MGMT 433 EXAM 1 QUESTIONS WITH
100% CORRECT ANSWERS LATEST
VERSION 2025/2026.
Definition of Performance Management - ANS continuous process of identifying, measuring,
and developing the performance of individuals and teams and aligning performance with the
strategic goals of the organization
Purposes of performance management systems - ANS 1. Administrative
2. Strategic
3. Developmental
4. informational purpose
5. organizational maintenance purpose
6. Documentation purpose
Contributions of performance management - ANS -Self-insight and development are
enhanced
-self-esteem is increased
-motivation to perform is increased
-employee engagement is enhanced
-employee become more competent
-voice behavior is encouraged
1 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
, -the definitions of job and criteria are clarified
-employee misconduct is minimized
-declines in performance can be addressed early
-motivation, commitment, and intentions to stay in the organization are enhanced
-managers gain insight about direct reports
-there is better or more timely differentiation between good and poor performers
-supervisors' view of performance are communicated more clearly
-administrative actions are more fair and appropriate.
-organizational goals are made clear.
-there is better protection from lawsuits
-organizational change is facilitated
Dangers of poorly implemented systems - ANS -lower self esteem.
-increased turnover
-damaged relationships
-decreased motivation to perform
-employee burnout and ob dissatisfaction
-use of misleading information
-wasted time and money
-emerging biases
-varying and unfair standards and ratings
- unjustified demands on managers and employees resources
-increased risk of litigation
Characteristics of an ideal performance management system strategic - ANS -strategic
congruence
2 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
100% CORRECT ANSWERS LATEST
VERSION 2025/2026.
Definition of Performance Management - ANS continuous process of identifying, measuring,
and developing the performance of individuals and teams and aligning performance with the
strategic goals of the organization
Purposes of performance management systems - ANS 1. Administrative
2. Strategic
3. Developmental
4. informational purpose
5. organizational maintenance purpose
6. Documentation purpose
Contributions of performance management - ANS -Self-insight and development are
enhanced
-self-esteem is increased
-motivation to perform is increased
-employee engagement is enhanced
-employee become more competent
-voice behavior is encouraged
1 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
, -the definitions of job and criteria are clarified
-employee misconduct is minimized
-declines in performance can be addressed early
-motivation, commitment, and intentions to stay in the organization are enhanced
-managers gain insight about direct reports
-there is better or more timely differentiation between good and poor performers
-supervisors' view of performance are communicated more clearly
-administrative actions are more fair and appropriate.
-organizational goals are made clear.
-there is better protection from lawsuits
-organizational change is facilitated
Dangers of poorly implemented systems - ANS -lower self esteem.
-increased turnover
-damaged relationships
-decreased motivation to perform
-employee burnout and ob dissatisfaction
-use of misleading information
-wasted time and money
-emerging biases
-varying and unfair standards and ratings
- unjustified demands on managers and employees resources
-increased risk of litigation
Characteristics of an ideal performance management system strategic - ANS -strategic
congruence
2 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
