1. ted, Eric's supervisor, needs to set up a performance appraisal for Eric. ted is gathering documentation and reviewing his calendar for availability. which step is this in the performance appraisal process.
A. scheduling the appraisal in advance
B.Creating a supportive environment
C.describing the appraisal purpose involving the employee
D.involving the employee in the process
2. Feline, a supervisor, is conducting a performance appraisal for her employee. Of the following steps in the performance appraisal process, which comes first?
A.giving both positive and negative feedback
B.creating a supportive environment
C.involving the employee in the process
D.describing the appraisal purpose
3. Connie is counseling her employee Karen about poor work performance. Karen is explaining what is causing her poor performance. With which step of the counseling process are they engaged?
A.listening to the employee
B.identifying to the employee
C.clarifying alternatives
D. agreeing on an action plan
4. to be effective, work duties and exceptions should be expressed to an employee.
A. immediately before the employee
B. after the employee is terminated
C.during a performance appraisal
D. at the beginning of employment
5. Larry has an employee who is not performing well, so he schedules time to counsel the employee. what is the first step when counseling an employee.
A.listen to the employee
B.clarify the know alternatives
C.during a performance appraisal
D.come to a resolution
6. By supplementing supervisory appraisals with peer evaluation, a supervisor can be the appraisal process.
A.more accurate.
B.less accurate.
C.more time-consuming
D.prejudiced
7. During a low sales quarter, John met with a disgruntled client and was able to reconcile the relationship, boosting her department's profits. During the annual performance review, John's boss uses this event as an example of a(n)
A. adjective scale.
B.critical incident
C.behavioral rating
D. checklist event
8. Paul is in a performance appraisal meeting with his supervisor ted. Ted is about to wrap up the performance appraisal. which step comes at the end of the performance appraisal process?
A. supporting your evaluation with examples
B.generating a development plan
C.giving positive and negative feedback
D.ensuring that employees understand
Shut up
Stream plan b by megan thee stallion
1. The step described in the scenario is A. scheduling the appraisal in advance. To set up a performance appraisal, it is important to schedule the appraisal in advance to ensure that both the supervisor and the employee have enough time to prepare and gather necessary documentation.
2. The first step in the performance appraisal process is D. describing the appraisal purpose. Before conducting a performance appraisal, it is crucial to clearly explain the purpose of the appraisal to the employee. This helps them understand what will be evaluated and why.
3. The step they are engaged in is A. listening to the employee. In the counseling process, active listening is essential to understand the employee's perspective and the factors contributing to their poor performance. By listening attentively, Connie can gain insight into Karen's concerns and challenges.
4. The answer is D. at the beginning of employment. Work duties and expectations should be expressed to an employee at the beginning of their employment. This helps set clear expectations and ensures that the employee understands their role and responsibilities from the start.
5. The first step when counseling an employee is A. listen to the employee. It is important to give the employee an opportunity to express their concerns, perspective, and reasons for their performance issues. Active listening allows the supervisor to understand the employee's viewpoint and builds trust and rapport.
6. By supplementing supervisory appraisals with peer evaluation, a supervisor can make the appraisal process A. more accurate. Peer evaluations can provide additional perspectives and insights into an employee's performance. This can help create a more comprehensive and well-rounded assessment of an employee's abilities and contributions.
7. The event described is an example of a B. critical incident. A critical incident is a specific event or behavior that stands out as exceptional, either positively or negatively, and is used as an example during a performance review. In this case, John's successful reconciliation with the disgruntled client is used as a positive example.
8. The step that comes at the end of the performance appraisal process is B. generating a development plan. After the performance appraisal, it is important to create a development plan that outlines specific actions and strategies to help the employee improve their performance and achieve their goals. This plan serves as a roadmap for their professional growth and development.
Good grief!! An entire test and not a thought of your own?
Someone here might be able to check what YOU THINK if you post YOUR answers.