Chapter 9: Motivation, Performance, and Effectiveness

Identify Daniel Pink's views on the fundamental needs that drive employees who create new products or services or perform complex, non-routine work.

1. Employees need to be paid at market or better than market rates for autonomy, mastery, and meaning to have an impact. 2. What may be interesting, impactful, developmental, or empowering to one employee may have just the opposite effect on another.

In the context of an organization, identify the true statements about a balanced scorecard in comparison with a team scorecard.

1. It includes organizational goals involving customers, marketing, sales, finance, operations, Human Resources, and the like. 2. It usually defines how the organization as a whole defines winning.

What are the drawbacks of electronic performance monitoring in an organizational context?

1. It runs counter to the concepts of employee autonomy, empowerment, engagement, and creativity. 2. People do not like the intrusive nature of electronic performance monitoring and being pushed to the limit at work.

In the context of follower motivation, identify the macros psychological components that underlie empowerment.

1. Learning 2. Motivation 3. Stress

In the context of the fundamental needs that drive employees as described by Daniel Pink, identify the examples of autonomy in the workplace.

1. Providing flexible work hours 2. Allowing employees to work at home or bring their pets to work 3. Letting sales representatives pick the customers they will pursue in an assigned geographic territory

According to the Potter and Rosenbach Followership model, which of the following are typical characteristics of partners in an organizational context?

1. They are committed to high performance and building good relationships with their leaders 2. They take the time to understand their leaders' perspectives and buy into their vision for the team

According to the Potter and Rosenbach Followership model, which of the following are typical characteristics of politicians in an organizational context?

1. They are loyal and sensitive to interpersonal dynamics 2. They are capable of giving leaders good insights into other team members

According to the Potter and Rosenbach followership model, which of the following are typical characteristics of contributors in an organizational context?

1. They work best in jobs where they can be left alone to do their thing 2. They rarely seek out their leaders' perspectives and generally wait for direction

A sales manager conducts a performance appraisal for a salesperson. Classify the questions under the corresponding components of then performance appraisal system. (The how)

1. Was the salesperson willing to put in extra hours as needed? 2. Did the salesperson get along with co-workers and help others? 3. Did the salesperson come in on time?

A sales manager conducts a performance appraisal for a salesperson. Classify the questions under the corresponding components of then performance appraisal system. (The what)

1. What was the salesperson's overall customer satisfaction ratings? 2. How many applications did the salesperson develop? 3. How did the salesperson do against his or her sales goals?

Giving someone a medal immediately after he exceeds her sales quota is an example of which?

A contingent reward.

Which reward is likely to have the least impact on motivation in an operant system for improving followers' motivation and performance?

A regular paycheck.

Which theory refers to the idea that an individual's tendency to exert effort toward task accomplishment depends on part on the strength of her motivation to achieve success?

Achievement orientation

Which theory argues that leaders should select only followers who have both the right skills and a higher level of achievement orientation?

Achievement orientation theory

Motivation

Anything that provides direction, intensity, and persistence.

The Curphy and Roellig Followership Model suggests which type of follower is highly dependent on the leader to be successful?

Brown-noser

Operant Approach

Change rewards and punishments to change behavior.

When team or organization effectiveness measures are affected by factors unrelated to follower performance, _____________ ____________ occurs.

Criterion contamination.

What are the dimensions of the Curphy and Roelling Followership Model?

Critical thinking and engagement

Which of the following is NOT one of the types of followers in the Potter and Rosenbach Followership Model?

Criticizer.

Leaders that successfully motivate followers do all of the following except

Decrease customer satisfaction.

Golem effect

Describes leaders who have little faith in their followers' ability to accomplish a goal are rarely disappointed.

Performance appraisals

Document a follower's overall performance over a defined time period, usually one year, but they can be done more frequently.

Over the past decade, job satisfaction levels among employees in the U.S. has

Dropped.

People systematically overestimate their own performance in areas where they lack competence and readily dismiss any information to the contrary. This is referred to as the _________.

Dunning-Kruger effect.

If Eleanor wants the Pygmalion effect to occur, she should

Express confidence in her subordinates' ability to successfully accomplish their tasks.

In the context of the relationship between satisfaction and performance, satisfied, or happy, workers in an organization are always the most productive ones.

False.

The Potter and Rosenbach Followership Model is based upon which of the following?

Follower performance levels and the strength of the leader-follower relationship

Empowerment

Give people autonomy and latitude to increase their motivation for work.

According to the Potter and Rosenbach Followership model, a typical characteristic of subordinates in an organizational context is that they do not ______________.

Have particularly good relationships with their leaders.

Followers that score _______ on the ________ dimension of the Potter and Rosenbach Followership Model are competent, get along well with others, support leaders' initiatives, and take care of themselves.

High, performance initiaitve.

Mastery

Is concerned with helping followers develop those skills that will enable them to perform at higher levels.

Why do organizations like electronic performance monitoring?

It provides more control and helps take time-wasting behavior out of the workplace.

_________ refers to how much one likes a specific kind of job or work actively.

Job satisfaction.

Which of the following best describes an unempowered employee?

Low influence.

In the context of the fundamental needs that drive employees as described by Daniel Pink, ____________ is the notion of doing something that matters, having an impact, or being a part of something bigger than oneself.

Meaning.

Achievement orientation

Possess certain personality traits.

Empowerment

Refers to delegating leadership and decision making to the lowest level possible and ensuring that followers have the resources, skills, and knowledge to make good decisions.

Punishment

Refers to the administration of an aversive stimulus or the withdrawal of something desirable, each of which decreases the likelihood that a particular behavior will be repeated.

In the context of an organization, identify a true statement about job satisfaction.

Satisfaction and engagement increase when people accomplish a task, particularly when the task requires a lot of effort.

Motivates or needs

Satisfy requirements to change behavior.

A leader who wants to encourage followers to become partners should

Seek input on issues and decision making.

An individual who scores high on both critical thinking and engagement is which type of follower?

Self-starter.

Which type of employee do organizations with good selection processes tend to hire?

Self-starters and brown-nosers

Goal setting

Set objectives to change behavior.

Which type of follower in the Curphy and Roellig Followership Model can be described as working to live rather than living to work?

Slacker.

Which type of goals result in higher effort and performance as compared to 'do your best' goals?

Specific and difficult

Which of the following is NOT one of the follower types in the Curphy and Roellig Followership Model?

Subordinate

On average, which employee is likely to work the most hours per year?

The American employee.

At work or school we can choose to perform a wide variety of behaviors, but performance would include only those behaviors related to the production of goods or services or obtaining good grades.

True.

High-performing followers in an organization often become frustrated because of talent hoarding and leave companies in order to get promoted.

True.

The differentiation of followers in an organization is a critical aspect of evaluating their performance, and doing this well should systematically improve the quality of followers over time.

True.