Exam 6: Motivation and Performance

Research results on the job characteristics model indicate that positive job characteristics impact performance more strongly for low-growth need individuals than for high-growth need individuals.

Free

(True/False)

4.9/5

(34)

Question 1

Correct Answer:

Verified

False

Identify and define five measurement errors in performance appraisal.

Free

(Essay)

4.9/5

(37)

Question 2

Correct Answer:

Verified

Five measurement errors in performance appraisal are: 1) halo error; 2) leniency/strictness error; 3) central tendency error; 4) recency error; and 5) personal bias error. A halo error results when one person rates another person on several different dimensions and gives a similar rating for each dimension. Leniency errors occur when managers give relatively high ratings to virtually everyone under their supervision. Strictness errors occur when managers give everyone low ratings. Central tendency errors occur when managers lump everyone together around the average, or middle performance category. Recency error occurs when a rater allows recent events to influence a performance rating over earlier events. A personal bias occurs when managers display expectations and prejudices that fail to give the job-holder complete respect.

Motivation is a property of the organization; it is the organization's responsibility to guarantee that employees are motivated.

Free

(True/False)

4.9/5

(40)

Question 3

Correct Answer:

Verified

False

All of the following are core job characteristics as identified by Hackman and Oldham EXCEPT:

(Multiple Choice)

4.8/5

(45)

Question 4

When Jason rates Jamie on several different dimensions and gives a similar rating for each dimension, which of these errors has occurred?

(Multiple Choice)

4.9/5

(28)

Question 5

In the context of performance appraisal dimensions and standards, which type of measures are typically obtained from the evaluator's observation and rating?

(Multiple Choice)

4.9/5

(38)

Question 6

A critical incident diary is a particularly well suited for employee development and feedback.

(True/False)

4.9/5

(31)

Question 7

Jason works as a social worker at a local hospital. He loves his job and derives great satisfaction from feeling as though he has helped others and made a difference in the community. Jason is motivated by __________ rewards.

(Multiple Choice)

4.8/5

(32)

Question 8

Job design is the process of planning and specifying job tasks and the work arrangements through which they are accomplished.

(True/False)

4.9/5

(34)

Question 9

Flexible working hours also called flextime) give employees a daily choice in the timing of their work commitments.

(True/False)

4.9/5

(36)

Question 10

__________ rewards employees based on the entire organization's performance.

(Short Answer)

4.9/5

(28)

Question 11

__________ is a pay system that links pay and performance by giving the workers the opportunity to share in productivity gains through increased earnings.

(Multiple Choice)

4.8/5

(40)

Question 12

Organizations benefit from job sharing when they can attract talented people who would otherwise be unable to work.

(True/False)

4.8/5

(32)

Question 13

In permanent part-time work, a person works less than the standard 40-hour workweek but is considered to be a permanent member of the organization's workforce.

(True/False)

4.9/5

(27)

Question 14

Any work schedule that allows a full-time job to be completed in less than the standard five days is known as the __________.

(Short Answer)

4.8/5

(27)

Question 15

A 360 $\degree$ degree assessment is a comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the immediate work unit.

(True/False)

4.7/5

(40)

Question 16

Rankings, paired comparisons, and forced distributions are types of which performance appraisal method?

(Multiple Choice)

4.8/5

(31)

Question 17

__________ increases task variety by adding new tasks of similar difficulty to a job.

(Short Answer)

4.8/5

(36)

Question 18

__________ rewards employees based on the entire organization's performance.

(Multiple Choice)

4.8/5

(37)

Question 19

According to the integrated model of individual work motivation, a person's job performance is influenced most directly by individual attributes such as ability and experience, organizational support such as resources and technology, and effort or the willingness of someone to work hard at what they are doing.

(True/False)

4.9/5

(36)

Question 20

Showing 1 - 20 of 145

Research results on the job characteristics model indicate that positive job characteristics impact performance more strongly for low-growth need individuals than for high-growth need individuals.

Identify and define five measurement errors in performance appraisal.

Motivation is a property of the organization; it is the organization's responsibility to guarantee that employees are motivated.

All of the following are core job characteristics as identified by Hackman and Oldham EXCEPT:

When Jason rates Jamie on several different dimensions and gives a similar rating for each dimension, which of these errors has occurred?

In the context of performance appraisal dimensions and standards, which type of measures are typically obtained from the evaluator's observation and rating?

A critical incident diary is a particularly well suited for employee development and feedback.

Jason works as a social worker at a local hospital. He loves his job and derives great satisfaction from feeling as though he has helped others and made a difference in the community. Jason is motivated by __________ rewards.

Job design is the process of planning and specifying job tasks and the work arrangements through which they are accomplished.

Flexible working hours also called flextime) give employees a daily choice in the timing of their work commitments.

__________ rewards employees based on the entire organization's performance.

__________ is a pay system that links pay and performance by giving the workers the opportunity to share in productivity gains through increased earnings.

Organizations benefit from job sharing when they can attract talented people who would otherwise be unable to work.

In permanent part-time work, a person works less than the standard 40-hour workweek but is considered to be a permanent member of the organization's workforce.

Any work schedule that allows a full-time job to be completed in less than the standard five days is known as the __________.

A 360 $\degree$ degree assessment is a comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the immediate work unit.

Rankings, paired comparisons, and forced distributions are types of which performance appraisal method?

__________ increases task variety by adding new tasks of similar difficulty to a job.

__________ rewards employees based on the entire organization's performance.

Introducing Organizational Behavior

Diversity, Personality, and Values

Perception, Attribution, and Learning

Emotions, Attitudes, and Job Satisfaction

Motivation

The Nature of Teams

Teamwork and Performance

Decision Making and Creativity

Conflict and Negotiation

Communication

Power and Politics

The Leadership Process

Leadership Traits and Behavioral Styles

Organizational Culture

Organizational Structures

Filters

Exam 6: Motivation and Performance

Research results on the job characteristics model indicate that positive job characteristics impact performance more strongly for low-growth need individuals than for high-growth need individuals.

Identify and define five measurement errors in performance appraisal.

Motivation is a property of the organization; it is the organization's responsibility to guarantee that employees are motivated.

All of the following are core job characteristics as identified by Hackman and Oldham EXCEPT:

When Jason rates Jamie on several different dimensions and gives a similar rating for each dimension, which of these errors has occurred?

In the context of performance appraisal dimensions and standards, which type of measures are typically obtained from the evaluator's observation and rating?

A critical incident diary is a particularly well suited for employee development and feedback.

Jason works as a social worker at a local hospital. He loves his job and derives great satisfaction from feeling as though he has helped others and made a difference in the community. Jason is motivated by __________ rewards.

Job design is the process of planning and specifying job tasks and the work arrangements through which they are accomplished.

Flexible working hours also called flextime) give employees a daily choice in the timing of their work commitments.

__________ rewards employees based on the entire organization's performance.

__________ is a pay system that links pay and performance by giving the workers the opportunity to share in productivity gains through increased earnings.

Organizations benefit from job sharing when they can attract talented people who would otherwise be unable to work.

In permanent part-time work, a person works less than the standard 40-hour workweek but is considered to be a permanent member of the organization's workforce.

Any work schedule that allows a full-time job to be completed in less than the standard five days is known as the __________.

A 360 °\degree° degree assessment is a comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the immediate work unit.

Rankings, paired comparisons, and forced distributions are types of which performance appraisal method?

__________ increases task variety by adding new tasks of similar difficulty to a job.

__________ rewards employees based on the entire organization's performance.

Introducing Organizational Behavior

Diversity, Personality, and Values

Perception, Attribution, and Learning

Emotions, Attitudes, and Job Satisfaction

Motivation

The Nature of Teams

Teamwork and Performance

Decision Making and Creativity

Conflict and Negotiation

Communication

Power and Politics

The Leadership Process

Leadership Traits and Behavioral Styles

Organizational Culture

Organizational Structures

Filters

A 360 $\degree$ degree assessment is a comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the immediate work unit.