Question 1

Match the following:
-Performance Appraisal

Accepted Answer

A) Task accomplishment. 
B) Evaluation of employee behavior. 
C) Consistency of rating across time and/or people doing the rating. 
D) Accurate definition of job performance. 
E) Information provided to employee about his/her performance. 
A) Task accomplishment. 
B) Evaluation of employee behavior. 
C) Consistency of rating across time and/or people doing the rating. 
D) Accurate definition of job performance. 
E) Information provided to employee about his/her performance. B

Question 2

Match the following:
-Pay for Knowledge

Accepted Answer

A) Generally a two-person working relationship in which one is guiding the other. 
B) A work situation where the employee expects one or more performance level. 
C) Job pay set according to training and what the employee knows. 
D) A reference or judgment concerning an employee's behavior. 
E) A benefit for successful job performance. 
A) Generally a two-person working relationship in which one is guiding the other. 
B) A work situation where the employee expects one or more performance level. 
C) Job pay set according to training and what the employee knows. 
D) A reference or judgment concerning an employee's behavior. 
E) A benefit for successful job performance. C

Question 3

Individual (or employee) goal setting should precede organizational goal setting.

Accepted Answer

A) True 
 B)False  False

Question 4

Match the following:
-Sensor

Accepted Answer

A) Individual who prefers analysis of data and logical explanation of problems. 
B) A theory of learning that focuses on observation of others and modeling. 
C) Individual who prefers specific empirical data and look for practical applications. 
D) Process of specifying desired results. 
E) A performance-planning and goal-setting program that focuses on the supervisor-employee relationship. 
A) Individual who prefers analysis of data and logical explanation of problems. 
B) A theory of learning that focuses on observation of others and modeling. 
C) Individual who prefers specific empirical data and look for practical applications. 
D) Process of specifying desired results. 
E) A performance-planning and goal-setting program that focuses on the supervisor-employee relationship.

Question 5

The most effective incentives celebrate the single individual rather than the team's collective accomplishments.

Accepted Answer

A) True 
 B)False

Question 6

The process of defining, measuring, appraising, providing feedback on, and improving performance is called:

Accepted Answer

A)  MBO (Management by Objectives) 
B)  a control system 
C)  performance management 
D)  performance appraisal 
A)  MBO (Management by Objectives) 
B)  a control system 
C)  performance management 
D)  performance appraisal

Question 7

The evaluation of a medical doctor's performance on interpersonal skills to complement necessary technical diagnostic and treatment skills reflects which characteristic of performance?

Accepted Answer

A) the qualitative and quantitative dimensions of performance 
B) the multidimensional nature of performance in most work settings 
C) the importance of setting difficult but achievable goals 
D) the need to be specific in setting goals 
A) the qualitative and quantitative dimensions of performance 
B) the multidimensional nature of performance in most work settings 
C) the importance of setting difficult but achievable goals 
D) the need to be specific in setting goals

Question 8

The process of establishing desired results that guide and direct behavior is known as:

Accepted Answer

A) motivation 
B) goal setting 
C) outcome instrumentality 
D) establishing input/output equity perceptions 
A) motivation 
B) goal setting 
C) outcome instrumentality 
D) establishing input/output equity perceptions

Question 9

Assume you supervise a group of outside sales representatives.What reinforcement schedule will likely produce the highest level of sales performance?

Accepted Answer

A) continuous 
B) variable ratio 
C) fixed interval 
D) variable interval 
A) continuous 
B) variable ratio 
C) fixed interval 
D) variable interval

Question 10

Which of the following is NOT considered to be one of the four sources of task-specific self-efficacy critical to the social learning theory of Albert Bandura?

Accepted Answer

A) prior experiences 
B) witnessing the success of others 
C) intelligence quotient 
D) assessment of current physical and emotional capabilities 
A) prior experiences 
B) witnessing the success of others 
C) intelligence quotient 
D) assessment of current physical and emotional capabilities

Question 11

A three-day unpaid suspension for excessive tardiness is a negative reinforcement for an employee.

Accepted Answer

A) True 
 B)False

Question 12

Assume you are the manager of a men's clothing department in a large department store.Thirteen sales associates report to you; all of them are experienced.Within the past week, two customers have complained about Ellen who is the sales associate in the tie and fragrance section.No other complaints have been received concerning other sales associates.Ellen had never received complaints when she worked in other sections.Ellen has worked in the tie and fragrance section only one other time and that was only for a few days.According to Kelley's informational cues, this is a:

Accepted Answer

A) low consensus situation 
B) low distinctiveness situation 
C) high consistency situation 
D) combination of high consensus and high distinctiveness 
A) low consensus situation 
B) low distinctiveness situation 
C) high consistency situation 
D) combination of high consensus and high distinctiveness

Question 13

Which of the following individual performance problems is most difficult to remedy?

Accepted Answer

A) failure to follow the correct steps of setting up and operating a machine 
B) failure to meet a deadline because of schedule change 
C) placement of an employee in a job for which she was not qualified 
D) slow and below-standard output when the employee is qualified and capable but not adequately motivated 
A) failure to follow the correct steps of setting up and operating a machine 
B) failure to meet a deadline because of schedule change 
C) placement of an employee in a job for which she was not qualified 
D) slow and below-standard output when the employee is qualified and capable but not adequately motivated

Question 14

Which of the following has not been shown to moderate the relationship between goal difficulty and task performance?

Accepted Answer

A) goal commitment 
B) effective performance feedback 
C) low self monitor 
D) required skills and abilities 
A) goal commitment 
B) effective performance feedback 
C) low self monitor 
D) required skills and abilities

Question 15

A manager who reduces an employee's pay if the employee comes to work late and refrains from doing so when the employee is on time has:

Accepted Answer

A) positively reinforced the employee's on-time behavior 
B) negatively reinforced the employee's on-time behavior 
C) utilized extinction to reduce the undesirable behavior 
D) none of these 
A) positively reinforced the employee's on-time behavior 
B) negatively reinforced the employee's on-time behavior 
C) utilized extinction to reduce the undesirable behavior 
D) none of these

Question 16

An important intermediate step between goal acceptance and goal accomplishment is:

Accepted Answer

A) behavior/reward contingencies 
B) goal clarity 
C) goal commitment 
D) goal specificity 
A) behavior/reward contingencies 
B) goal clarity 
C) goal commitment 
D) goal specificity

Question 17

Match the following:
-Reliability

Accepted Answer

A) Task accomplishment. 
B) Evaluation of employee behavior. 
C) Consistency of rating across time and/or people doing the rating. 
D) Accurate definition of job performance. 
E) Information provided to employee about his/her performance. 
A) Task accomplishment. 
B) Evaluation of employee behavior. 
C) Consistency of rating across time and/or people doing the rating. 
D) Accurate definition of job performance. 
E) Information provided to employee about his/her performance.

Question 18

Which of the following is a form of operant conditioning?

Accepted Answer

A) expectancy theory 
B) the expectation-performance-reward-satisfaction chain 
C) the attempt by a supervisor to satisfy higher order needs of employees through participation 
D) organizational behavior modification 
A) expectancy theory 
B) the expectation-performance-reward-satisfaction chain 
C) the attempt by a supervisor to satisfy higher order needs of employees through participation 
D) organizational behavior modification

Question 19

Match the following:
-Thinker

Accepted Answer

A) Individual who prefers analysis of data and logical explanation of problems. 
B) A theory of learning that focuses on observation of others and modeling. 
C) Individual who prefers specific empirical data and look for practical applications. 
D) Process of specifying desired results. 
E) A performance-planning and goal-setting program that focuses on the supervisor-employee relationship. 
A) Individual who prefers analysis of data and logical explanation of problems. 
B) A theory of learning that focuses on observation of others and modeling. 
C) Individual who prefers specific empirical data and look for practical applications. 
D) Process of specifying desired results. 
E) A performance-planning and goal-setting program that focuses on the supervisor-employee relationship.

Question 20

Modifying behavior so that a conditioned stimulus is paired with an unconditioned stimulus and elicits an unconditioned response defines:

Accepted Answer

A) operant conditioning 
B) classical conditioning 
C) reinforcement 
D) learning 
A) operant conditioning 
B) classical conditioning 
C) reinforcement 
D) learning

Match the following: -Performance Appraisal

Match the following: -Pay for Knowledge

Individual (or employee) goal setting should precede organizational goal setting.

Match the following: -Sensor

The most effective incentives celebrate the single individual rather than the team's collective accomplishments.

The process of defining, measuring, appraising, providing feedback on, and improving performance is called:

The evaluation of a medical doctor's performance on interpersonal skills to complement necessary technical diagnostic and treatment skills reflects which characteristic of performance?

The process of establishing desired results that guide and direct behavior is known as:

Assume you supervise a group of outside sales representatives.What reinforcement schedule will likely produce the highest level of sales performance?

Which of the following is NOT considered to be one of the four sources of task-specific self-efficacy critical to the social learning theory of Albert Bandura?

A three-day unpaid suspension for excessive tardiness is a negative reinforcement for an employee.

Which of the following individual performance problems is most difficult to remedy?

Which of the following has not been shown to moderate the relationship between goal difficulty and task performance?

A manager who reduces an employee's pay if the employee comes to work late and refrains from doing so when the employee is on time has:

An important intermediate step between goal acceptance and goal accomplishment is:

Match the following: -Reliability

Which of the following is a form of operant conditioning?

Match the following: -Thinker

Modifying behavior so that a conditioned stimulus is paired with an unconditioned stimulus and elicits an unconditioned response defines:

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Career Management

Managing Change

Filters

Exam 6: Learning and Performance Management

Match the following: -Performance Appraisal

Match the following: -Pay for Knowledge

Individual (or employee) goal setting should precede organizational goal setting.

Match the following: -Sensor

The most effective incentives celebrate the single individual rather than the team's collective accomplishments.

The process of defining, measuring, appraising, providing feedback on, and improving performance is called:

The evaluation of a medical doctor's performance on interpersonal skills to complement necessary technical diagnostic and treatment skills reflects which characteristic of performance?

The process of establishing desired results that guide and direct behavior is known as:

Assume you supervise a group of outside sales representatives.What reinforcement schedule will likely produce the highest level of sales performance?

Which of the following is NOT considered to be one of the four sources of task-specific self-efficacy critical to the social learning theory of Albert Bandura?

A three-day unpaid suspension for excessive tardiness is a negative reinforcement for an employee.

Which of the following individual performance problems is most difficult to remedy?

Which of the following has not been shown to moderate the relationship between goal difficulty and task performance?

A manager who reduces an employee's pay if the employee comes to work late and refrains from doing so when the employee is on time has:

An important intermediate step between goal acceptance and goal accomplishment is:

Match the following: -Reliability

Which of the following is a form of operant conditioning?

Match the following: -Thinker

Modifying behavior so that a conditioned stimulus is paired with an unconditioned stimulus and elicits an unconditioned response defines:

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Career Management

Managing Change

Filters