Exam 6: Motivation: Goal Setting and Reward Programs

The process of specifying desired outcomes toward which individuals, teams, departments, and organizations will strive and is intended to increase organizational efficiency and effectiveness is referred to as

Which of the following motivational aspects of goal setting states that goals motivate individuals to act?

In the model of goal setting, a goal serves as a(n) ______ because it allows people to compare their present performance to what is required to achieve the goal.

If employees perceive that goals can be reached by luck or with little effort, they tend to dismiss the goals as irrelevant and not follow through with the actions needed to reach them.

Gift cards, personal time off, or casual dress days are called

All the following are recommendations to ensure the success of a profit-sharing program EXCEPT

The benefit plan that offers employees the opportunity to tailor a benefit package to their needs is

How do specific, difficult goals affect motivation and performance?

Because employees may feel that they can do little to influence the organization's overall profitability, ______ programs may have the least motivating impact on employees.

Flexible benefit programs are also known as

Describe the things that help to make a successful profit-sharing program.

What is the most common outcome of severe dissatisfaction among employees?

In which culture is seniority a key factor in the selection of a reward system?

Which of the following statements regarding goal setting is FALSE?

The process of setting goals is an important motivational tool that directly affects the performance of employees in an organization.

Flexible benefit programs and cafeteria-style benefit programs are one-in-the-same.

According to "Change Competency: Nucor's Profit-Sharing Program," Nucor's profit sharing plan is based in part on the company's ability to build new plants worldwide.

One of the problems associated with flexible benefits programs is that it does not allow organizations to control their costs.

The reduced likelihood of individuals and teams having an impact on the overall performance of the organization is a limitation of

"Across Cultures Competency: Hewlett-Packard" discusses Bonnie Nixon-Gardiner's effort to have Dell, IBM, Intel, and other companies join with Hewlett-Packard in formulating the Electronic Industry Code of Conduct. This code of conduct addresses all of the following EXCEPT