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Medical Language Accelerated2nd EditionAndrew Cavanagh, Steven Jones 568 solutions About Us McqMate.com is an educational platform, Which is developed BY STUDENTS, FOR STUDENTS, The only objective of our platform is to assist fellow students in preparing for exams and in their Studies throughout their Academic career. » We provide you study material i.e. PDF's for offline use. Q2: SMART goals are best described as ________. A) specific, measurable, attainable, relevant, and timely B) straightforward, meaningful, accessible, real, and tested C) strategic, moderate, achievable, relevant, and timely D) specific, measurable, achievable, relevant, and tested E) supportive, meaningful, attainable, real, and timely 1803) Which of the following is NOT one of the recommended guidelines for setting effectiveemployee goals?A) assigning specific goalsB) assigning measurable goalsC) assigning challenging but doable goalsD) administering consequences for failure to meet goalsE) encouraging employees to participate in setting goalsAnswer:DExplanation: Effective goals should be specific, measurable, attainable, relevant, and timely.Goals should be challenging but doable, and employee participation should be encouraged.Giving consequences for failing to meet goals is not recommended and unlikely to motivateemployees.Diff: 2Page Ref: 307Chapter:9Objective:2Skill:Concept4) SMART goals are best described as ________.A) specific, measurable, attainable, relevant, and timelyB) straightforward, meaningful, accessible, real, and testedC) strategic, moderate, achievable, relevant, and timelyD) specific, measurable, achievable, relevant, and testedE) supportive, meaningful, attainable, real, and timelyAnswer:AExplanation: The acronym SMART stands for specific, measurable, attainable, relevant, andtimely.Diff: 1Page Ref: 307Chapter:9Objective:2Skill:Concept5) All of the following are reasons for appraising an employee's performance EXCEPT________.A) assisting with career planningB) correcting any work-related deficienciesC) creating an organizational strategy mapD) determining appropriate salary and bonusesE) making decisions about promotionsAnswer:CExplanation: Most employers still base pay and promotional decisions on the employee'sappraisal. Appraisals also lets the boss and subordinate develop a plan for correcting anydeficiencies, and serve a useful career planning purpose. Creating a strategy map is not a likelypurpose for conducting a performance appraisal.Diff: 3Page Ref: 308Chapter:9Objective:2Skill:Concept What is the primary purpose of a performance appraisal system?They provide individuals with feedback on their job performance, ensuring that employees are managing and meeting the goals expected of them and giving them guidance on how to reach those goals if they fall short.
What is the importance of feedback in performance appraisal?Effective and timely feedback is a critical component of a successful performance management program and should be used in conjunction with setting performance goals. If effective feedback is given to employees on their progress towards their goals, employee performance will improve.
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The primary purpose of providing employees with feedback during a performance appraisal
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