This section consists of EIGHT (8) multiple-choice questions. Each question is worth one (1) mark. Read the below case study and indicate which of the answer options provided is the correct answer.

Performance Management at Manyathi (Pvt) Ltd

Manyathi (Pvt) Ltd is a furniture manufacturing company located in the Eastern Cape. The Company has a performance management process in place which starts with a strategic meeting at the end of each year, where senior management agree on organisational goals for the following year. From the organisational goals the departmental heads set up departmental and individual goals. For the year 2021 the organisation planned to increase market share by 20% and increase sales revenue by 15%. From these organisational goals, the sales manager has set up organisational goals . The sales manager (Thabani) then sat with his 5 sales representatives (Vuyo, Sally, Jacob, Tawanda and Nozi) to set up individual goals and the goals they agreed on where on R500 000 sales revenue, 10% new customers, average deal size and customer retention. The Sales Manager then scheduled to sit with each of the sales representatives twice a year in June and December to discuss actual performance against the set goals. For June 2021, Thabani positioned the sales representatives according to performance as follow:

Name	Position
Sally	1
Nozi	2
Jacob	3
Vuyo	4
Tawanda	5

He then had a meeting with each of the Sales Representatives to discuss their performance. The majority of the Sales Representative were not happy with their positions as they did not understand how the qualitative goals were used to assess them and the males felt that the Sales Manager favoured Sally because she was a woman and attractive.

0. 1. Manyathi (Pvt) Ltd has a performance management system in place. Which of the following statements describes the results of a good performance management system?
1. employee engagement
2. increase in staff turnover
3. employee retention
4. increased absenteeism
5. improved production

1. ii, iv
2. i, iii, iv
3. v, ii, i
4. i, iii, v

0. 2. Thabani, the Sales Manager for Manyathi (Pvt) Ltd sits with each Sales Representative twice a year, to discuss each Sales Representatives actual performance against set objective. Which component of the performance management process does this refer to?
1. Performance appraisal
2. Management and coaching
3. Recognition and reward
4. Planning

0. 3. The Sales Representatives at Manyathi (Pvt) Ltd were not happy with the performance process results. Which of the following could be done by the Sales Manager to ensure a fair and equitable performance management process?
1. Must not share ratings with all sales staff.
2. Have multiple feedback from different people
3. Employees must not be allowed to share their thoughts regarding the process.
4. The focus must only be on the bad performers.

0. 4. There is a visible barrier to effective performance management at Manyathi (Pvt) Ltd. Which of the following is a barrier to the performance management process at the organisation?
1. Poor design of the system
2. Lack of leadership support
3. Inadequate focus on procedural justice elements
4. The process serve too many purposes.

0. 5. Manyathi (Pvt) Limited incorporates performance appraisal to its performance management process. Which of the following statements differentiates performance management from performance appraisal?
1. Performance management focuses on evaluation
2. In performance management, feedback occurs primarily in the formal review meeting.
3. Performance management is an ongoing daily process
4. Performance management is aligned with organisational goals and objectives
5. In performance management, forms are designed to evaluate and rank employees.

1. i, iv, v
2. iii, iv
3. i, ii, iii, v
4. i, iv

0. 6. Several appraisal methods can be used to evaluate employees performance. Which appraisal method is Thabani using to evaluate the performance of the Sales Representatives?
1. Paired comparison
2. Critical incident
3. Forced distribution
4. Ranking
   7. Which appraisal method can Thabani use to evaluate employees by comparing them against each other?

1. Paired comparison
2. Self-appraisal
3. Assessment centres
4. Essay method

0. 8. Thabani identified Vuyo and Tawanda as poor-performing employees. Which of the following approaches would be appropriate for managing the poor performing employees?
1. Dismiss them for poor performance
2. Identify the reasons for poor performance
3. Decrease the employees salary

Withhold rewards and recognition