Organizational Behavior - Chapter 6: Performance Management

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

- goal achievement - progress toward the goal

Which of the following are reasons for employees to have negative views of performance management systems?

- Failure of managers to understand the responsibilities of the jobs they are reviewing - Limited guidance on how to improve performance - Infrequent feedback

What are some of the reasons why feedback is not delivered?

- Feedback providers often lack confidence in issuing feedback. - Negative feedback can make someone feel bad. - Feedback is easy to put off because it takes time.

Tracking goal achievement and progress toward goals can have which impacts on employees?

- It increases motivation. - It improves performance.

Which of the following statements are true of Thorndike's law of effect?

Behaviors with favorable consequences tend to be repeated Behaviors with unfavorable consequences tend to disappear

Which of the following terms describe trends in feedback?

inclusive continual informal

Which types of rewards can enhance the value of your overall compensation?

vacation time tuition benefits work flexibility

When a teacher uses pop quizzes and unannounced tests to determine students' grades, what type of reinforcement schedule is being used?

variable interval

project goal example

Complete the annual productivity reports of employees by the end of this week

Some examples of extrinsic rewards include:

a promotion a pay raise

Examples of pay for performance rewards include:

bonuses merit pay

Which of the following describe the instructional function of feedback?

- When roles are made more clear - When new behaviors are taught

Components of the performance management process include:

- creating consequences - overseeing performance - defining expectations

The primary functions of performance management include:

- guiding employee training and development - communicating the employee behavior that is being sought - making decisions related to employees such as pay raises

As part of the contingency approach to goal setting, what elements should fit the situation?

- the practice - the policy - the behavior

Monitoring performance involves ___.

- tracking the achievement of the goal - measuring the progress toward the goals

List the four steps in the goal-setting process with the first step at the top and the last step on the bottom.

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

What can employees do to avoid surprises during performance appraisals?

Check in with managers periodically to see how things are going. Ask managers informally for more frequent feedback.

Which of the following statements are true about effective PM?

Employees benefit when feedback is delivered more frequently.

Which of the following can be influenced by promotions and pay raises?

Employees' emotional well-being Employees' intentions of quitting Employees' perception of fairness

Which of the following can be influenced by promotions and pay raises?

Employees' perception of fairness Employees' emotional well-being Employees' intentions of quitting

Which of the following are desired outcomes of an organization's reward system?

Foster development Attract and motivate talented people Retain talented people

Behavioral goal example

Listen to others during meetings without interrupting

Which statements describe why rewards often fail to motivate employees?

Monetary rewards are over emphasized. Motivation is impacted by the use of one-shot rewards. Too much time passes-between the achievement and the reward.

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

Monitoring performance

Desired outcome = Nothing = Undesired side-effects =

More of what is desired such as achieving sales goals No change in sales goal achievement Employees provide unrealistic delivery dates to increase sales

Which of the following immediately increase management effectiveness?

Providing regular and effective feedback Setting clear expectations

Why do so few people want to provide negative feedback?

They worry the exchange will harm their working relationship. They are uncomfortable delivering bad news. They are concerned about how the employee will react.

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

accuracy relevancy

The factors that affect perceptions of feedback include:

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

The important last step in the goal-setting process is to create a ______ plan

action

Total rewards offered by an organization may include:

benefits such as health and wellness and retirement funds compensation such as base pay and other monetary incentives personal growth opportunities such as training

A customized process between two or more people with the intention of enhancing learning and motivating change is

coaching

An individualized and customized form of performance management is known as

coaching

Jordan sells on commission and is paid for every sale. This is an example of a:

continuous reinforcement schedule

f a target behavior is rewarded every time it occurs, then it is a

continuous reinforcement schedule

Feedback delivery tends to be which of the following?

direct critical

Which of the following ideas will help someone excel as an employee?

discovering what the company says it values and what it actually rewards seeking regular feedback finding a manager who uses performance management practices that align with your values and aspirations

The key components of an organizational reward system include:

distribution criteria desired outcomes types of rewards

What are results, behaviors, actions, and nonperformance factors examples of?

distribution criteria for rewards

Pay for performance results tend to be best when organizations do which of the following?

enact a transparent system significantly reward top performers consider multiple performance measures

Comparing actual performance to a previously set goal is the step in the performance management process called:

evaluating performance

Which of the following factors have a tendency to demotivate employees?

extreme executive compensation layoffs across-the-board raises and cuts

Rewards that come from the environment are ________ rewards

extrinsic

Thorndike's observations that led to the law of effect were that behavior with __________ consequences tends to be repeated.

favorable

When a teacher bases students' grades on a midterm and a final exam of equal weight, what type of reinforcement schedule is being used?

fixed interval

Which of the following exemplifies a performance goal?

increasing sales by 10% in a period

Feedback offers which of the following to those who can positively impact a situation?

information

A colleague receives a significant reward for work you accomplished together, but you do not receive a similar reward. What impact might that have on you?

loss of motivation inconsistent future performance

Skinner labeled behavior that is learned when one acts on the environment to produce desired consequences ________ behavior.

operant

The monetary incentives that link a portion of pay directly to results or accomplishments is:

pay for performance

Which conditions help make pay for performance effective?

paying top performers much more than other employees using multiple measures of performance calibrated performance measures that ensure accuracy

A process that defines expectations, evaluates performance against the expectations, and ensures consequences is ______management.

performance

Strengthening a behavior by offering a pleasing reward is _______ reinforcement

positive

Rewarding employees who have perfect attendance records with a check for $100.00 is an example of:

positive reinforcement

Skinner defined automatic reactions to stimuli, or stimulus-response as __________ behavior.

respondent

A desired outcome of the _________ system is to retain talented people.

reward

Key components such as types of rewards, distribution criteria, and desired outcomes are part of an organization's:

reward systems

The first step in the performance management process is to:

set goals and communicate expectations.

Which of the following takeaways will prove helpful to managers?

setting clear expectations and providing regular feedback clearly linking rewards to expectations ensuring your direct reports set SMART goals

Compensation, benefits, and personal growth opportunities are all part of an organization's:

total rewards

Of the three potential outcomes from rewards, which one motivates the wrong behaviors?

undesired side effects

Rank the steps in a performance management system with the first step on top and the last on the bottom.

1. define performance 2. monitor performance 3. review performance 4. give consequences

Which of the following describe when feedback is motivational?

when there is promise of a reward when it is a reward

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

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

Identify primary outputs and functions of performance management systems.

- Linking expectation and performance to increased responsibilities - Recommendations for employee-related decisions

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.

Objective goal example

Increase sales by 10%