chapter 6

Which of the following statements regarding SMART goals is correct? a.) Effective goals tend to be aggressive. b.) Adding a time limit to a goal leads to short-term decision making and ignoring the long-term consequences. c.) Easy goals are the most effective goals. d.) When goals are specific, stress is higher.

a.) Effective goals tend to be aggressive.

Which of the following is accurate for goal setting? a.) Management commitment is key to successful implementation of MBO programs. b.) In general, there are no downsides to goal setting. c.) Goals should be easily achieved to be motivating. d.) Goals are more effective motivators if feedback on achievement is limited so as not to divert attention from the goal to the feedback.

a.) Management commitment is key to successful implementation of MBO programs.

Which of the following statements regarding goal setting and ethics is true? a.) Research shows that teachers who are rewarded for their students' success may give their students answers during tests to improve the test scores. b.) The tendency to behave unethically occurs when employees know they are going to achieve their goals. c.) Employees have two choices when goal accomplishment is rewarded: work hard to reach the goals or quit. d.) When a high percentage of a CEO's pay package consists of stock options, companies are less likely to misrepresent the financial situation of the company.

a.) Research shows that teachers who are rewarded for their students' success may give their students answers during tests to improve the test scores.

To improve overall employee performance, in addition to performance appraisals, a company should use a.) a peer-review bonus system. b.) an annual company picnic. c.) an employee ranking technique. d.) frequent one-on-one meetings.

a.) frequent one-on-one meetings.

A piece rate system refers to a.) a program providing one-time rewards to employees for specific accomplishments. b.) a program where employees are paid on the basis of individual output produced. c.) a company-wide program where employees are rewarded for performance gains compared to past performance. d.) an outdated compensation structure that is no longer used.

b.) a program where employees are paid on the basis of individual output produced.

According to the VISAF formula for the motivating potential score of a job, the most important elements in deciding motivation potential are a.) skill variety and autonomy. b.) autonomy and feedback. c.) task significance and task identity. d.) skill variety and feedback.

b.) autonomy and feedback.

Judgment based on evidence refers to a.) letting employees know what criteria are used in appraisal. b.) documenting performance problems and using factual evidence in rating performance. c.) ensuring that there is two-way communication during the appraisal process and the employee's perspective is heard. d.) All of the above.

b.) documenting performance problems and using factual evidence in rating performance.

Which of the following factors has the most influence on worker motivation? a.) pay b.) job design c.) growth opportunities d.) recognition

b.) job design

Renaldo is preparing to rate Marquez on his annual performance evaluation. As he looks at the first item, Renaldo thinks about the meeting he had with Marquez last week. Marquez shared with Renaldo that his wife was quite ill and that there may be days when he would be called to the hospital unexpectedly. Renaldo knows that a poor review will cost Marquez his bonus which Renaldo knows would be very difficult for Marquez financially. Based on this, Renaldo may give Marquez ratings that show ______________ bias. a.) liking b.) leniency c.) stereotype d.) recency

b.) leniency

Which of the following statements is true regarding cultural aspects of motivation in a work environment? a.) Mexican employees work very effectively in self-managed teams. b.) Indian employees are very satisfied when they are empowered. c.) Chinese employees are very motivated when goals are very difficult. d.) Peer appraisals are very effective in collectivism cultures.

c.) Chinese employees are very motivated when goals are very difficult.

Which statement is true about empowerment? a.) The notion of empowerment is appropriate for all employees. b.) Empowerment is a relatively easy concept to implement in the workplace. c.) Employees who are nervous about taking on increased responsibility may also worry about empowerment. d.) Empowerment is not related to job performance.

c.) Employees who are nervous about taking on increased responsibility may also worry about empowerment.

Which of the following is true regarding the motivating potential of a job? a.) Employees with high "growth need" strength will respond less favorably to jobs with high motivating potential. b.) An employee whose expectation for his job is to pay the bills will have high growth potential. c.) Even though a job is designed with the express purpose of motivating individuals, some employees may not find the job personally motivating. d.) Career stage does not influence the importance of the five core characteristics.

c.) Even though a job is designed with the express purpose of motivating individuals, some employees may not find the job personally motivating.

360-degree feedback is a.) designed to provide feedback for promotion or pay decisions. b.) designed to deal with all instances where competition between coworkers is prevalent. c.) designed to provide feedback for developmental purposes. d.) the most frequently used form of performance appraisal in U.S. firms.

c.) designed to provide feedback for developmental purposes.

Conducting an effective performance appraisal meeting a.) is always easier if the rater begins the meeting with a criticism of the employee and moves forward from there. b.) is always easier if the rater limits the number of opportunities the employee has to speak. c.) is facilitated if the rater has empathy for the employee. d.) None of the above.

c.) is facilitated if the rater has empathy for the employee.

In the Job Characteristics (VISAF) model, Task significance refers to a.) the degree to which a person has the freedom to decide how to perform his tasks. b.) the degree to which a person is in charge of completing an identifiable piece of work from start to finish. c.) whether a person's job substantially affects other people's health, work or well-being. d.) the extent to which the job requires a person to utilize multiple high level skills.

c.) whether a person's job substantially affects other people's health, work or well-being.

To ensure that goal setting is viewed as a positive process and not a potential ethical challenge, there should be efforts to address possible downsides, such as by a.) allowing employees to adapt their approach in response to unplanned scenarios. b.) setting rewards which are established for coming close to, as well as achieving a goal. c.) setting goals which account for related or sustained metrics, not just for single, one-time metrics such as meeting quarterly production quotas d.) All of the above.

d.) All of the above.

What workplace strategy can help increase the quality of the feedback you receive? a.) Ask your supervisor for feedback if you aren't sure how you are doing. b.) Develop a good professional relationship with your manager. c.) Be gracious, even when you receive negative feedback. d.) All of the above.

d.) All of the above.

Which of the following is an advantage of job rotation? a.) Employees become cross-trained due to their movement between jobs. b.) Managers have greater scheduling flexibility in a job rotation system. c.) Employees experience less boredom in a job rotation system. d.) All of the above.

d.) All of the above.

With respect to the concept of Procedural Justice, a good Performance Review System should have which of the following elements? a.) letting employees know what criteria are used in appraisal. b.) documenting performance problems and using factual evidence in rating performance. c.) ensuring that there is two-way communication during the appraisal process and the employee's perspective is heard. d.) All of the above.

d.) All of the above.

Which of the following is true regarding Performance Management and Performance Appraisals? a.) They are synonyms and can be used interchangeably. b.) Performance Management is a specific use of the larger Performance Appraisal system. c.) Performance Appraisals used for research purposes are typically more lenient than those used for administrative (pay and promotion) purposes. d.) Performance Appraisals used for administrative (pay and promotion) purposes are typically more lenient than those used for feedback and development purposes.

d.) Performance Appraisals used for administrative (pay and promotion) purposes are typically more lenient than those used for feedback and development purposes.

Forced ranking systems like those used by Uber, a.) provide employees with concrete feedback on what their goals are for next year. b.) are beneficial to a firm if they are used in a consistent manner and for a long period of time. c.) can lead to employee stagnation and a performance-aversive culture. d.) can carry the danger of lawsuits because of equal employment opportunity (EEO) concerns with employees rated.

d.) can carry the danger of lawsuits because of equal employment opportunity (EEO) concerns with employees rated.

Olaf works on an assembly line in an Oslo factory. Last month the assembly line processes were overhauled. Olaf is still responsible for soldering electrical contacts on an appliance component, but now he is also expected to review each component for quality defects before he solders. If he notes any defects, he can place the component in the scrap bin. If he scraps five such pieces in succession, he is permitted to press an emergency button above his station, which stops the assembly line completely. This job re-design is a reflection of the __________________ philosophy. a.) job specialization b.) job rotation c.) job enlargement d.) job enrichment

d.) job enrichment

Which of the following psychological states has research identified as the most important for employee attitudes and behaviors? a.) responsibility b.) motivation c.) knowledge of results d.) meaningfulness

d.) meaningfulness

Frederick Taylor's work, "Principles of Scientific Management" (1911), led to a fundamental change in management philosophy. The change a.) was understanding that repetitive activities are the direct result of job generalization. b.) was increasing the complexity of jobs in the workplace for greater productivity. c.) was understanding that managers could not influence the output levels of employees. d.) paved the way for the 20th century assembly line and today's use of automation.

d.) paved the way for the 20th century assembly line and today's use of automation.