Exam 14: Managing and Enhancing Performance: The Big Picture

Futurekids is a Los Angeles-based educational technology firm that provides professional development training for teachers. What is a benefit that Futurekids' clients are likely to experience?

Under her employer's incentive pay system, Vicky's team sells the most real estate and wins a trip to Hawaii. Which is one negative consequence for Vicky and her team?

In describing the preparation done by individuals who desire to become a professional plumber, one website says, "It is 90% on-the-job and 10% classroom training." What type of program is this website describing?

At Ernst & Young professional services firm, accountants undergo hundreds of hours of training. One form of training is material that is presented online as part of a virtual "booklet" with self-assessments conducted by the trainee at his or her own pace. This type of training is called

Flexible work hour plans allow employees to plan when they report to and leave work.

Consider the job of cashier in a supermarket. How could a supermarket manager use the job characteristics approach to improve the design of the cashier position?

Which training method involves performing a job in a situation closely simulating the actual work environment?

On Monday, Tonio reviews and files patient charts. On Tuesday, he collects lab specimens from patients. On Wednesday, he enters lab results into the computer. On Thursday, he collects specimens again. On Friday, he completes insurance paperwork. Tonio's employer is using job

Scenario 14.1 John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot. The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed. -Refer to Scenario 14.1. Mr. Welk is analyzing the strengths and weaknesses, skill levels, and motivation of his current machine operators. What is Mr. Welk doing?

Incentive compensation is one of the oldest forms of performance-based rewards.

Needs analysis information may be effectively gathered from all of the following sources EXCEPT

Which of the following would NOT be a method of improving the performance feedback process?

Under which type of incentive compensation system does the organization pay an employee a certain amount of money for each unit of output he or she produces?

What is the fundamental goal of training and development? Explain how training helps organizations to achieve that goal. Explain how development aids in achieving that goal.

Under which circumstances would flexible work hour programs be less feasible for an organization?

Training focuses more readily on building an employee's skills to match the current job situation.

Eugenie used to sew pockets on shirts. Now, she sews an entire shirt. Eugenie's employer is increasing the ____ of her job.

One method for improving performance feedback is to provide more of it during regular feedback interviews.

The first step in assessing training and development needs involves setting training and development goals.

The ____ approach is an alternative to job specialization that considers the work conditions and employee desires.