizing the employee's personal characteristics
Non-punitive Discipline - ANSWERS-Respects the employee's ability to recognize
responsibility for their behavior. Gives the employee the opportunity to decide for
him/herself whether he/she wishes to accept responsibility and change the
behavior or leave the organization entirely.
What characterizes disciplinary action procedures in a setting with an employee-
at-will policy? - ANSWERS-Organizations have considerable freedom to construct
the policies
A firm wants to create a performance improvement plan to help an under
performing employee who has not been meeting production quotas and is at risk
of being terminated. Which employee action should the PIP include? - ANSWERS-
Establishing specific goals and timelines
What is the purpose of a termination clause? - ANSWERS-To determine
beforehand what the appropriate period of notice shall be. Termination clauses
should be reasonable or the courts will regard them as unfair or invalid.
A company wants to do a performance appraisal of its employees in such a way
that the firm can review the observable actions of the employees rather than
subjective competencies and work-outcomes. Which type of performance
appraisal is appropriate? - ANSWERS-Behaviorally anchored rating scale
Why might an employee prefer 360 Degree feedback rather than a traditional
performance appraisal? - ANSWERS-360 Degree feedback provides various
perspectives of job performance
A firm is conducting performance evaluations but is having trouble building on the
review process to promote future improvement by the rated party. Which
strategy should the firm use to cope with this issue? - ANSWERS-Create joint goals
with clear expectations for the future
Employee Rights - ANSWERS-Rights desired by employees regarding the security
of their job and the treatment administered by their employer while on the job,
irrespective of whether or not those rights are currently protected by law or
collective bargaining agreements
How are employee rights related to training and development? - ANSWERS-
Supervisors are more likely to unjustifiably dismiss employees as well as to
commit sexual harassment offenses if they have not received effective training on
these issues than if they have received such training. Training and setting policies
help the employer and employers to respect and follow employee rights.
,Effective strategies for overcoming obstacles to effective performance appraisal -
ANSWERS-(1) Reviews focused on the supervisor - listen to employee's views and
create personal development plan (2) Trouble preparing employee reviews - use
the employee self-evaluation to springboard conversation (3) Review process
lacks process to help employee improve - ensure goals are clear and encourage
improvement
How to create legally defensible performance appraisals - ANSWERS-(1) The
evaluation of abstract/subjective traits (honesty, dependability) should be
avoided unless these traits can be defined in terms of observable behavior (2)
Ratees should be provided with feedback of the results of the PA and should have
an opportunity to appeal to a higher-level manager if they disagree (3) No PA
system should rely solely on the judgement of a single individual without input
and checks by others
Why should a firm be concerned about issues regarding its current performance
evaluation process? - ANSWERS-Because it does not give parties the opportunity
to appeal
What is an element of a legally defensible performance appraisal system? -
ANSWERS-Communication of performance standards
Employees at a call center are told to respond to all customer requests in a timely
manner, yet managers are unhappy with the employee response time. Employees
have not been given exact time frames. Which coaching method should managers
use for employees in this situation? - ANSWERS-Set specific standards
,How are progressive discipline procedures determined in a unionized work
setting? - ANSWERS-It's part of the collective bargaining agreement
What are the characteristics of progressive disciplinary procedures in a non-
unionized work setting? - ANSWERS-It provides legal protection/due process for
the employee. It's quicker and involves fewer steps than its union counterpart.
Organizations have considerable freedom to construct the policies.
Process for creating a performance improvement plan - ANSWERS-Establish
specific goals and timeline
Discuss support resources to improve performance
Specify consequences the employee faces if performance does not improve
Steps for preparing for and the termination of employment - ANSWERS-Conduct
the termination in a neutral area to help both parties communicate
Take detailed notes on employee grievances during the termination process
Define the reasons for the termination in clear terms
What are the 4 principles for creating a progressive discipline system? -
ANSWERS-Generosity
Clarity
Transparency
Fairness
, Guiding principles to discipline - ANSWERS-Make sure the rules and consequences
are clear
Be consistent when enforcing rules
Discipline the behavior, not the person
Direct discipline toward what the employee has/has not done
Avoid criticizing the employee's personal characteristics
Non-punitive Discipline - ANSWERS-Respects the employee's ability to recognize
responsibility for their behavior. Gives the employee the opportunity to decide for
him/herself whether he/she wishes to accept responsibility and change the
behavior or leave the organization entirely.
What characterizes disciplinary action procedures in a setting with an employee-
at-will policy? - ANSWERS-Organizations have considerable freedom to construct
the policies
A firm wants to create a performance improvement plan to help an under
performing employee who has not been meeting production quotas and is at risk
of being terminated. Which employee action should the PIP include? - ANSWERS-
Establishing specific goals and timelines
What is the purpose of a termination clause? - ANSWERS-To determine
beforehand what the appropriate period of notice shall be. Termination clauses
should be reasonable or the courts will regard them as unfair or invalid.
