The question asks for a management process enabling top management to understand supervisor performance, detect employee issues, and implement necessary changes.
Diagnosing Supervisor Management Styles
The process that directly facilitates this is Upward feedback.
- What it is: Upward feedback involves collecting anonymous or identified feedback from subordinates regarding their direct supervisors' performance and management style.
- How it helps:
- Diagnose Styles: Top management gains insights into how supervisors are perceived by their teams.
- Identify Problems: It highlights potential issues or conflicts between supervisors and employees.
- Corrective Action: This feedback provides a basis for targeted training or intervention for supervisors.
Why Other Options Are Less Suitable
- MBO (Management by Objectives): Focuses on setting specific goals and measuring performance against them. It doesn't inherently involve subordinate feedback on supervisory style.
- Strategic Performance Appraisal: Typically evaluates employee performance relative to organizational strategy, not directly assessing supervisor management styles via subordinate feedback.
- Organization Development (OD): A broader field aiming to improve organizational effectiveness. While upward feedback can be a tool within OD, OD itself is not specifically this feedback mechanism.
Therefore, Upward feedback is the specific process designed for the scenario described.
Important Questions from Performance Management
Which one of the following performance appraisal methods prevents supervisors from rating all or most employees "satisfactory" or "high"?
For performance assessment of employees, "helping to meet legal requirements" is the application of which one of the following ?
Match the items of List - II with the items of List - I pertaining to the ranking methods used in performance management systems ; and select the code of correct matching.
List – I
(Ranking methods)
List – II
(Methodology)
(a)
Simple ranking
(i)
Based on overall performance.
(b)
Alternation ranking
(ii)
Ends up with predetermined number
of people in each group.(c)
Paired comparison
(iii)
Based on particular trait only for
quantity/quality of work.(d)
Forced distribution
(iv)
Based on a trait or a set of trait and
avoids central tendency.Which of the following code represents the full form of the term “BARS” in performance management systems ?
Which of the following attributes are true in systems approach to performance appraisal?
A. Low degree of formality.
B. Occasional appraisal frequency.
C. Individual-oriented reward practices.
D. Facilitative leadership practices.
E. Problem solving as primary goal.
Choose the most appropriate answer from the options given below:
