40. In addition to procedural knowledge, declarative knowledge, and motivation, ________________ also affect performance.

A. HR practices

B. work environments

C. A & B

D. None of the above

41. Which of the following performance facets must be considered to understand performance:

A. Task performance and results

B. Declarative knowledge and procedural knowledge

C. Contextual performance and results

D. Task performance and contextual performance

42. Task performance is defined as:

A. Activities that transform raw materials into the goods and services that are produced by the organization.

B. Activities that help with the transformation process by replenishing the supply of raw materials.

C. Offering help and cooperating with others.

D. A & B

43. ____________________ is defined as those behaviors that contribute to the organizations effectiveness by providing a good environment in which task performance can occur.

A. Contextual performance

B. Results

C. Declarative knowledge

D. Procedural knowledge

44. _________________ performance is fairly similar across jobs and is not likely to be role prescribed.

A. Task

B. Contextual

C. Exceptional

D. None of the above

45. Which of the following factors are causing organizations to focus on contextual as well as task performance:

A. Increased amount of teamwork

B. Increased globalization

C. Increased focus on customer service

D. All of the above

46. The __________ approach to measuring performance emphasizes cognitive abilities and personality.

A. trait

B. results

C. behavior

D. objective

47. The technical definition of performance includes:

A. The employees behaviors and the results of the employees behaviors

B. Only the results of the employees behaviors

C. Only the employees behaviors

D. None of the above

48. Declarative knowledge is:

A. Information that an employee is tested on

B. Information about facts and things

C Information that is included in the employee handbook

D. All of the above

49. A(n) _____________ is a yardstick used to evaluate how well employees have achieved each objective.

A. accountability

B. results statement

C. performance standard

D. None of the above

50. Characteristics of good objectives include all of the following EXCEPT:

Option 1

A. Specific and clear

B. Have more than 10 objectives per review period

C. Challenging

D. Bound by time

51. Which of the following characteristics can be used to judge the extent to which an objective has been achieved?

A. Quality

B. Quantity

C. Time

D. All of the above

52. ________________ are measurable clusters of KSAs that are critical in determining how results will be achieved.

A. Objectives

B. Competencies

C. Performance standards

D. None of the above

53. ___________ are competencies that each employee needs to display to do the job to a minimally adequate standard.

A. Differentiating competencies

B. Threshold competencies

C. Distinguishing competencies

D. None of the above

54. To understand the extent to which a competency is present we measure _________.

A. indicators

B. performance standards

C. objectives

D. None of the above

55. ________________ systems base the measurement on comparing employees with a prespecified performance standard.

A. Comparative

B. Subjective

C. Absolute

D. Results

(Suggested points: 2, [5.8])

56. In this type of comparative system, employees are apportioned according to an approximately normal distribution.

A. Simple rank order

B. Paired comparisons

C. Alternative rank order

D. Forced distribution

57. All of the following are examples of absolute systems EXCEPT:

A. Essay comparing the employee to other team members

B. Essay identifying employee strengths and weaknesses

C. Graphic rating scales

D. Critical incidents

58. The use of _________________ ensures that the response categories are clearly defined, that interpretation of the rating by an outside party is clear, and that the supervisor and employee also understand the rating.

A. essays

B. graphic rating scales

C. critical incidents

D. All of the above

59. Broad areas of a job for which the employee is responsible for producing results are called ___________________.

A. responsibilities

B. performance standards

C. results

D. key accountabilities

60. Statements of important and measurable outcomes are called _______________.

A. key accountabilities

B. performance standards

C. objectives

D. yardsticks