Exam 6: Applied Performance Practices

The problem with membership and seniority-based rewards is that:

Which of the following is NOT explicitly identified as a component of self-leadership?

One problem with empowerment is that it tends to make employees less responsive to the company's needs and objectives.

Mental imagery helps employees to

A job in which employees are able to complete something from beginning to end or there is a visible outcome of the work is called:

The level of work quality tends to increase with the level of job specialization.

Gainsharing plans tend to

ClamCo, a large energy company, was once a bureaucratic organization that valued long service and promotions through a steep hierarchy. After several years of difficult change, it is now a much flatter organization that places more responsibility with self-directed work teams. Explain what changes ClamCo probably made (or should have made) to align its reward system with this new corporate philosophy.

The extent of a person's self-leadership is dependent on ________ and ________ factors

Which of the following team rewards motivate team members to reduce costs and increase labour efficiency in their work process?

Performance-based rewards have been criticized on the grounds that

Which of the following explicitly considers the work unit's cost savings and productivity improvement?

One problem with linking rewards to job performance is that managers rely on different criteria when estimating employee performance levels.

According to the job characteristics model, experienced meaningfulness increases with the level of job feedback.

Self-leadership borrows ideas from social cognitive theory and research in sports psychology on constructive thought processes.

Which of the following explicitly measures a composite of financial, customer, internal processes, and employee factors to reward executive performance?

Which of the following are potential problems with performance-based pay plans?

Occurs when employees experience self-determination, meaning, competence, and impact regarding their role in the organization.

ABC Ltd. has a large secretarial pool on the third floor of company headquarters where professional and lower-level managers have their reports and other documents word-processed. The tasks are received by the secretarial pool coordinator and assigned randomly (on an availability basis) to secretaries in the pool. The secretaries often do not know the managers or professionals for whom the word-processing assignment is being completed. They rarely find out about the quality of their work because revisions are often sent to other secretaries in the pool due to the rotating work assignment system. Some assignments involve simple word-processing while others require complex formatting using more sophisticated word-processing software. Some secretaries don't mind working in the pool, but most are there because it represents the entry-level secretarial position. They resent the lack of control over work assignments and look forward to being transferred to other secretarial jobs in the firm where there is more freedom to schedule their own work activities. Turnover in the pool is much higher than for other support staff at ABC Ltd. What job design strategy would you recommend to improve employee effectiveness in ABC's secretarial pool?

Which of the following tends to create an ''ownership culture'' and align employee behaviours more closely to organizational objectives?