Chapter 6

Which of the following immediately increase management effectiveness?

-Setting clear expectations -Providing regular and effective feedback

Which of the following describe when feedback is motivational?

-when there is promise of a reward -when it is a reward

List the four steps in the goal-setting process with the first step at the top and the last step on the bottom.

1. Set goals 2. Promote goal commitment 3. Provide support and feedback 4. Create action plans.

Which of the following is the fourth step in implementing a goal-setting program?

Writing an action plan.

An individualized and customized form of performance management is known as

coaching

An individualized and customized form of performance management is known as _____

coaching

Skinner concluded that behavior is:

respondent and operant

What can employees do to avoid surprises during performance appraisals?

-Ask managers informally for more frequent feedback. -Check in with managers periodically to see how things are going.

Which of the following statements are true of Thorndike's law of effect?

-Behaviors with unfavorable consequences tend to disappear -Behaviors with favorable consequences tend to be repeated

Which of the following can be influenced by promotions and pay raises?

-Employees' intentions of quitting -Employees' perception of fairness -Employees' emotional well-being

According to Gallup, which conditions make PM more effective?

-Expectations are collaborative, clear, and aligned. -Accountability exists. -Coaching is continual.

Tracking goal achievement and progress toward goals can have which impacts on employees?

-It increases motivation. -It improves performance.

The general criteria for distributing rewards in organizations include which of the following?

-nonperformance factors such as seniority -tangible outcomes of performance such as sales -behaviors such as teamwork or cooperation

Pay for performance results tend to be best when organizations do which of the following?

-significantly reward top performers -enact a transparent system -consider multiple performance measures

Which of the following statements are true about effective PM?

Employees benefit when feedback is delivered more frequently.

True or false: Feedback only provides information about individual performance.

False

_____ ______ means measuring, tracking, or otherwise verifying progress and ultimate outcomes.

Monitoring performance

Drag and drop the examples that fit the situation using the contingency approach against the corresponding type of goals.

Objective- Increase sales by 10% Project goals- Complete the annual productivity reports of employees by the end of this week Behavioral goals- Listen to others during meetings without interrupting

Match the type of reward criteria in the left column with an example from the right. Instructions

Results- Profit Behavior- Teamwork Nonperformance considerations- Nature of the work

A performance goal is related to

achieving a defined outcome.

The important last step in the goal-setting process is to create a(n) _____ plan

action

Coaching is a customized process between two or more people with the intention of enhancing learning and motivating _____

change

When a reward is given every time a target behavior occurs, it is known as a(n)_____ reinforcement schedule

continuous

Jordan sells on commission and is paid for every sale. This is an example of a:

continuous reinforcement schedule

The first step in the goal-setting process is to:

define clear goals

Comparing actual performance to a previously set goal is the step in the performance management process called:

evaluating performance

Rewards that come from the environment are _____ rewards.

extrinsic

Thorndike's observations that led to the law of effect were that behavior with ______ consequences tends to be repeated.

favorable

Information about performance given to those who can make the situation better is the definition of:

feedback

When a teacher bases students' grades on a midterm and a final exam of equal weight, what type of reinforcement schedule is being used?

fixed interval

Which of the following exemplifies a performance goal?

increasing sales by 10% in a period

Compensation, such as bonuses, that is above and beyond basic salary is called _____ for performance.

pay

The monetary incentives that link a portion of pay directly to results or accomplishments is:

pay for performance

A process that defines expectations, evaluates performance against the expectations, and ensures consequences is _____ management

performance

Rewarding employees who have perfect attendance records with a check for $100.00 is an example of:

positive reinforcement

The step in the effective performance management system in which feedback and coaching are delivered is called

reviewing performance

A desired outcome of a good _____ system is to foster personal growth and development.

reward

Key components such as types of rewards, distribution criteria, and desired outcomes are part of an organization's:

reward systems

Compensation, benefits, and growth opportunities are all part of an organization's options for total _____ for employees.

rewards

Of the three potential outcomes from rewards, which one motivates the wrong behaviors?

undesired side effects

When a teacher uses pop quizzes and unannounced tests to determine students' grades, what type of reinforcement schedule is being used?

variable interval

Which of the following are desired outcomes of an organization's reward system?

-Foster development -Attract and motivate talented people -Retain talented people

Examples of pay for performance rewards include:

-bonuses -merit pay

Match the general outcome of reward systems in the left column with its explanation in the right column..

Desired outcome- More of what is desired such as achieving sales goals Nothing-No change in sales goal achievement Undesired side-effects-Employees provide unrealistic delivery dates to increase sales

Which of the following terms describe trends in feedback?

-inclusive -continual -informal

Which of the following are reasons for employees to have negative views of performance management systems?

-Infrequent feedback -Failure of managers to understand the responsibilities of the jobs they are reviewing -Limited guidance on how to improve performance

Which statements describe why rewards often fail to motivate employees?

-Monetary rewards are over emphasized. -Too much time passes-between the achievement and the reward. -Motivation is impacted by the use of one-shot rewards.

Feedback delivery tends to be which of the following?

-direct -critical

Total rewards offered by an organization may include:

-personal growth opportunities such as training -benefits such as health and wellness and retirement funds -compensation such as base pay and other monetary incentives

As part of the contingency approach to goal setting, what elements should fit the situation?

-the behavior -the practice -the policy

Which types of rewards can enhance the value of your overall compensation?

-tuition benefits -work flexibility -vacation time

The key components of an organizational reward system include:

-types of rewards -desired outcomes -distribution criteria

Drag and drop the examples against the corresponding factors that influence the perception of feedback.

Accuracy- Measure the right things in the right way Credibility of the source- Trust the person delivering the feedback to be honest Reasonableness of the goals- Nobody has ever reached the goal and received the bonus Fairness of the system- Only family members receive pay raises

It is important to monitor progress toward goal achievement in order to:

identify problems while pursuing a goal

Skinner labeled behavior that is learned when one acts on the environment to produce desired consequences _____ behavior.

operant

When a manager monitors, evaluates, and creates consequences for an employee's work so that it meets defined performance expectations, it is an example of:

performance management

The first step in the performance management process is to:

set goals and communicate expectations.

Which of the following are some of the biggest perceived detriments of the performance management system?

-Too much focus on pay and incentives -Lack of fairness by managers -Lack of clarity on how to improve

Which of the following describe the instructional function of feedback?

-When roles are made more clear -When new behaviors are taught

A colleague receives a significant reward for work you accomplished together, but you do not receive a similar reward. What impact might that have on you?

-inconsistent future performance -loss of motivation

The primary functions of performance management include:

-making decisions related to employees such as pay raises -guiding employee training and development -communicating the employee behavior that is being sought

Which of the following are examples of intrinsic rewards?

-Providing donations to a food cupboard -Completing quarterly financial statements without errors

When feedback comes as a surprise to an employee, what might be happening on the part of the manager?

-The quantity of feedback is insufficient. -The quality of feedback is lacking.

When choosing measures of performance, which of the following criteria should be met?

-accuracy -relevancy

The factors that affect perceptions of feedback include:

-fairness of the system -reasonable goals or standards -accuracy of the feedback

Why do so few people want to provide negative feedback?

-They are concerned about how the employee will react. -They worry the exchange will harm their working relationship. -They are uncomfortable delivering bad news.

Which conditions help make pay for performance effective?

-calibrated performance measures that ensure accuracy -paying top performers much more than other employees -using multiple measures of performance

Which of the following ideas will help someone excel as an employee?

-discovering what the company says it values and what it actually rewards -seeking regular feedback -finding a manager who uses performance management practices that align with your values and aspirations

Which of the following takeaways will prove helpful to managers?

-ensuring your direct reports set SMART goals -setting clear expectations and providing regular feedback -clearly linking rewards to expectations

Which two of the following are aspects of a performance management process function?

-explaining the reason to terminate employment -locating a need for employee development

What elements need to be both monitored and evaluated when determining someone's performance?

-goal achievement -progress toward the goal

Which of the following factors have a tendency to demotivate employees?

-extreme executive compensation -layoffs -across-the-board raises and cuts

What are some of the reasons why feedback is not delivered?

-Feedback providers often lack confidence in issuing feedback. -Feedback is easy to put off because it takes time. -Negative feedback can make someone feel bad.

Strengthening a behavior by offering a pleasing reward is _____ reinforcement

positive