PERFORMANCE APPRAISAL

How does performance management contribute to leadership development?

• By discouraging teamwork

• By discouraging teamwork

• By ensuring task completion only

• By providing an approach to leading and developing people

What is a key objective of performance management?

• Micromanagement

• Establishing shared understanding

• Isolating team members

• Avoiding feedback

What is the main focus of performance management?

• Setting individual and team goals

• Reviewing and assessing progress

• Developing knowledge, skills, and abilities

• Improving performance within an agreed framework

What does performance management involve?

• Setting goals only

• Reviewing progress only

• Developing knowledge, skills, and abilities only

• Setting goals, reviewing progress, and developing knowledge, skills, and abilities

What is a key characteristic of performance management as a continuous process?

• It is a one-time activity

• It is aimed at maintaining current performance levels

• It involves ongoing goal setting and observation of performance

• It requires minimal involvement of employees

Why is alignment with strategic goals important in performance management?

• To limit employee activities and outputs

• To help the organization gain competitive advantage

• To ensure organizational compliance with regulations

• To create barriers between employee performance and organizational goals

What is the fundamental proposition of performance management?

• Employees should meet expectations without understanding them

• Employees' attitudes and values should not be considered

• When employees understand expectations and participate in forming them

• Attitudes, values, and approaches of management and employees should remain unchanged

Which principle of PM emphasizes the involvement of employees in its design and implementation, as outlined by Strebler et al. (2001)?

• Clear aims and measurable success criteria on development

• Focus on development, not pay

• Procedural fairness

• Role clarity and performance improvement

According to Strebler et al. (2001), what is a fundamental aspect of Performance Management (PM)?

• Continuous improvement strategies

• Reactive management techniques

• Ambiguous goal setting

• Clear aims and measurable success criteria

What do Armstrong & Baron (2004) consider Performance Management (PM) to be primarily about?

• Managing paperwork efficiently

• Achieving visible improvements in performance

• Monitoring corporate purpose and values

• Managing people effectively