MGT ch 8 MC
Describe the methods of performance management with examples.
(Answers will vary.) Most organizations use a standard form to evaluate employee performance. There may be an overall global rating for performance, but there are also specific dimensions that are rated (outstanding, exceeds expectations, meets expectations, below expectations, unsatisfactory). These ratings are typically on a graphic rating scale having multiple points along a continuum. Another approach is to use behaviorally anchored rating scales (BARS) in which a vertical scale is presented with specific examples of performance provided. Some organizations use a forced-ranking method in which all employees in the work group are ranked relative to one another.
Do you think it's a good idea for a leader to seek feedback from followers? Why or why not?
(Answers will vary.) Outcomes from feedback seeking are a more accurate perception of one's own performance and progress on goal attainment by gaining feedback when needed. Also, one's self-perception and image may be enhanced through the five strategies of feedback seeking. Research on feedback seeking suggests seeking negative feedback does improve an employee's image (unless the feedback seeker is a poor performer). However, seeking positive feedback can be detrimental to a leader's image as seen by subordinates. Subordinates may see leaders as too needy or indecisive. Also, leaders may pander to employees' positive feedback, which may be detrimental to organizational goals, leader/employee development, and/or LMX.
How can you use reinforcement theory to facilitate learning?
(Answers will vary.) Reinforcement is any event that strengthens or increases the behavior it follows. Skinner's research found that there are reinforcers that increase behavior and those that decrease behavior. The two kinds of reinforcement that increase behavior are as follows: 1. Positive reinforcement is a favorable event or outcome presented after the behavior (e.g., praise or a bonus). 2. Negative reinforcement is the removal of an unpleasant event or outcome after the display of a behavior (e.g., removing restrictions when students performs well). Punishment, in contrast, is the presentation of an adverse event or outcome that causes a decrease in the behavior it follows. There are two kinds of punishment: 1. Punishment by application is the presentation of an unpleasant event or outcome to weaken the response it follows (e.g., sending a student to detention). 2. Punishment by removal (also called extinction) is when a pleasant event or outcome is removed after a behavior occurs (e.g., not letting students play during recess). Punishment may not be an effective way to encourage learning as it may frustrate the efforts of the learner. Positive or negative reinforcement is more likely to enhance the learning process.
Discuss organizational behavior modification with an example
(Answers will vary.) The application of reinforcement theory in organizational behavior (OB) is known as organizational behavior modification (OB mod). OB mod has been employed to increase performance and reduce absenteeism. The first step is to pinpoint the specific behavior that needs to be changed. For example, coming to work on time every day is an example of a behavior that needs intervention if an employee is not doing it. Second, measure the baseline: How many days per month is the employee on time? Third, perform an A-B-C analysis. This stands for antecedents, behavior, and consequences. Antecedents: What is causing the behavior (tardiness)? Consider both internal (poor time management) and external factors (traffic). Behavior: What is the current behavior (tardiness)? What is the desired behavior (promptness)? Consequences: What is currently reinforcing the behavior (no reinforcer)? What needs to be changed (add reinforcement)?
Describe the steps in the modeling process of social learning theory.
1. Attention. To learn, a person has to be paying attention to another's behavior. People pay attention to things that are either interesting or new. 2. Retention. The information must be stored for access in the future. This is important to observational learning since a person must remember what they have observed. 3. Reproduction. Once information is noted and retained, the next step is that the person imitates (i.e., performs) the behavior that they recall. Repeating the behavior (i.e., practicing) leads to improved performance. 4. Motivation. For observational learning to work, Bandura acknowledged that the person needs motivation to imitate. Thus, social learning theory discusses the roles of reinforcement and punishment.
Discuss how to use monetary rewards effectively.
Research-based recommendations on how to use monetary rewards effectively include: Define and measure performance accurately. Make rewards contingent on performance. Reward employees in a timely manner. Maintain justice in the reward system. Use monetary and nonmonetary rewards.
Critique the performance review process.
There are issues related to performance appraisals that a leader needs to know about. Some employees view the appraisal process as unfair and showing favoritism. Others may fear the appraisal process and view it as punitive. There are perceptual biases that may affect the rater's ability to accurately rate follower performance (including primacy, recency, availability, contrast, and halo). These errors have been shown by research to affect the performance rating process. In addition, there may be a tendency for a rater to be too lenient (or too strict) in their ratings. They might have a central tendency error in which they rate all dimensions of performance as average (e.g., rating every dimension as 3 on a 5-point scale). Cultural values such as power distance and collectivism may influence how a rater assesses the performance of another person. Performance appraisals should be supported by training for those making the ratings to avoid these errors and increase sensitivity to the perspectives of employees from different cultural backgrounds
Which of the following refers to how external reward may support an employee's sense of competence if they don't undermine autonomy? a. Extrinsic in service of intrinsics b. Intrinsics in service of extrinsics c. Punishments in service of rewards d. Rewards in service of punishments
a. Extrinsic in service of intrinsics
Which of the following is referred to as an individual's general level of proactive activity with respect to obtaining feedback from the work environment? a. Feedback seeking b. Feedback orientation c. Need for feedback d. Feedback equity
a. Feedback seeking
Alexandra is paid every two weeks by her employer. This type of reinforcement schedule could be referred to as: a. Fixed-interval b. Fixed-ratio c. Variable-interval d. Variable-ratio
a. Fixed-interval
All of the following are true of the behaviorally anchored rating scale except: a. Focuses on general statements such as "knowledge of work" b. Specific examples of performance are provided c. Can be time consuming to create and update d. Can be more effective than graphical rating scales
a. Focuses on general statements such as "knowledge of work"
Samuel's sales team recently had a fantastic quarter, bringing in over $100,000 in unexpected sales. As a reward, Samuel provided 10% of this sales increase to his sales team as a bonus. This is an example of: a. Gain-sharing plan b. Piece-meal plan c. Stock options d. Profit-sharing plan
a. Gain-sharing plan
Which of the following occurs when someone works on a task because they find it interesting and gain satisfaction from the task itself? a. Intrinsic motivation b. Extrinsic motivation c. Negative reinforcement d. Punishment
a. Intrinsic motivation
Jamie is concerned about the potential drawbacks of the performance appraisal process. He should know all of the following except: a. Most employees are not bothered by receiving negative feedback b. Research has shown that employees are satisfied when the performance appraisal process combines development with administrative reward purposes c. Employees reported higher intentions to use developmental feedback when rewards are also discussed d. A leader should try to focus on what is important to the employee and what they learned from mistakes
a. Most employees are not bothered by receiving negative feedback
All of the following are characteristics of performance management except: a. Performance management should be a one-way conversation from the boss to the employee b. Performance management sessions can recognize exceptional performance and document weak performance c. Performance management sessions are an opportunity to regularly discuss an employee's performance and results d. Performance management is essential for the determination of compensation and other outcomes such as promotions
a. Performance management should be a one-way conversation from the boss to the employee
Which of the following is another term for extinction? a. Punishment by removal b. Punishment by application c. Positive reinforcement d. Reward
a. Punishment by removal
All of the following are criticisms of organizational behavior modification except: a. Results are dramatically different depending on national culture and/or individual differences b. Some people may feel that using reinforcement theory is manipulative of employees c. Some people may react to the use of operant conditioning to control the behavior of employees negatively d. Results can be explained using theories that involve cognitions (thoughts) of employees
a. Results are dramatically different depending on national culture and/or individual differences
Which of the following steps in the modeling process described by social learning theory is referred to as attention? a. To learn, a person has to notice another's behavior b. The information must be stored for access in the future c. Once information is noted and retained, the person imitates the behavior that they recall d. The person must be motivated to imitate the desired behavior
a. To learn, a person has to notice another's behavior
Paying someone for something they like to do may actually decrease their motivation. a. True b. False
a. True
Reinforcement theory was initially studied with experiments on rats. a. True b. False
a. True
Tying pay to performance can lead to unethical consequences. a. True b. False
a. True
Which of the following is when the input from a number of sources is included to provide a more comprehensive review of an employee's performance? a. 180 degree performance appraisal b. 360 degree performance appraisal c. Self-rating performance appraisal d. Supervisory performance appraisal
b. 360 degree performance appraisal
Which of the following does the A-B-C stand for in the A-B-C analysis used in organizational behavior modification? a. Attitudes-Behavior-Commitment b. Antecedents-Behavior-Consequences c. Actions-Belief-Consequences d. Attitudes-Belief-Commitment
b. Antecedents-Behavior-Consequences
Which of the following is a vertical scale presented with specific examples of performance? a. Graphic rating scale b. Behaviorally anchored rating scale c. Forced-ranking scale d. Global rating scale
b. Behaviorally anchored rating scale
Another term for self-determination theory is _________________. a. Social learning theory b. Cognitive evaluation theory c. Expectancy theory d. Reinforcement theory
b. Cognitive evaluation theory
Mary is interested in incorporating research-based recommendation on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "reward employees in a timely manner"? a. Ensure pay levels vary significantly based on performance levels b. Distribute fake currencies or reward points that can later be traded for cash, goods, or services c. Only promise rewards that are available d. Specify what employees are expected to do, as well as what they should refrain from doing
b. Distribute fake currencies or reward points that can later be traded for cash, goods, or services
Which of the following is described by the fact that satisfaction does not come from the task itself but rather from the external outcome to which the activity leads? a. Intrinsic motivation b. Extrinsic motivation c. Extinction d. Social learning
b. Extrinsic motivation
According to the text, all of the following are true regarding extrinsic and intrinsic motivation except: a. Work should be set up in a manner in which effective performance would lead to both intrinsic and extrinsic rewards to produce job satisfaction b. Extrinsic motivation plus intrinsic motivation always combine to produce the highest motivation c. Extrinsic rewards can lead to reduction in intrinsic motivation d. There are other sources of motivation in addition to intrinsic and extrinsic motivation
b. Extrinsic motivation plus intrinsic motivation always combine to produce the highest motivation
According to recent research, cash bonuses are more effective motivators than small personalized gifts. a. True b. False
b. False
Combining intrinsic and extrinsic motivation will always lead to the best results. a. True b. False
b. False
Continuous reinforcement schedules are more motivating than partial. a. True b. False
b. False
Most employees prefer pay to be based on group performance rather than individual merit. a. True b. False
b. False
Peers tend to be harsher than supervisors in evaluating performance of coworkers. a. True b. False
b. False
Reinforcers always strengthen behavior they follow. a. True b. False
b. False
Simeon plays the guitar for the joy of it, not because it is required or because he receives an award. This describes extrinsic motivation. a. True b. False
b. False
Ella works in a doll manufacturing company, and she is paid $1 for every doll she puts together. This type of reinforcement schedule can be referred to as: a. Variable-ratio b. Fixed-ratio c. Fixed-interval d. Variable-interval
b. Fixed-ratio
Which of the following is when compensation is tied to unit-level performance where revenue increases (or cost savings) are shared with an employee? a. Piece-meal plan b. Gain-sharing plan c. Stock options d. Profit-sharing plan
b. Gain-sharing plan
Which of the following is a reward that is perceived as useful feedback in self-determination theory? a. Competence b. Informational c. Motivation d. Communicator
b. Informational
All of the following are criticisms of the performance management process except: a. Focusing on individual achievement can discourage effective teamwork b. Most employees prefer pay to be based on group output rather than individual merit c. If pay is based on group performance, an organization's best performers may become frustrated and seek other jobs d. It is best to offer mixed or aggregate compensation systems
b. Most employees prefer pay to be based on group output rather than individual merit
Which of the following is the removal of an unpleasant event or outcome after the display of a behavior? a. Positive reinforcement b. Negative reinforcement c. Neutral reinforcement d. Reward
b. Negative reinforcement
What is a theory that proposes that behavior is a function of consequences? a. Enforcement theory b. Operant conditioning c. Classical conditioning d. Stimulus theory
b. Operant conditioning
Which of the following concepts relates to how pay rates differ across individuals? a. Pay inequity b. Pay dispersion c. Pay perception d. Pay priority
b. Pay dispersion
Cletus manages a research and development team in charge of creating new products for his organization. He recently read about the motivation-work cycle. Which of the following would be a good suggestion for him to properly motivate the employees on his development team? a. Provide intrinsic rewards toward the end of the development process b. Provide extrinsic rewards during the implementation phase of the process c. Provide extrinsic rewards during the idea generation phase d. Do not worry about motivation for the team as it is unimportant for innovation
b. Provide extrinsic rewards during the implementation phase of the process
Jeremy consistently shows up to work late on Friday mornings. His manager wants to decrease this behavior, so she gave him a written reprimand that was placed in his file. This type of reinforcement is called: a. Punishment by removal b. Punishment by application c. Negative reinforcement d. Positive reinforcement
b. Punishment by application
Which of the following steps in the modeling process described by social learning theory deals with the fact that observed information must be stored for access in the future? a. Attention b. Retention c. Reproduction d. Motivation
b. Retention
All of the following are perceptual biases that may affect the performance rating process except: a. Halo effect b. Romance of leadership effect c. Recency effect d. Primacy effect
b. Romance of leadership effect
Which of the following is not one of the patterns of feedback seeking that matter? a. Topic b. Temperament c. Timing d. Target
b. Temperament
Pam is a new manager who is trying to use reinforcement theory in motivating her employees. She should understand that which of the following is the motivating emphasis according to this theory? a. Personality b. The environment c. Thoughts d. Attitudes
b. The environment
All of the following are true of profit-sharing or gain-sharing plans, including stock options, except: a. These plans tend to increase performance b. These plans are effective enough to rely on solely for total compensation c. These plans may encourage unethical behavior d. These plans may help avoid perceptual biases in the rating process
b. These plans are effective enough to rely on solely for total compensation
Jacob brings donuts in for his employees once a week, but he varies which day he brings them (sometimes on Monday and sometimes on Wednesday, etc.). The employees never know when they will be treated with donuts, so the element of surprise is motivating. Jacob is using which type of reinforcement schedule? a. Fixed-ratio b. Variable-interval c. Fixed-interval d. Variable-ratio
b. Variable-interval
All of the following are antecedents of feedback seeking except: a. Ego-defense enhancement b. Image-defense enhancement c. Accuracy in self-view d. Instrumental
c. Accuracy in self-view
Which of the following is not one of the steps in organizational behavior modification? a. Pinpoint specific behavior b. Measure, count, and formulate baseline for critical behavior c. Achieve buy-in for the need to change critical behavior d. Plan implementation and evaluation of critical behavior
c. Achieve buy-in for the need to change critical behavior
Lawrence believes there can be synergistic effects between intrinsic and extrinsic motivation. In order to test this out, he gives his employees 25% of their work time to work on projects they are passionate about, even if it falls outside the scope of their job or is unrelated to the mission of the company. Lawrence is using which of the following psychological mechanisms? a. Social learning theory b. Motivation-work cycle match c. Extrinsics in service of intrinsics d. Intrinsics in service of extrinsics
c. Extrinsics in service of intrinsics
All of the following sources are used for 360 degree performance appraisal except: a. Supervisory b. Coworkers c. Family d. Customers
c. Family
Which of the following is not a leadership implication of motivating employees with rewards? a. Knowing reinforcement and social learning basics is essential to understanding how reward systems operate in organizations b. Leaders should become thoroughly familiar with the performance management in their organization so that it can be used effectively to provide the necessary feedback to motivate employees to high levels of performance c. Feedback-seeking research has demonstrated that employees are happy with feedback only during their yearly performance management reviews d. Leaders should encourage their followers to seek feedback so they can stay on track toward reaching their goals
c. Feedback-seeking research has demonstrated that employees are happy with feedback only during their yearly performance management reviews
Which of the following is a performance management rating system in which all employees in the work group are assessed relative to one another? a. Graphic rating scale b. Behaviorally anchored rating scale c. Forced-ranking scale d. Global rating scale
c. Forced-ranking scale
Miranda understands that sometimes people work on a task because they find it interesting and not because of an external reward they may receive. Miranda understands the concept of: a. Social learning b. Operant conditioning c. Intrinsic motivation d. Extrinsic motivation
c. Intrinsic motivation
According to Daniel Pink's book Drive: The Surprising Truth About What Motivates Us, the traditional "if-then" rewards (if you do this, then you will get that) cannot produce high levels of motivation for all of the following reasons except: a. It extinguishes intrinsic motivation b. It crushes creativity c. It fosters long-term thinking d. It crowds out good behavior
c. It fosters long-term thinking
According to the text, all of the following are true of performance management methods except: a. Most organizations use a standard form to evaluate employee performance b. There may be an overall global rating for performance, but there also may be specific dimensions that are rated c. It is best to rate traits such as having a positive attitude as it always relates to performance d. Ratings are typically on a graphic rating scale having multiple points along a continuum
c. It is best to rate traits such as having a positive attitude as it always relates to performance
All of the following are characteristics of social learning theory except: a. Perhaps it is the most influential theory of learning today b. It was developed because it is believed that operant conditioning did not explain all of the ways a person can learn c. It is largely unsupported by research d. It introduced the social element into how people acquire new skills
c. It is largely unsupported by research
Wesley is interested in incorporating research-based recommendation on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "maintain justice in the reward system"? a. Ensure pay levels vary significantly based on performance levels b. Distribute fake currencies or reward points that can later be traded for cash, goods, or services c. Only promise rewards that are available d. Specify what employees are expected to do, as well as what they should refrain from doing
c. Only promise rewards that are available
When a specified behavior is no longer rewarded or punished every time but rewarded or punished on a more random basis, it is which type of schedule of reinforcement? a. Variable-interval b. Variable-ratio c. Partial d. Continuous
c. Partial
Which of the following concepts relates to perceived unfairness of how pay is distributed? a. Pay dispersion b. Underpayment inequity c. Pay inequity d. Overpayment inequity
c. Pay inequity
Which of the following theories examines a person's needs for autonomy and competence? a. Social learning theory b. Reinforcement theory c. Self-determination theory d. Expectancy theory
c. Self-determination theory
Which of the following is summarized by past actions that led to positive outcomes tend to be repeated, whereas past actions that led to negative outcomes will diminish? a. The law of diminishing returns b. The law of attraction c. The law of effect d. The law of cause
c. The law of effect
Helen is a new manager who is about to perform her first round of performance reviews with her employees. She should know that all of the following are characteristics of the performance appraisal process except: a. Some employees view the appraisal process as unfair and showing favoritism b. Some employees may fear the appraisal process and view it as punitive c. Training is likely unnecessary for managers performing reviews d. There are perceptual biases that may affect the manager's ability to accurately rate follower performance
c. Training is likely unnecessary for managers performing reviews
According to research, which of the following reinforcement schedules produce the most persistent, long-term effects on behavior? a. Continuous b. Variable-interval c. Variable-ratio d. Fixed-ratio
c. Variable-ratio
David likes to play the lottery. Sometimes he wins, but most times he does not. This is an example of which type of reinforcement schedule? a. Fixed-ratio b. Fixed-interval c. Variable-ratio d. Variable-interval
c. Variable-ratio
Operant conditioning was initially studied with experiments conducted on _________. a. monkeys b. dogs c. rats d. humans
c. rats
Which of the following is defined as a cluster of related knowledge, skills, and attitudes that affect a major part of one's job, that correlates with performance on the job, that can be measured against well-accepted standards, and that can be improved via training and development? a. Capability b. Commitment c. Cognition d. Competence
d. Competence
When a specified behavior is rewarded or punished every time it occurs, it is which type of schedule of reinforcement? a. Fixed-interval b. Fixed-ratio c. Partial d. Continuous
d. Continuous
All of the following are outcomes of feedback seeking except: a. Accuracy in self-view b. Instrumental goal attainment c. Image maintenance and enhancement d. Ego-defense enhancement
d. Ego-defense enhancement
Jed is interested in using a forced-ranking scale to evaluate the employees in his work group. He should be aware that all of the following criticisms of the forced-ranking scale are true except: a. Concerns have been raised that forced rankings are demotivating b. Critics say that forced rankings can hinder cooperation and teamwork c. Some companies noticed that turnover increased each year after the performance review process d. Employees keep listening after they get their ranking in order to hear the essential feedback needed to improve their performance
d. Employees keep listening after they get their ranking in order to hear the essential feedback needed to improve their performance
In Daniel Pink's book Drive: The Surprising Truth About What Motivates Us, the author discusses three important aspects of motivation that go beyond the carrot-and-stick (reward-and-punishment) approach. Which of the following is not one of these aspects discussed by the author? a. Autonomy b. Mastery c. Purpose d. Feedback
d. Feedback
Which of the following best describes observational learning? a. Learning from listening to a teachers' lecture b. Learning from watching a TV program about sharks c. Learning from reading a textbook d. Learning from watching others
d. Learning from watching others
Which of the following occurs when managers give ratings that are clustered at the high end of a ratings scale? a. Central tendency error b. Unbiased c. Punitive d. Leniency
d. Leniency
When evaluating the performance of coworkers, peers tend to be: a. Harsher than supervisors b. About the same as supervisors c. Better trained at providing constructive feedback than supervisors d. More lenient than supervisors
d. More lenient than supervisors
Which of the following steps in the modeling process described by social learning theory deals with the fact that for observational learning to work, the person must desire to imitate the behavior? a. Attention b. Retention c. Reproduction d. Motivation
d. Motivation
Which of the following is the understanding that innovation occurs in phases and intrinsic motivation may be more important during the idea generation phase? a. Extrinsics in service of intrinsics b. Intrinsics in service of extrinsics c. Creative modeling d. Motivation-work cycle
d. Motivation-work cycle
Lee is interested in developing a program that applies reinforcement theory in his organization. This is known as: a. Organizational climate change b. Organizational development c. Strategic management modification d. Organizational behavior modification
d. Organizational behavior modification
Which of the following is when employee cash bonuses are based upon reaching a financial target such as return on assets or net income? a. Piece-meal plan b. Gain-sharing plan c. Stock options d. Profit-sharing plan
d. Profit-sharing plan
All of the following are potential limitations of the performance appraisal process except: a. Some managers feel that performance appraisals offer little benefit relative to the time involved b. Some managers are not comfortable with face-to-face confrontation over difficult performance issues c. There is an inherent conflict in the role of supervisor as evaluator and at the same time performance coach d. Research has shown that employees are dissatisfied when the performance appraisal process combines development with administrative reward purposes
d. Research has shown that employees are dissatisfied when the performance appraisal process combines development with administrative reward purposes
Which of the following extends operant conditioning to consider the fact that people can learn from watching other people succeed or fail? a. Reinforcement theory b. Social exchange theory c. Social comparison theory d. Social learning theory
d. Social learning theory
Art is interested in incorporating research-based recommendation on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "define and measure performance accurately"? a. Ensure pay levels vary significantly based on performance levels b. Distribute fake currencies or reward points that can later be traded for cash, goods, or services c. Only promise rewards that are available d. Specify what employees are expected to do, as well as what they should refrain from doing
d. Specify what employees are expected to do, as well as what they should refrain from doing
Discuss the challenges with the 360 degree performance appraisal.
In a 360 degree performance appraisal, the input from a number of these sources is included to provide a more comprehensive view of an employee's performance. The research evidence on 360 degree suggests it increases the perspectives that provide input into the review process. The challenge with 360 degree reviews is that organizations don't often provide necessary training for peers to provide constructive feedback. Peers, for example, tend to be more lenient than supervisors in rating their coworkers.
Compare and contrast intrinsic and extrinsic motivation.
Intrinsic motivation is when someone works on a task because they find it interesting and gains satisfaction from the task itself. Extrinsic motivation involves the performance outcome instrumentality between the task and a tangible reward. Satisfaction does not come from the task itself but rather from the extrinsic outcome to which the activity leads (e.g., working extra hours to earn a bonus).
Discuss the principles of reinforcement theory
Reinforcement theory is based upon the law of effect, which states that past actions that led to positive outcomes tend to be repeated, whereas past actions that led to negative outcomes will diminish. The law of effect led to the development of operant conditioning (sometimes referred to as reinforcement theory). In this approach to motivation, individual personality, thoughts, and attitudes don't motivate behavior.
Naomi tends to rate all of her employees average or in the middle of the rating scale during performance reviews. She is likely displaying: a. Central tendency error b. Leniency c. Cultural biases d. Regression to the mean
a. Central tendency error
Tran is interested in incorporating research-based recommendation on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "make rewards contingent on performance"? a. Ensure pay levels vary significantly based on performance levels b. Distribute fake currencies or reward points that can later be traded for cash, goods, or services c. Only promise rewards that are available d. Specify what employees are expected to do, as well as what they should refrain from doing
a. Ensure pay levels vary significantly based on performance levels
A study of hospitals showed that pay level practices and pay structures lead to all of the following outcomes except: a. Ethical behavior b. Resource efficiency c. Patient care outcomes d. Financial performance
a. Ethical behavior
Operant conditioning is another term for __________. a. reinforcement theory b. enforcement theory c. reenactment theory d. classical theory
a. reinforcement theory
Which of the following is not one of the four steps of the modeling process described by social learning theory? a. Attention b. Reciprocation c. Retention d. Motivation
b. Reciprocation
Which of the following is a favorable event or outcome presented after a behavior? a. Negative reinforcement b. Neutral reinforcement c. Positive reinforcement d. Punishment
c. Positive reinforcement
Perceptual biases may be avoided in the performance review process by all of the following except: a. Reward results rather than behaviors b. Provide training to performance raters c. Raters should go with their gut instinct d. Increase awareness of potential perceptual errors
c. Raters should go with their gut instinct
Which of the following steps in the modeling process described by social learning theory deals with the fact that once information is noted and retained, the person imitates the behavior that they recall? a. Attention b. Retention c. Reproduction d. Motivation
c. Reproduction
Elliot recently studied reinforcement theory in his Organizational Behavior class. He understands that how often a reward or punishment is applied can predict learning and motivation. This is referred to as: a. Theory of motivation b. Annual review process c. Schedules of reinforcement d. Punishment planner
c. Schedules of reinforcement
Torrie seeks feedback from a trusted coworker, Elizabeth. In this scenario, Elizabeth is the feedback-seeking: a. Topic b. Timing c. Method d. Target
d. Target
Amanda knows that motivation is important in the workplace. As a manager, she is trying to understand the concept of reinforcers. Amanda should know that a reinforcer is: a. An event that only weakens the behavior it follows b. An event that only strengthens the behavior it follows c. An event that strengthens or weakens behavior that precedes it d. An event that strengthens or weakens behavior it follows
d. An event that strengthens or weakens behavior it follows
Reinforcement theory is based on the ___________. a. The law of reciprocity b. The law of gravity c. The law of cause d. The law of effect
d. The law of effect
All of the following are evidence-based guidelines for using money as a motivator except: a. Define and measure performance accurately b. Make rewards contingent on performance c. Reward employees in a time manner d. Use monetary rewards only
d. Use monetary rewards only
