Exam 10: Pay for Performance: Performance Appraisal and Plan Design

According to the theory of motivation, challenging performance targets influence greater intensity and duration in employee performance.

According to Maslow's Hierarchy of Needs theory, higher-order needs motivate even if lower-order needs are not met.

According to the reinforcement theory of motivation, rewards do not affect performance.

Discuss the two types of motivation theories.

Turnover is much higher for poor performers:

Which of the following errors means consistently rating someone higher than is deserved?

A low incentive component is appropriate in organizations with highly variable annual performance.

refers to a ranking process that forces raters to make ranking judgments about discrete pairs of people.

Which of the following wage components refers to wage increase granted regardless of performance?

Which of the following is an essential feature of Maslow's theory?

__________error in the performance appraisal process rates all employees as average.

theory of motivation states that employees and management/owners both will act opportunistically to obtain the most favourable exchange possible.

Operationally, the key to designing a pay-for-performance plan rests in setting performance standards.

Discuss the issue between merit pay and employee performance.

What are the two common elements in the various rating formats?

What is a pay-for-performance plan?

List some common errors in the appraisal process.

According to Herzberg's Two-Factor theory, __________factors prevent behaviours in their absence, but cannot motivate performance in their presence.

What type of performance appraisal method includes feedback from up to five sources: supervisor, peers, self, customers, and subordinates?

The actual appraisal process should provide coaching and suggestions for improving future performance.