A New System to Evaluate Performance at TCE Group. When TCE Group implemented its new performance management system, it was referred as the 360-degree feedback in its organization few years ago, it was met with resistance and was eventually discontinued. Tom Kei, the president of TCE Group, had seen a demonstration by a 360-degree vendor at a trade conference and decided to use the system at TCE Group. Subsequently, Tom worked with the consultant to implement the system. Specifically, he sent out a company-wide e-mail stating the reasons for changing to the new system, how the ratings collected using the new system would be linked to bonuses, and the importance of completing the online training course on the system. The consultants provided online rater training for those who were interested as well as links to documents describing how to observe, assess, and record performance behaviors. After the surveys were made available, individuals were encouraged to contact HR if they had any problems. However, nothing was mentioned regarding the interviews to be conducted with the employees once the 360-degree feedback is available. These interviews are important because it helps the employee understands his weaknesses and set a plan to improve them but also it helps him to know his potential and plan his career. So supervisors never discussed the results with their employees. After reading carefully the case, answer the following questions:

1-

Tom Kei was convinced to implement the 360-degree feedback system that helps employees take control of their own careers because: *

3 points

It allows employees to see which coworkers are friends and which are not

It allows employees to choose raters who will give them high ratings

All of the above

It allows employees to form alliances with high raters and avoid low raters

It allows employees to gain a realistic assessment of where to go with their careers

2-

As the consultant explained to Tom, the following is characteristic of a good 360-degree feedback system: *

3 points

None of the above

Raters provide information beyond simple ratings

A and C are correct.

There is anonymity

Every employee must rate every other employee

3-

One of the goals of a feedforward interview is to: *

3 points

Provide an in-depth analysis of the employees weaknesses

Understand the skills that individuals have that allow them to perform well

All of the above

Think about ways that the employee can improve upon his/her weaknesses

Set future goals and objectives

4-

A direct supervisors responsibilities regarding employee development include all of the following except: *

3 points

Providing resources and guidance on developmental activities

None of the above

Explaining the probability the employee has of being successful

Developing hard-to-reach goals and objectives

Reviewing the employees progress toward goals

5-

In using 360-degree feedback systems at TCE Group, which of the following can be done to ensure that employees accept the results? *

3 points

All of the above

Ensure that the supervisor responds to any negative feedback with a defense of the employee.

Ensure that the employee is allowed to select at least some raters that will provide feedback.

Ensure that everyone whom the employee has interacted with in any way provides feedback.

Ensure that only clients who were happy with the employees performance are selected to provide feedback.

6-

When TCE Group implemented 360-degree feedback in its organization few years ago, it was met with resistance and was eventually discontinued. This happened because it would be unwise to implement a 360-degree feedback system in an organization: *

3 points

Where decisions are made about rewards and promotion fairly

Where there is little or no fear of speaking up

Where employees are not trusted to get their job done

None of the above

Where people want to improve their performance

7-

As per the case study, which of the following was missing from the direct supervisors role in creating a developmental plan? *

3 points

Referring the employee to activities appropriate for the achievement of goals

Referring the employee to coworkers who will track the employees progress in the developmental plan

All of the above

Encouraging the employee to choose developmental activities that are lowest in cost to the organization

Identifying areas that are of interest to the employee

8-

As the consultant explained to Tom, the following is an advantage to a 360-degree feedback system: *

3 points

Employees exhibit increased commitment to improve

All of the above

Avoidance of undiscussables"

Employees know their chances of being promoted before they submit the required forms

Allow for organizational control of an employees career

9-

A gap analysis is conducted examining the areas for which there are large discrepancies between __________ and ______________. *

3 points

peer perceptions; supervisor perceptions

self-perceptions; perceptions of others

subordinate perceptions; supervisor perceptions

None of the above

All of the above

10-

During the training provided to those who were interested, the steps of a feedforward interview werent explained carefully. These steps include: *

3 points

Elicit a success story from the employee

Uncover the employees underlying success factors

None of the above

All of the above

Extrapolate past behavior into the future