Exam 6: Applied Performance Practices

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

According to the self-leadership model,positive self-talk:

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

Empowerment is known to:

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

The largest portion of most pay cheques is based on the person's membership and seniority.

Share option plans:

Companies are applying job specialization when employees are made directly responsible for specific customers and having them communicate directly with those customers.

Commissions and piece rates are examples of competency-based rewards.

A rubber recycling plant employed 150 unskilled and relatively low-paid production employees.Although employees were unhappy about their pay levels as well as noise and heat in the plant,most had high seniority because there were many other employment opportunities in the community.To motivate the workforce,the new plant manager decided to enrich the production jobs by giving them a wider variety of tasks to perform and giving them more autonomy regarding when they performed those tasks.However,rather than increase job performance,the changes resulted in more complaints from employees,higher absenteeism due to stress and a slight increase in turnover.Based on your knowledge of job design,explain why these results may have occurred.

When Adam Smith reported on how 10 pin makers working together could produce many times more pins than if they worked alone,Smith was describing the benefits of job enrichment.

When objective sources of information about an employee's performance are not available,managers should rely on a single source of subjective information about the employee's performance.

Task identity is the main job characteristic related to job enrichment.

Before meeting a new client,a salesperson visualizes the experience of meeting the person and effectively answering some of the challenging questions the client might ask.This activity is an example of:

Which of the following is LEAST likely to create an ownership culture?

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

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

Which of the following practices explicitly includes self-reinforcement?

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.Would job enlargement (combining tasks)be an effective job design strategy for employees in ABC's secretarial pool?

Self-leadership calls for employees to engage in negative self-talk to help them recognize their limitations.