Exam 7: Motivation: Goal Setting and Reward Programs

According to the Across Cultures Competency: Hewlett-Packard,Bonnie Nixon-Gardiner started a training program to teach Chinese suppliers how to _____.

Profit-sharing programs are seldom used in Japan.

Goals are the past or present outcomes or results that individuals and groups achieved.

Factors that moderate the strength of the relationship between goals and performance include all of the following except:

For performance based-reward systems to work,leaders need to link rewards to performance and set a measurement system in place that measures the behaviors that lead to effectiveness.

A management system that uses goal difficulty and goal clarity as its foundation for motivating employees is called management by goals (MBG).

Describe the factors that influence the ability of rewards to motivate individuals or a team to high performance.Give an example from your own experience of a reward you have received and characterize it as motivational or not motivational as examined by the key factors.

The ability of rewards to motivate individuals or a team to high performance depends on all of the following factors except:

All of the following conditions must come together for managers to gain the benefits of a goal-setting program except:

According to the Across Cultures Competency: Hewlett-Packard,The plant manager at one of HP's China plants described dealing with Nixon-Gardiner in this way: "______"

The most common outcome of severe job dissatisfaction is defiance (refusing to do what is asked)

In collectivist cultures,flexible benefit programs are often used.

In Learning from Experience: Enterprise Rent-A-Car,Enterprise is now run by___,the company's first female president.

One of the limitations to goal setting is that it can lead to major problems when it rewards the wrong behaviors.

The two attributes of goals necessary for an organization to achieve success are goal difficulty and ____.

Goals may improve performance because goals make clear that rewards will occur with effort.

The goal-setting process is one of the most important motivational tools for affecting the performance of employees in organizations.

The six factors on which the ability of rewards to motivate individuals or a team to high performance are availability,timeliness,performance contingency,durability,equity,and visibility.

The definition of goal setting is a process of making accomplishments,regardless of whether those were specified before hand or not.

Particularly important in determining the level of challenge experienced by a person are two key attributes of goals: goal difficulty and goal clarity.