Exam 6: Applied Performance Practices

Which of the following practices explicitly includes self-reinforcement?

One advantage of competency-based rewards is that measuring employee competencies is mostly done through objective measurement methods.

Which of these performance-based rewards tends to create the lowest individual performance-to-outcome expectancy?

Which of these performance-based rewards tends to create the strongest psychological connection between the individual employee's work effort and the reward received?

Which of the following is NOT an individual level performance reward?

Jobs with high level of task significance provide freedom, independence, and discretion in scheduling the work, and determining the procedures to be used to complete the work.

Employees with a high degree of autonomy are more likely to engage in self-leadership.

Skill-based pay plans give an employee a higher pay rate for those days that he or she performs two or more jobs at the same time.

Job evaluations are used in which type of reward system?

Job enlargement primarily changes which of the following?

Which of these job design actions is mainly a form of job enlargement?

The more employees see a direct connection between their daily actions and the reward, the more they are motivated to improve performance.

Increasing the core job characteristics will not increase employee motivation for those who lack the required skills.

Job enlargement increases skill variety

Job enlargement increases an employee's growth needs.

Employees are empowered when they

The job characteristics model identifies five core job characteristics and three psychological states.

Competency-based rewards are expensive.

Self-leadership provides a different way of thinking about motivating employees. Briefly explain how self-leadership differs from other applied motivation practices. Then, fully describe any three elements of the self-leadership model.

Job specialization usually reduces the employee's work efficiency