Exam 6: Learning and Performance Management

The 360-degree feedback method provides a well-rounded view of performance from superiors, peers, followers, and customers.

Which of the following is true of individual reward systems?

Which of the following statements is true of measurable, quantitative goals?

The behaviorist approach to learning assumes that:

Explain planning and evaluation components in goal-setting programs.

Poor performance may also stem from an employee's displaced anger or conflict with the organization or supervisor.

Briefly distinguish between positive and negative reinforcement with the help of a job-related example.

In the context of Kelley's attribution theory, briefly explain internal and external attributions.

In the context of performance feedback, supervisors should start performance feedback sessions with:

In the context of Kelley's attribution theory, briefly describe the informational cues based on which attributions are made.

Discuss the demerits of the notion of entitlement.

Which of the following is true of goal setting?

The first step in the performance management process is:

Reward and punishment decisions solely affect the people receiving the consequence.

Discuss how to conduct effective feedback sessions.

In the context of goal setting, which of the following statements is true of time-bound goals?

Thorndike's law of effect states that:

Mentor relationships go through four phases: initiation, cultivation, separation, and redefinition.

Punishment is a strategy to cultivate desirable behavior by either bestowing positive consequences or withholding negative ones.

In the context of performance appraisal, _____ occurs from inaccurate definition of the expected job performance.