Organizational Behavior and Management - Read & Interact: Konopaske: Chapters 5, 6, & 7

Match the categories of performance evaluation feedback with their examples. 1. Instructional feedback 2.Motivational feedback

1. A trainee employee is asked to follow the appropriate project guidelines to avoid errors. 2.An experienced employee is recognized for the effort and innovative ideas.

Match the process theories of motivation with their descriptions. 1.Expectancy theory 2.Equity theory 3.Goal-setting theory

1. It focuses on individual, environmental, and job variables. 2.it focuses on the relationship between reward practices and attitudes toward inputs and outputs. 3.It focuses on the cognitive processes and the part played by intentional behavior in motivation.

Match the needs identified in McClelland's learned needs theory with their descriptions. 1. The need for achievement 2. The need for affiliation 3. The need for power

1. It indicates a tendency to set challenging goals and work hard toward them using the required skills and abilities. 2. It indicates a desire to communicate socially with people. 3. It indicates a desire to obtain and exercise authority.

Match the types of reinforcers with their features. Instructions 1. A positive reinforcer 2. A negative reinforcer

1. It is a stimulus that strengthens the probability of a behavioral response when added to a situation. 2.It refers to an increase in a response's frequency following removal of an undesirable reinforcer soon after the response.

Match the types of performance evaluation feedback with their descriptions. 1.Instructional feedback 2.Motivational feedback

1. It teaches new behavior and points out areas for improvement. 2. It promises a reward or provides a reward.

Match the needs identified by Clayton Alderfer in the ERG theory of motivation with their descriptions. 1. Existence needs 2. Relatedness needs 3. Growth needs

1. Needs satisfied by factors such as air, food, water, working conditions, and pay 2. Needs satisfied by meaningful interpersonal and social relationships. 3. Needs satisfied by making productive or creative contributions

In the context of team-based reward systems, match the types of teams with the rewards suitable for the teams. 1.Independent teams 2.Interdependent teams

1. The accomplishment of goals can be the basis of rewards. 2. An area, plant, or division reward plan may work the best.

Match the outcomes of job performance with their features. 1. Objective outcomes 2. Behavioral outcomes

1. They include tardiness, turnover, absenteeism, and quality and quantity of output. 2. They include physiological problems and stress that can result from job performance.

Match the components of motivation with their descriptions. 1. Direction 2. Intensity 3. Persistence

1. What a person chooses to do when presented with many possible alternatives 2. The strength of an individual's response once a choice is made. 3. How long an individual will continue to devote effort to a chosen task.

Match the types of reinforcement scheduling with their descriptions. 1.Continuous reinforcement 2.Intermittent reinforcement

1.It involves reinforcing a response every time it occurs. 2. It occurs only after a few instances of a response.

Match the job characteristics with their features. 1.Variety 2.Autonomy 3.Dealing with others

1.It is the perception of job range. 2.It reflects the perception of job depth. 3.It is the perception of job relationships.

Match the questions that are associated with performance evaluations with their features. 1. Is a task being done effectively? 2. Are employee abilities and skills being fully used?

1.It tends toward a judgmental orientation. 2.It is developmental in nature.

Match the problems associated with absenteeism with their consequences. 1.It is expensive. 2.It is disruptive.

1.Reduces output 2.Requires the modification of programs and schedules

Identify the attitudes involved in commitment to an organization.

A sense of allegiance to the organization A sense of involvement in organizational duties A feeling of identification with the goals of the organization

Identify the indicators of quality of work life (QWL).

Employee turnover Stress Accident rates Sick leave usage

Which of the following are the main objectives of reward programs?

Encouraging employees to attain higher performance levels Ensuring that employees continue coming to work

Which theory of motivation explains how individuals' perceptions of how fairly they are treated in social exchanges at work can influence their motivation?

Equity theory

Which of the following are the needs identified by Clayton Alderfer in his ERG theory of motivation?

Existence needs, Growth needs & Relatedness needs

_____ is a theory of motivation that suggests employees are more likely to be motivated when they believe that their efforts will result in successful performance and desired outcomes and rewards.

Expectancy theory

According to Maslow's needs hierarchy, the lowest-level needs are the self-actualization needs, and the highest-level needs are the physiological needs

False

Managers are unable to influence attendance behavior.

False

Identify the tips for providing performance feedback.

Feedback should be given as often as possible. Goals, results, and goals accomplished should be addressed. Positive reinforcement should be combined with constructive criticism.

Which of the following does job design attempt to do?

It attempts to eliminate obstacles in the work environment that obstruct the most significant needs of an organization and its employees. It attempts to identify the most significant needs of an organization and its employees.

Identify the features of total quality management (TQM).

It combines human knowledge with technical knowledge. It is an organizational culture that leads to increased customer satisfaction.

______ are best described as the deficiencies experienced by an individual at a particular point in time.

Needs

Identify the various outcomes of job performance that are important to the individual and to the organization.

Objective outcomes Behavioral outcomes

Identify a true statement about rewarding project teams.

Team members must ideally be provided with bonuses.

Identify the best practices that are being used by organizations in an attempt to improve the impact of their 360-degree feedback programs

The 360-degree feedback program should be primarily used for individual development. Senior management should be made mentors or role models. Highly trained inhouse coaches should be used to help employees develop action plans for improvement.

Identify the work-related factors that can be considered punishments.

The criticism of a superior The demotion of an employee

Which of the following factors determine job relationships?

The decisions of managers regarding the basis for departmentalization The decisions of managers regarding spans of control

According to McClelland's needs theory of motivation, which of the following are learned needs obtained from culture?

The need for achievement, The need for affiliation, & The need for power

What does job range refer to?

The number of tasks performed by a jobholder

Identify the true statements about a skill-based pay plan.

The skills learned by employees are the key pay determinants. Employees receive pay at a rate based on their ability to learn and apply personal skills.

_________ __________ ___________ (TQM) is an organization-wide management system that uses statistical process control and group problem-solving processes and strives for continuous improvement to achieve high quality.

Total quality management

In gain-sharing plans, for the purpose of computing a gain, only controllable costs are measured.

True

In the context of job range, in most instances, the greater the number of tasks to be performed, the longer it will take to finish a job.

True

Persons, teams, and groups attempt to accomplish goals through ______.

actions and behavior

The equity theory of motivation is based on the assumption that ______.

employees are motivated by a desire to be fairly treated at work

In job rotation, individuals are expected to ______.

engage in multiple job activities

The effectiveness of performance evaluation systems can be improved by ______.

establishing specific performance goals

In an organizational context, the decline and eventual cessation of a response rate is known as

extinction

According to Herzberg's two-factor theory of motivation, hygiene factors are ______.

extrinsic conditions related to a job

A_____ is a particular target that an individual is trying to achieve.

goal

Behaviors that can be controlled by altering the consequences that follow them are called

operants

A true statement about a gain-sharing plan is that _______

organizations share financial benefits with all employees in a single plant or location by using a formula

Presenting an unwanted or uncomfortable consequence for a particular behavioral response is known as

punishment

Management philosophy and practice that introduce cultural change, enhance employee dignity, and provide opportunities for growth and development are referred to as Blank______.

quality of work life (QWL)

According to Herzberg's two-factor theory of motivation, when hygiene factors are present, employees Blank______.

reach a stage where they are not dissatisfied with their jobs

While providing performance feedback, managers should ______.

refrain from discussing or attacking employees' attitudes, values, or personality

The timing of the punishments or rewards used in an organization is called ______.

reinforcement scheduling

A job enrichment approach to redesign at the group level is represented by ______.

self-managed teams

The basic foundation of rewarding employees through positive reinforcement is ______.

the association between behavior and its consequences

In a popular form of the alternative work arrangement known as ______, employees are permitted to work four 10-hour days instead of the standard five 8-hour days.

the compressed workweek

Skill-based pay systems differ from conventional pay systems in the sense that in skill-based pay systems _______

the employees receive a raise when they demonstrate their skills to perform specific jobs

When a positive reinforcement program is administered, the focus is on ______.

the expected behavior that leads to job performance

In the context of job performance, the outcome of each behavior has a(n)______ or value to an individual.

valence

In the context of job performance, the strength of an individual's preference for a particular outcome is called a(n) ______

valence

Identify a true statement about 360-degree feedback programs.

Anybody in an individual's full domain can act as an evaluator.

Identify the various outcomes of job performance that are important to the individual and to the organization.

Behavioral outcomes Objective outcomes

What can managers do if they wish to increase job performance by changing perceived job content?

Change job design

Identify the workplace behaviors that are operants.

Coming to work punctually Carrying out job-related tasks Completing sales reports

Identify a true statement about employee stock ownership plans (ESOPs).

Companies contribute stock, or cash to purchase stock, to employees.

What do job enlargement strategies focus on?

Despecialization

Which of the following factors can act as motivators if the line of sight between what an employee is doing and a reward is clear?

Increased pay and promotions Appreciation for a job well done

Identify the true statements in the context of job relationships.

Individuals in larger groups are less likely to interact adequately to build interpersonal relationships than individuals in smaller groups. It is easier for individuals with homogeneous backgrounds to form social relationships that are satisfying with less stress than for individuals with heterogeneous backgrounds.

identify the most important components of expectancy theory.

Instrumentality, Valence, Outcomes & Expectancy

Identify the true statements about job rotation.

It involves rotating employees from one job to another. It involves enhancing job range and the sense of variety inthe job content.

Identify the true statements about performance evaluation.

It is a continuous and ongoing process. It should emphasize job performance.

Identify a feature of an intrinsic outcome.

It is an event or object that results from an employee's own efforts.

Identify a feature of a psychological contract between an individual and an organization.

It is an implied agreement between the individual and the organization.

Identify a feature of an extrinsic outcome.

It is an object that is the result of a worker's efforts in conjunction with factors not directly involved in a job.

Which of the following statements are true of a psychological contract between an individual and an organization?

It may place emphasis on exchanges involving loyalty, fair treatment, satisfaction, challenging work, and chance to be creative. It is not static because the expectations of either party and the ability of either party to continue meeting expectations can change.

Identify a true statement about extinction in an organizational context.

It means decreasing undesirable or unwanted behavior.

Identify the true statements related to the concept of line of sight.

It means that an employee recognizes that there is a true linkage between their performance and the rewards they receive. Secret pay actions overshadow any line-of-sight effort by a work unit, department, or organization.

______ ______ refers to the process by which an organization specifies the duties, tasks, and responsibilities of a job.

Job Design

Job enrichment can be implemented through direct changes in ______.

Job depth

Identify the factors that are emphasized by broadbanding.

Job descriptions Titles Grades

In the context of job performance outcomes, ______ ______ refers to the attitudes, beliefs, and feelings that employees have with regard to their jobs.

Job satisfaction

Identify the job characteristics included in the Requisite Task Attribute Index (RTAI).

Optional interaction Variety Required interaction Knowledge and skill required Responsibility Autonomy

______ focuses on employees' perceptions and judgments regarding the fairness of their organizations' decisions and procedures.

Organizational justice

______ refers to features of a job that define its general nature as seen by a jobholder.

Perceived job content

Identify the consequences of job enlargement.

Performance outcomes improve. Long training periods are usually required.

Identify the ways in which performance evaluation systems can be made effective.

Performance results should be regularly communicated to employees. Managers should receive training in evaluating subordinates' performance. Employees should be encouraged to participate in the evaluation process.

Identify the components of motivation.

Persistence, Direction & Intensity

Select all that apply Identify the components of organizational justice.

Procedural justice Informational justice Interpersonal justice Distributive justice

What can managers do to give employees greater opportunities to exercise discretion?

Provide direct and timely feedback Offer learning opportunities

Rank the needs identified by Abraham Maslow in the order in which they appear in the needs hierarchy. (Place the LOWEST-level needs at the bottom and the highest-level needs at the top.)

Self-actualization Needs Esteem Needs Belongingness, Love, and Social Needs Security & Safety Needs Physiological Needs

Identify a true statement about reinforcers.

They are instrumental in increasing the rate of behavior.

Identify the true statements about needs.

They are regarded as triggers of behavioral responses. & They make employees vulnerable to managers' motivational efforts.

Identify the true statements about self-managed teams (SMTs).

They are typically responsible for an entire process from beginning to completion. They can take several forms, including virtual teams, project teams, task forces, and quality circles. They usually work with little or no outside direction.

Which of the following is true of employee stock ownership plans (ESOPs)?

They can provide a substantial future security for employees upon leaving a company or retirement.

Identify a feature of the content theories of motivation.

They focus on the characteristics of individuals.

identify a true statement about compressed workweeks.

They offer workers more leisure time than regular workweeks.

Which of the following statements are true of performance evaluations that have a judgmental orientation?

They primarily concentrate on past performance. They help in evaluating the effectiveness of organizational programs. They offer a basis for making decisions related to which employee should be rewarded.

The information provided by performance evaluation serves several purposes. Identify the purposes that have a judgmental orientation.

To aid in the identification of employees who have high potential To validate the efficacy of the procedures for employee selection To assess older training programs To provide a basis for the allocation of rewards

According to Abraham Maslow's theory of motivation, needs ______.

are arranged in a hierarchy

One of the main objectives of reward programs is ______.

attracting eligible candidates to be part of an organization

A pay system that reduces the actual number of pay grades to a relatively few broadly based pay grades is known as

broadbanding or banding

In an organizational context, a sense of involvement, loyalty, and identification expressed by an employee toward the company in which he or she works is known as ______

commitment

Unlike an intrinsic reward, an extrinsic reward _____.

is initiated from outside a person

Unlike an extrinsic reward, an intrinsic reward _____

is self-administered by an individual

In the context of job performance outcomes, ______ depends on the levels of intrinsic and extrinsic outcomes and how the jobholder views those outcomes.

job satisfaction