Question 1

Match the following:
-360-degree feedback

Accepted Answer

A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance 
A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance

Question 2

A relatively structured performance management technique that identifies financial and nonfinancial performance measures and organizes them into a single model is called

Accepted Answer

A) 360-degree feedback. 
B) forced distribution.. 
C) paired comparison. 
D) the balance scorecard.. 
E) ranking method. 
A) 360-degree feedback. 
B) forced distribution.. 
C) paired comparison. 
D) the balance scorecard.. 
E) ranking method.

Question 3

For difficult goals to motivate behavior, they must be set at a highest unachievable level so that employees work really hard and improve their performance and in turn organizational outcomes.

Accepted Answer

A) True 
 B)False

Question 4

Ellen is an external manager at City Place Coffee. She has only limited knowledge of her employee's performance. What can Ellen do to avoid measurement problems?

Accepted Answer

A) Prevent the employee from working with the supervisor in the appraisal 
B) Avoid allowing employees to evaluate themselves 
C) Use a multiple-rater system 
D) Perform the evaluation with the information currently available to the supervisor 
E) Plan training programs to improve observation and categorization skills 
A) Prevent the employee from working with the supervisor in the appraisal 
B) Avoid allowing employees to evaluate themselves 
C) Use a multiple-rater system 
D) Perform the evaluation with the information currently available to the supervisor 
E) Plan training programs to improve observation and categorization skills

Question 5

For evaluating individual performance, one of the most popular methods involves

Accepted Answer

A) graphic rating scales. 
B) bell curve ratings. 
C) forced distributions. 
D) rankings. 
E) paired comparisons. 
A) graphic rating scales. 
B) bell curve ratings. 
C) forced distributions. 
D) rankings. 
E) paired comparisons.

Question 6

A performance management system comprises the processes and activities involved in performance appraisals.

Accepted Answer

A) True 
 B)False

Question 7

Discuss the various uses for performance measurement information. Which do you think performance measurement information is best suited for? List your reasons.

Accepted Answer

Performance measurement information can

Question 8

Two of the most important issues regarding how to conduct a performance appraisal are

Accepted Answer

A) whether the appraiser takes a judgmental or developmental orientation and whether pay is linked to performance. 
B) where the appraisal takes place and who is present at the time. 
C) who does the appraisal and the frequency of the appraisal. 
D) how long the appraisal lasts and how often it occurs. 
E) whether the appraisal uses past or current information and whether one or many raters are used. 
A) whether the appraiser takes a judgmental or developmental orientation and whether pay is linked to performance. 
B) where the appraisal takes place and who is present at the time. 
C) who does the appraisal and the frequency of the appraisal. 
D) how long the appraisal lasts and how often it occurs. 
E) whether the appraisal uses past or current information and whether one or many raters are used.

Question 9

Analyze the factors that influence the decisions regarding who does the performance appraisal and at what frequency the appraisal is conducted.

Accepted Answer

There are several factors that influence

Question 10

The _____ value of a reward to an employee is its subjective and personal meaning or worth.

Accepted Answer

A) symbolic 
B) tangible 
C) surface 
D) tradeabletradable 
E) intangible 
A) symbolic 
B) tangible 
C) surface 
D) tradeabletradable 
E) intangible

Question 11

Jermaine was recently promoted to the international position based in Japan. He should understand that in a highly collectivist culture such as Japan, performance appraisals almost always need to be focused more on

Accepted Answer

A) individual effort and results. 
B) group performance and feedback. 
C) competitive analysis with coworkers. 
D) accurate collection of information. 
E) 360-degree feedback. 
A) individual effort and results. 
B) group performance and feedback. 
C) competitive analysis with coworkers. 
D) accurate collection of information. 
E) 360-degree feedback.

Question 12

Match the following:
-individual abilities and traits

Accepted Answer

A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance 
A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance

Question 13

The extent to which a person recognizes a goal as his or her own is called goal __________.

Accepted Answer

The answer of The extent to which a person recognizes...

Question 14

Match the following:
-management by objectives

Accepted Answer

A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance 
A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance

Question 15

Goals are used in organizations for two primary purposes. Goals are an effective control device and

Accepted Answer

A) means of communicating with employees. 
B) provide a useful framework for managing motivation. 
C) training tool. 
D) means of increasing individual self-efficacy. 
E) social learning mechanism. 
A) means of communicating with employees. 
B) provide a useful framework for managing motivation. 
C) training tool. 
D) means of increasing individual self-efficacy. 
E) social learning mechanism.

Question 16

Which of these defines goal specificity?

Accepted Answer

A) The extent to which a goal is challenging and requires effort 
B) Defining how a goal will affect the total organization 
C) A general "do your best" attitude 
D) Defining a general goal 
E) The clarity and precision of a goal 
A) The extent to which a goal is challenging and requires effort 
B) Defining how a goal will affect the total organization 
C) A general "do your best" attitude 
D) Defining a general goal 
E) The clarity and precision of a goal

Question 17

Match the following:
-merit pay plan

Accepted Answer

A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance 
A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance

Question 18

Goal difficulty is the clarity and precision of a goal.

Accepted Answer

A) True 
 B)False

Question 19

Match the following:
-incentive system

Accepted Answer

A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance 
A) joint goal setting 
B) skills necessary to do a job 
C) belief in ability to reach goal 
D) allocating compensation based on contributions 
E) primary use of appraisal information
F)evaluate an employee's work behaviors
G)framework for managing motivation
H)is challenging and requires effort
I)focuses on past performance
J)a desirable objective
K)organizational support
L)Edwin Locke
M)money, incentive systems, benefits
N)special privileges for selected members
O)indirect compensation
P)clarity and precision of the goals
Q)performance feedback from all sides
R)additional compensation for performance
S)results of performance
T)raises based on performance

Question 20

Describe, discuss, and give examples of the various types of incentive programs that an organization can offer its employees.

Accepted Answer

Incentive programs are a great way for o

Match the following: -360-degree feedback

A relatively structured performance management technique that identifies financial and nonfinancial performance measures and organizes them into a single model is called

For difficult goals to motivate behavior, they must be set at a highest unachievable level so that employees work really hard and improve their performance and in turn organizational outcomes.

Ellen is an external manager at City Place Coffee. She has only limited knowledge of her employee's performance. What can Ellen do to avoid measurement problems?

For evaluating individual performance, one of the most popular methods involves

A performance management system comprises the processes and activities involved in performance appraisals.

Discuss the various uses for performance measurement information. Which do you think performance measurement information is best suited for? List your reasons.

Two of the most important issues regarding how to conduct a performance appraisal are

Analyze the factors that influence the decisions regarding who does the performance appraisal and at what frequency the appraisal is conducted.

The _____ value of a reward to an employee is its subjective and personal meaning or worth.

Jermaine was recently promoted to the international position based in Japan. He should understand that in a highly collectivist culture such as Japan, performance appraisals almost always need to be focused more on

Match the following: -individual abilities and traits

The extent to which a person recognizes a goal as his or her own is called goal __________.

Match the following: -management by objectives

Goals are used in organizations for two primary purposes. Goals are an effective control device and

Which of these defines goal specificity?

Match the following: -merit pay plan

Goal difficulty is the clarity and precision of a goal.

Match the following: -incentive system

Describe, discuss, and give examples of the various types of incentive programs that an organization can offer its employees.

An Overview of Organizational Behavior

The Changing Environment of Organizations

Foundations of Individual Behavior

Motivation in Organizations

Motivating Employee Performance Through Work

Managing Stress and the Work-Life Balance

Decision Making and Problem Solving

Foundations of Interpersonal and Group Behavior

Using Teams in Organizations

Communication in Organizations

Traditional Models for Understanding Leadership

Contemporary Views of Leadership in Organizations

Power, Politics, and Organizational Justice

Conflict and Negotiation in Organizations

Organization Design

Organization Culture

Organization Change and Development

Filters

Exam 6: Motivating Employee Performance Through Rewards

Match the following: -360-degree feedback

A relatively structured performance management technique that identifies financial and nonfinancial performance measures and organizes them into a single model is called

For difficult goals to motivate behavior, they must be set at a highest unachievable level so that employees work really hard and improve their performance and in turn organizational outcomes.

Ellen is an external manager at City Place Coffee. She has only limited knowledge of her employee's performance. What can Ellen do to avoid measurement problems?

For evaluating individual performance, one of the most popular methods involves

A performance management system comprises the processes and activities involved in performance appraisals.

Discuss the various uses for performance measurement information. Which do you think performance measurement information is best suited for? List your reasons.

Two of the most important issues regarding how to conduct a performance appraisal are

Analyze the factors that influence the decisions regarding who does the performance appraisal and at what frequency the appraisal is conducted.

The _____ value of a reward to an employee is its subjective and personal meaning or worth.

Jermaine was recently promoted to the international position based in Japan. He should understand that in a highly collectivist culture such as Japan, performance appraisals almost always need to be focused more on

Match the following: -individual abilities and traits

The extent to which a person recognizes a goal as his or her own is called goal __________.

Match the following: -management by objectives

Goals are used in organizations for two primary purposes. Goals are an effective control device and

Which of these defines goal specificity?

Match the following: -merit pay plan

Goal difficulty is the clarity and precision of a goal.

Match the following: -incentive system

Describe, discuss, and give examples of the various types of incentive programs that an organization can offer its employees.

An Overview of Organizational Behavior

The Changing Environment of Organizations

Foundations of Individual Behavior

Motivation in Organizations

Motivating Employee Performance Through Work

Managing Stress and the Work-Life Balance

Decision Making and Problem Solving

Foundations of Interpersonal and Group Behavior

Using Teams in Organizations

Communication in Organizations

Traditional Models for Understanding Leadership

Contemporary Views of Leadership in Organizations

Power, Politics, and Organizational Justice

Conflict and Negotiation in Organizations

Organization Design

Organization Culture

Organization Change and Development

Filters