BUAD CHAPTER 5 and 6

Goal setting

1. set goals 2. promote goal commitment 3. provide support and feedback 4. create action plans

idiosyncratic ideals

Job design terms that individuals negotiate for themselves involving schedule flexibility, career development, or other adjustments

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

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

Needs

Physiological or psychological deficiencies that arouse behavior are known as

Lack and Latham goal setting....

Successful goal achievement reinforces employee satisfaction and leads to setting higher goals. People need the ability and resources to achieve the goal. Goals that are specific and difficult lead to higher performance.

motivation

The psychological mechanisms that guide the direction, intensity, and persistence of one's behaviors or thoughts are known as:

goal specificity

The quantifiability of a goal is known as goal

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.

reviewing performance

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

Expectancy theory can be used...

to predict behaviors in situations where there is a choice between two or more alternatives

recommended approaches for creating change when one's job is low on hygiene or motivating factors?

Ask for new work assignments. Talk with the manager. Change jobs.

According to goal setting theory, which of the following are needed in order for goals to motivate employees

commitment to the goal goal specificity ability to achieve the goal

The factors that affect perceptions of feedback include:

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

process theroies

focus on explaining how internal and external factors motivate workers.

Performance Management

is a set of processes and managerial behaviors that include defining, monitoring, measuring, evaluating, and providing consequences for performance expectations Aspects communicating the employee behavior that is being sought making decisions related to employees such as pay raises guiding employee training and development

monitoring performance

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

self determination theory

our behavior and well-being are influenced by three innate needs: competence, autonomy, and relatedness

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

progress towards goal, goal achievement

Frederick Herzberg believed that...

proposes that job satisfaction comes from motivating factors and dissatisfaction from the absence or weak presence of hygiene factors is based on research done Job satisfaction is associated with motivating factors. Job dissatisfaction is associated with hygiene factors Managers can improve motivation by improving both motivators that create satisfaction and hygiene factors that reduce dissatisfaction.

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

relevancy accuracy

As apart of the contingency approach to goal setting

the behavior the policy the practice

content theories

theories that focus on identifying internal factors that motivate people