BUAD 309 Chapter 5+6

What methods can be used to enhance individual performance at work?

Goal setting Employee participation Performance management Job Design

The choice of which behaviors to reward is a function of the _____________ system

compensation

When a construction decides to work additional hours on a typical workday so that he can have a three-day weekend, he is likely taking advantage of a ________ program

compressed workweek

Quality circles are an example of organizational attempts at

empowerment

What reason explains why 360-degree feedback is highly beneficial to managers?

It gives managers a much wider range of feedback than traditional performance appraisals

_____________ is how organizations define and structure jobs and can help with employee performance

Job design

Merit pay plans

which base pay raises on the employee's performance

Profit-sharing plans

which distribute a portion of the firm's profits to all employees at a predetermined rate

Equity is achieved when an individual perceives that he or she is being treated fairly in relation to others

true

For difficult goals to motivate behavior, they must be set at a reasonable level, so they are possible to attain

true

The motivational process starts with a need

true

To allow employees flexibility in their job, employers may offer alternative work schedules

true

The Traditional Approach

"Scientific Management" (Frederick Taylor) assumes that employees are motivated solely by money

Management by Objectives (MBO)

A collaborative goal-setting process through which organizational goals cascade down throughout the organization

positive reinforcement

A reward or other desirable consequence that a person receives after exhibiting behavior

360-degree feedback

A system in which people receive performance feedback from those on all sides of them in the organization

The Hierarchy of Needs

Assumes that human needs are arranged in a hierarchy of importance --> Basic needs -Phyiological (air, food) -Security (housing, clothing) - Belongingness (love, affection) -Esteem (self-image, respect by others) -Self-actualization (achievement)

Which two types of reinforcement are generally accepted as means for increasing the frequency of desired behavior?

Positive reinforcement and negative reinforcement

negative reinforcement (avoidance)

The opportunity to avoid or escape from an unpleasant circumstance after exhibiting behavior

Goal _____________ is defined as the extent to which a goal is challenging and requires effort

difficulty

_______ _______ grants additional earnings to employees

gain sharing

Long-term compensation

gives managers additional income based on stock price performance, earnings per share, or return on equity

Gain-sharing programs

grant additional earnings to employees or workgroups for cost-reduction ideas

Participation occurs when employees

have a voice in decisions about their own work

The human resource approach to motivation assumes that

meaningful employee contributions are valuable to both the individuals and the organization

Bonus systems

provide managers with lump-sum payments from a special fund based on the financial performance of the organization or a unit

When people observe the behaviors of others, recognize the consequences and alter their own behaviors this is known as

social learning

When a few employees are given a small reward to show that they are appreciated, the reward carries ___________ value

surface

Allowing an employee to spend part of their time working off site, usually at home is called

telecommuting

Organizations can usually benefit from conducting performance appraisals on an annual basis

true

Extinction

Decreases the frequency of behavior by eliminating a reward or desirable consequence that follows that behavior

Punishment

Decreases the frequency of behavior by eliminating a reward or desirable consequence that follows that behavior

purpose of performance appraisal

Provide feedback Decide and justify reward allocations Judgment and development

Job rotation

Systematically moving workers from one job to another in an attempt to minimize monotony and boredom