Question 1

All of the following show how setting difficult goals motivates individuals to achieve high performance EXCEPT

Accepted Answer

A)  difficult but achievable goals prompt employees to concentrate on achievement of the goals. 
B)  difficult goals motivate employees to spend lots of time and effort on developing methods for achieving them. 
C)  difficult goals increase employees' persistence in trying to achieve them. 
D)  difficult goals encourage employees to work together to find a solution. 
A)  difficult but achievable goals prompt employees to concentrate on achievement of the goals. 
B)  difficult goals motivate employees to spend lots of time and effort on developing methods for achieving them. 
C)  difficult goals increase employees' persistence in trying to achieve them. 
D)  difficult goals encourage employees to work together to find a solution. D

Question 2

Task ______ refers to the cognitive processing that is needed by a person to solve a task

Accepted Answer

A)  reinforcement 
B)  complexity 
C)  commitment 
D)  ability 
A)  reinforcement 
B)  complexity 
C)  commitment 
D)  ability B

Question 3

Describe the two key attributes of challenging goals?

Accepted Answer

There are two key attributes of challenging goals-goal difficulty and goal clarity. Goal difficulty states that a goal should be challenging but not impossible to achieve. If it is too easy, the individual may delay or approach the goal lackadaisically. If it is too difficult, the individual may not really accept the goal and thus not try to meet it. Goal clarity states that a goal must be clear and specific if it is to be useful in directing effort. The individual thus will know what is expected and not have to guess.

Question 4

Danae and her team want to reduce the amount of time it takes to unload, sort, and assemble merchandise that arrives at the warehouse. They have developed a couple of approaches to help them achieve this goal. What motivational aspect of goal setting does this MOST represent?

Accepted Answer

A)  Goals direct attention. 
B)  Goals foster strategies and action programs. 
C)  Goals regulate effort. 
D)  Goals increase persistence. 
A)  Goals direct attention. 
B)  Goals foster strategies and action programs. 
C)  Goals regulate effort. 
D)  Goals increase persistence.

Question 5

Discuss the five conditions that must come together for managers to gain the benefits of a goal-setting program.

Accepted Answer

1. The employee must have the knowledge

Question 6

Jess and her manager set forth a sales goal for her to meet for the upcoming quarter. Jess is committed to reaching the goal, but feels it is too challenging. Because of this, Jess will most likely expend little effort in reaching this goal.

Accepted Answer

A) True 
 B)False

Question 7

What six factors affect the ability of rewards to motivate individuals or teams to high performance?

Accepted Answer

1. Availability. For rewards to reinforc

Question 8

Which moderator relates to the information given to an employee regarding his or her performance?

Accepted Answer

A)  ability 
B)  complexity 
C)  commitment 
D)  feedback 
A)  ability 
B)  complexity 
C)  commitment 
D)  feedback

Question 9

Studies on the potential for goals to motivate unethical behavior have found that unethical behavior increases when

Accepted Answer

A)  management does not keep track of employees' progress toward the goal. 
B)  people do not have the necessary skills and ability to achieve the goal. 
C)  an employee is given a goal that is too complicated. 
D)  a financial incentive was tied to the goal. 
A)  management does not keep track of employees' progress toward the goal. 
B)  people do not have the necessary skills and ability to achieve the goal. 
C)  an employee is given a goal that is too complicated. 
D)  a financial incentive was tied to the goal.

Question 10

Which of the following examples BEST illustrates a reward that will motivate?

Accepted Answer

A)  If Carlos runs his production line without errors, his boss will thank him in private and put his name in a drawing for an extra day off work. 
B)  During the year, Pam's employees all work differing amounts of hours. Even so, Pam gave them all a $500 bonus at the end of the year. 
C)  At the clothing store where Dana works, employees are given free clothes as a reward for exceeding sales goals. 
D)  Jess' manager has complimented her hard work and has told her she will receive a raise if the company increases its overall revenue. 
A)  If Carlos runs his production line without errors, his boss will thank him in private and put his name in a drawing for an extra day off work. 
B)  During the year, Pam's employees all work differing amounts of hours. Even so, Pam gave them all a $500 bonus at the end of the year. 
C)  At the clothing store where Dana works, employees are given free clothes as a reward for exceeding sales goals. 
D)  Jess' manager has complimented her hard work and has told her she will receive a raise if the company increases its overall revenue.

Question 11

In the SMART goal system, a goal that is ______ means it is stated in precise rather than vague terms.

Accepted Answer

A)  measurable 
B)  timebound 
C)  specific 
D)  realistic 
A)  measurable 
B)  timebound 
C)  specific 
D)  realistic

Question 12

Which of the following is a limitation of skill-based pay programs?

Accepted Answer

A)  Rewards are not given for specific performance. 
B)  They are often ignored by leaders as being ineffective. 
C)  Labor costs increase as employees' skills increase. 
D)  They cannot be tailored to fit individual employee needs. 
A)  Rewards are not given for specific performance. 
B)  They are often ignored by leaders as being ineffective. 
C)  Labor costs increase as employees' skills increase. 
D)  They cannot be tailored to fit individual employee needs.

Question 13

Certain conditions must come together for managers to gain the benefits of a goal-setting program. Which of the following is NOT one of those conditions?

Accepted Answer

A)  breaking complex goals into smaller subgoals 
B)  having employee commitment to the goal 
C)  providing feedback on employee progress toward the goal 
D)  having knowledge and ability to attain the goal 
A)  breaking complex goals into smaller subgoals 
B)  having employee commitment to the goal 
C)  providing feedback on employee progress toward the goal 
D)  having knowledge and ability to attain the goal

Question 14

Employees who set extremely high, difficult goals may experience less job satisfaction than employees who set lower, more easily achievable goals.

Accepted Answer

A) True 
 B)False

Question 15

Describe the factors that act as moderators to buffer the relationship between goals and performance.

Accepted Answer

The specific moderators that buffer the

Question 16

"Diversity Competency: Lockheed Martin MS2 Team," outlines the "Embrace Diversity" campaign. This campaign revolved around the use of postcards that explored themes of diversity.

Accepted Answer

A) True 
 B)False

Question 17

The two key attributes of challenging goals are

Accepted Answer

A)  goal consistency and goal identification. 
B)  goal expectations and goal reinforcement 
C)  goal commitment and goal motivators. 
D)  goal clarity and goal difficulty. 
A)  goal consistency and goal identification. 
B)  goal expectations and goal reinforcement 
C)  goal commitment and goal motivators. 
D)  goal clarity and goal difficulty.

Question 18

Describe the limitations of goal setting.

Accepted Answer

Goal setting has often been shown to inc

Question 19

In "Ethics Competency: Fake Accounts at Wells Fargo," Wells Fargo was accused of creating an overly aggressive sales culture by assigning unrealistic sales goals and not sufficiently overseeing employees.

Accepted Answer

A) True 
 B)False

Question 20

As outlined in the "Diversity Competency: Lockheed Martin MS2 Team," the campaign set forth by the MS2 team was focused on

Accepted Answer

A)  product innovation. 
B)  employee-management relations. 
C)  embracing diversity. 
D)  corporate social responsibility. 
A)  product innovation. 
B)  employee-management relations. 
C)  embracing diversity. 
D)  corporate social responsibility.

All of the following show how setting difficult goals motivates individuals to achieve high performance EXCEPT

Task ______ refers to the cognitive processing that is needed by a person to solve a task

Describe the two key attributes of challenging goals?

Danae and her team want to reduce the amount of time it takes to unload, sort, and assemble merchandise that arrives at the warehouse. They have developed a couple of approaches to help them achieve this goal. What motivational aspect of goal setting does this MOST represent?

Discuss the five conditions that must come together for managers to gain the benefits of a goal-setting program.

Jess and her manager set forth a sales goal for her to meet for the upcoming quarter. Jess is committed to reaching the goal, but feels it is too challenging. Because of this, Jess will most likely expend little effort in reaching this goal.

What six factors affect the ability of rewards to motivate individuals or teams to high performance?

Which moderator relates to the information given to an employee regarding his or her performance?

Studies on the potential for goals to motivate unethical behavior have found that unethical behavior increases when

Which of the following examples BEST illustrates a reward that will motivate?

In the SMART goal system, a goal that is ______ means it is stated in precise rather than vague terms.

Which of the following is a limitation of skill-based pay programs?

Certain conditions must come together for managers to gain the benefits of a goal-setting program. Which of the following is NOT one of those conditions?

Employees who set extremely high, difficult goals may experience less job satisfaction than employees who set lower, more easily achievable goals.

Describe the factors that act as moderators to buffer the relationship between goals and performance.

"Diversity Competency: Lockheed Martin MS2 Team," outlines the "Embrace Diversity" campaign. This campaign revolved around the use of postcards that explored themes of diversity.

The two key attributes of challenging goals are

Describe the limitations of goal setting.

In "Ethics Competency: Fake Accounts at Wells Fargo," Wells Fargo was accused of creating an overly aggressive sales culture by assigning unrealistic sales goals and not sufficiently overseeing employees.

As outlined in the "Diversity Competency: Lockheed Martin MS2 Team," the campaign set forth by the MS2 team was focused on

Learning About Organizational Behavior

Individual Difference and Job Attitudes

Perceptions and Attributions

Learning and Performance Management

Motivating Employees

Workplace Stress and Aggression

Interpersonal Communication in Organizations

Promoting Fairness and Trust

Leadership Effectiveness: Foundations

Leadership Effectiveness: New Perspectives

Developing and Leading Teams

Managing Conflict and Negotiating Effectively

Managerial Decision Making

Organization Design

Cultivating Organizational Culture

Managing Organizational Change

Filters

Exam 6: Motivation: Goal Setting and Reward Programs

All of the following show how setting difficult goals motivates individuals to achieve high performance EXCEPT

Task ______ refers to the cognitive processing that is needed by a person to solve a task

Describe the two key attributes of challenging goals?

Danae and her team want to reduce the amount of time it takes to unload, sort, and assemble merchandise that arrives at the warehouse. They have developed a couple of approaches to help them achieve this goal. What motivational aspect of goal setting does this MOST represent?

Discuss the five conditions that must come together for managers to gain the benefits of a goal-setting program.

Jess and her manager set forth a sales goal for her to meet for the upcoming quarter. Jess is committed to reaching the goal, but feels it is too challenging. Because of this, Jess will most likely expend little effort in reaching this goal.

What six factors affect the ability of rewards to motivate individuals or teams to high performance?

Which moderator relates to the information given to an employee regarding his or her performance?

Studies on the potential for goals to motivate unethical behavior have found that unethical behavior increases when

Which of the following examples BEST illustrates a reward that will motivate?

In the SMART goal system, a goal that is ______ means it is stated in precise rather than vague terms.

Which of the following is a limitation of skill-based pay programs?

Certain conditions must come together for managers to gain the benefits of a goal-setting program. Which of the following is NOT one of those conditions?

Employees who set extremely high, difficult goals may experience less job satisfaction than employees who set lower, more easily achievable goals.

Describe the factors that act as moderators to buffer the relationship between goals and performance.

"Diversity Competency: Lockheed Martin MS2 Team," outlines the "Embrace Diversity" campaign. This campaign revolved around the use of postcards that explored themes of diversity.

The two key attributes of challenging goals are

Describe the limitations of goal setting.

In "Ethics Competency: Fake Accounts at Wells Fargo," Wells Fargo was accused of creating an overly aggressive sales culture by assigning unrealistic sales goals and not sufficiently overseeing employees.

As outlined in the "Diversity Competency: Lockheed Martin MS2 Team," the campaign set forth by the MS2 team was focused on

Learning About Organizational Behavior

Individual Difference and Job Attitudes

Perceptions and Attributions

Learning and Performance Management

Motivating Employees

Workplace Stress and Aggression

Interpersonal Communication in Organizations

Promoting Fairness and Trust

Leadership Effectiveness: Foundations

Leadership Effectiveness: New Perspectives

Developing and Leading Teams

Managing Conflict and Negotiating Effectively

Managerial Decision Making

Organization Design

Cultivating Organizational Culture

Managing Organizational Change

Filters