Module 7 MGT ORG

Identify the workplace behaviors that are operants. - Applying for job vacancies - Laying off incompetent employees - Carrying out job-related tasks - Completing sales reports - Coming to work punctually

Carrying out job-related tasks Completing sales reports Coming to work punctually

Identify the ways in which performance evaluation systems can be made effective. - Employees should be encouraged to participate in the evaluation process. - Performance results should be regularly communicated to employees. - Managers should receive training in evaluating subordinates' performance. - General, not specific, performance goals that have to be met should be set. - Performance evaluation feedback should focus solely on problem areas.

Employees should be encouraged to participate in the evaluation process. Performance results should be regularly communicated to employees. Managers should receive training in evaluating subordinates' performance.

Which of the following are the main objectives of reward programs? - Increasing the strength of organizations - Encouraging employees to attain higher performance levels - Maintaining heterogeneity in organizations - Ensuring that employees continue coming to work

Encouraging employees to attain higher performance levels Ensuring that employees continue coming to work

The effectiveness of performance evaluation systems can be improved by ______. - Limiting or minimizing employee participation in the evaluation process - Establishing specific performance goals - Overlooking relevant employee behavior - Ensuring that evaluation feedback focuses solely on problem areas

Establishing specific performance goals

Identify the arguments against 360-degree feedback. - Evaluators generally provide the same response based on the actual or regular performance of employees. - Evaluators may provide differing responses based on their observations on a few occasions. - Feedback providers may be unwilling to provide true ratings when information is being utilized to recognize performance. - Managers refrain from sharing the results of assessments with other members within the organization.

Evaluators may provide differing responses based on their observations on a few occasions. Feedback providers may be unwilling to provide true ratings when information is being utilized to recognize performance.

True or False: An employee's job performance is said to be evaluated when concern is shown to him or her as an individual.

False

True or False: While using modeling as a method to administer rewards, managers need not consider the context in which modeling occurs.

False

Identify a true statement about reinforcers. - They obstruct the flow of messages from senders to receivers. - They define the general nature of a job or task. - They are mental states of readiness learned through experience. - They are instrumental in increasing the rate of behavior.

They are instrumental in increasing the rate of behavior.

Which of the following statements are true of performance evaluations that have a developmental orientation? - They focus on improving future performance. - They focus on the past performance of employees. - They strive to identify ways to enhance employee performance through training. - They provide a basis for making judgments about which employee should be rewarded.

They focus on improving future performance. They strive to identify ways to enhance employee performance through training.

Which of the following statements are true of performance evaluations that have a judgmental orientation? - They primarily concentrate on past performance. - They encourage supervisor-employee disagreement on performance expectations. - They help in evaluating the effectiveness of organizational programs. - They are primarily concerned with eliminating employee transfers and layoffs. - They offer a basis for making decisions related to which employee should be rewarded.

They primarily concentrate on past performance. They help in evaluating the effectiveness of organizational programs. They offer a basis for making decisions related to which employee should be rewarded.

The information provided by performance evaluation fulfills many purposes. Identify the purposes that have a developmental orientation. - To establish employee-supervisor agreement on the expectations of performance - To create ways of overcoming performance barriers and obstacles - To evaluate previous training and development programs - To recognize training opportunities - To provide a basis for reward allocation, including raises and promotions - To encourage performance improvement

To establish employee-supervisor agreement on the expectations of performance To create ways of overcoming performance barriers and obstacles To recognize training opportunities To encourage performance improvement

The information provided by performance evaluation serves several purposes. Identify the purposes that have a judgmental orientation. - To provide a basis for the allocation of rewards - To assess older training programs - To stimulate performance improvement - To validate the efficacy of the procedures for employee selection - To identify training and development opportunities - To aid in the identification of employees who have high potential

To provide a basis for the allocation of rewards To assess older training programs To validate the efficacy of the procedures for employee selection To aid in the identification of employees who have high potential

Is a task being done effectively?

It tends toward a judgmental orientation.

A set of employee work-related behaviors designed to accomplish organizational goals is known as ________ ________.

Job Performance

Instructional feedback example

A trainee employee is asked to follow the appropriate project guidelines to avoid errors.

Motivational feedback example

An experienced employee is recognized for the effort and innovative ideas.

Identify a true statement about 360-degree feedback programs. - The concern about fairness and credibility in evaluation is questionable. - Managers are barred from sharing assessment results with others. - Anybody in an individual's full domain can act as an evaluator. - The observation frequency across evaluators remains the same.

Anybody in an individual's full domain can act as an evaluator.

One of the main objectives of reward programs is ______. - Increasing a response's strength through punishment consequences - Attracting eligible candidates to be part of an organization - Achieving higher response rates with interval schedules - Preventing all forms of discrimination at workplaces

Attracting eligible candidates to be part of an organization

______ is a form of intrinsic reward. - Salary - Promotion - Hike - Autonomy

Autonomy

A method of administering rewards in which employees learn the behaviors that are desirable by observing how others are rewarded is known as ______.

Modeling

Unlike an intrinsic reward, an extrinsic reward ______. - Cannot have any critical value to the person receiving the reward - Is self-administered by a person - Is initiated from outside a person - Cannot be initiated by someone other than the person receiving the reward

Is initiated from outside a person

Unlike an extrinsic reward, an intrinsic reward ______. - Cannot have any significance to the person receiving the reward - Is initiated from outside an individual - Does not provide a sense of gratification to the person receiving the reward - Is self-administered by an individual

Is self-administered by an individual

Identify a true statement about an open pay system. - It is ideal for organizations where employee performance is measured in nonobjective terms. - It is suitable for organizations where there is high, not low, interdependence among employees. - It works best when effort is linked to long-term performance. - It clearly indicates how much people are being paid.

It clearly indicates how much people are being paid.

A positive reinforcer

It is a stimulus that strengthens the probability of a behavioral response when added to a situation.

Identify the arguments in favor of 360-degree feedback. - It ensures that observation frequency across evaluators is same. - It is considered a credible, fair, and thorough method of performance evaluation. - It increases transparency within the organization and fosters trust among employees. - It invariably motivates feedback providers to provide true ratings while pinpointing performance.

It is considered a credible, fair, and thorough method of performance evaluation. It increases transparency within the organization and fosters trust among employees.

Are employee abilities and skills being fully used?

It is developmental in nature.

Motivational feedback

It promises a reward or provides a reward.

A negative reinforcer

It refers to an increase in a response's frequency following removal of an undesirable reinforcer soon after the response.

Identify the true statements about performance evaluation. - It is a static and intermittent process. - It should emphasize job performance. - It is a continuous and ongoing process. - It should focus on individuals.

It should emphasize job performance. It is a continuous and ongoing process.

Distortion

It takes place in the performance evaluation process when various job elements are given improper emphases.

Contamination

It takes place when activities that are not part of a job are considered during performance evaluation.

Deficiency

It takes place when performance evaluation fails to focus on all aspects of a job.

Instructional feedback

It teaches new behavior and points out areas for improvement.

Behaviors that can be controlled by altering the consequences that follow them are called _______.

Operants

An open pay system is most effective when ______. - There are secrets about how much employees are being paid - Organizations employ individuals who have to work closely with external salespeople - Organizations measure employee performance in purely objective terms - There is high interdependence among employees

Organizations measure employee performance in purely objective terms

Identify the various forms of intrinsic rewards. - Personal growth - Task completion - Achievement - Pay or salary hike - Promotion

Personal growth Task completion Achievement

Identify the tips for providing performance feedback. - Positive reinforcement should be combined with constructive criticism. - Feedback should be given as often as possible. - An evaluator telling method, not a problem-solving approach, should be adopted. - The characteristics of performers should be addressed. - Goals, results, and goals accomplished should be addressed.

Positive reinforcement should be combined with constructive criticism. Feedback should be given as often as possible. Goals, results, and goals accomplished should be addressed.

While providing performance feedback, managers should ______. - Address performer characteristics, not results, goals, and goals accomplished - Focus solely on ineffective performance or problems of subordinates - Refrain from discussing or attacking employees' attitudes, values, or personality - Adopt an evaluator telling method or a one-way exchange method

Refrain from discussing or attacking employees' attitudes, values, or personality

Identify the best practices that are being used by organizations in an attempt to improve the impact of their 360-degree feedback programs. - The 360-degree feedback program should be primarily used for individual development. - Senior management should be made mentors or role models. - Every aspect of the 360-degree approach should be free from administrative control. - Highly trained inhouse coaches should be used to help employees develop action plans for improvement. - The feedback process should be kept separate from the organization's overall strategy.

The 360-degree feedback program should be primarily used for individual development. Senior management should be made mentors or role models. Highly trained inhouse coaches should be used to help employees develop action plans for improvement.

The basic foundation of rewarding employees through positive reinforcement is ______. - The emphasis on employee job performance alone - The administering of fixed-ratio schedules independent of employee response - The association between behavior and its consequences - The overlooking of the desired behavior that leads to job performance

The association between behavior and its consequences

When a positive reinforcement program is administered, the focus is on ______. - Motivating the maximum number of employees to participate - Overlooking the relationship between behavior and its consequences - The job performance of employees alone - The expected behavior that leads to job performance

The expected behavior that leads to job performance

True or False: When employee behavior is evaluated, it is important to ensure that appraisals have proper weighting of relevant behaviors.

True