Chapter 6 SB Hunt
Which of the following is the fourth step in implementing a goal-setting program?
Writing an action plan.
An important factor in the perception of feedback is the fundamental ______ bias.
attribution
Which of the following terms describe trends in feedback?
continual inclusive informal
Feedback delivery tends to be which of the following?
direct critical
Comparing actual performance to a previously set goal is the step in the performance management process called:
evaluating performance
Ignoring an undesirable behavior until it disappears is known as
extinction
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
For feedback to be perceived as useful and credible, it must be
honest, timely, and constructive
Feedback is more likely to be acted upon when it is _______ and helps achieve an important goal.
instructional
Fixed ratio, variable ratio, fixed interval, and variable interval are four subcategories of ______ reinforcement schedules.
intermittent
The two functions of feedback are to:
motivate and instruct
What elements need to be both monitored and evaluated when determining someone's performance?
progress toward the goal goal achievement
The factors that affect perceptions of feedback include:
reasonable goals or standards fairness of the system accuracy of the feedback
The first step in the performance management process is to:
set goals and communicate expectations.
Why should negative feedback be administered carefully?
to avoid creating defensiveness to avoid promoting insecurity
Of the three potential outcomes from rewards, which one motivates the wrong behaviors?
undesired side effects
Undesirable behavior can be reduced by:
using punishment
Which types of rewards can enhance the value of your overall compensation?
vacation time work flexibility tuition benefits
When a teacher uses pop quizzes and unannounced tests to determine students' grades, what type of reinforcement schedule is being used?
variable interval
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 desired outcomes of an organization's reward system?
Attract and motivate talented people Retain talented people Foster development
Project goals
Complete the annual productivity reports of employees by the end of this week
Which of the following statements are true about effective PM?
Employees benefit when feedback is delivered more frequently.
True or false: Feedback only provides information about individual performance.
False
Behavioral goals
Listen to others during meetings without interrupting
Nothing
No change in sales goal achievement
SMART goals are those that include which of the following characteristics?
Specific Attainable Measurable
Coaching is a customized process between two or more people with the intention of enhancing learning and motivating ________.
change
Which of the following takeaways will prove helpful to managers?
clearly linking rewards to expectations ensuring your direct reports set SMART goals setting clear expectations and providing regular feedback
Which statements describe why rewards often fail to motivate employees?
Too much time passes-between the achievement and the reward. Motivation is impacted by the use of one-shot rewards. Monetary rewards are over emphasized.
It is important to monitor progress toward goal achievement in order to:
identify problems while pursuing a goal
A desired outcome of the ________ system is to retain talented people.
reward
Why do so few people want to provide negative feedback?
They are concerned about how the employee will react. They worry the exchange will harm their working relationship. They are uncomfortable delivering bad news.
If a target behavior is rewarded every time it occurs, then it is a(n):
continuous reinforcement schedule
Strengthening a behavior by offering a pleasing reward is:
positive reinforcement
Information about performance given to those who can make the situation better is the definition of:
feedback
Key components such as types of rewards, distribution criteria, and desired outcomes are part of an organization's ________ system
reward
Desired outcome
More of what is desired such as achieving sales goals
Pay for performance results tend to be best when organizations do which of the following?
significantly reward top performers consider multiple performance measures enact a transparent system
Compensation, benefits, and personal growth opportunities are all part of an organization's:
total rewards
Monitoring performance involves ___.
tracking the achievement of the goal measuring the progress toward the goals
Which of the following are examples of intrinsic rewards?
Providing donations to a food cupboard Completing quarterly financial statements without errors
Total rewards offered by an organization may include:
compensation such as base pay and other monetary incentives benefits such as health and wellness and retirement funds personal growth opportunities such as training
The general criteria for distributing rewards in organizations include which of the following?
nonperformance factors such as seniority behaviors such as teamwork or cooperation tangible outcomes of performance such as sales
Skinner labeled behavior that is learned when one acts on the environment to produce desired consequences ________ behavior.
operant
Cutting the pay of two top executives at Carnival Cruises because of major accidents and mishaps is the form of behavior modification known as ________.
punishment
As part of the contingency approach to goal setting, what elements should fit the situation?
the policy the behavior the practice
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 fairness by managers Lack of clarity on how to improve
Skinner concluded that behavior is:
respondent and operant
A customized process between two or more people with the intention of enhancing learning and motivating change is
coaching
The important last step in the goal-setting process is to create a(n) ________ plan.
action
Which of the following factors have a tendency to demotivate employees?
across-the-board raises and cuts layoffs extreme executive compensation
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
Strengthening a desired behavior by removing a displeasing consequence is:
negative reinforcement
Components of the performance management process include:
overseeing performance creating consequences defining expectations
Thorndike's observations that led to the law of effect were that behavior with ________ consequences tends to be repeated
favorable
When feedback comes as a surprise to an employee, what might be happening on the part of the manager?
The quality of feedback is lacking. The quantity of feedback is insufficient.
Which of the following can be influenced by promotions and pay raises?
Employees' emotional well-being Employees' perception of fairness Employees' intentions of quitting
According to Gallup, which conditions make PM more effective?
Expectations are collaborative, clear, and aligned. Coaching is continual. Accountability exists.
A performance goal is related to
achieving a defined outcome.
An example of a pay for performance plan uses ______ to reward goal achievement.
bonuses
Which conditions help make pay for performance effective?
calibrated performance measures that ensure accuracy using multiple measures of performance paying top performers much more than other employees
When a reward is given every time a target behavior occurs, it is known as a(n) _______ reinforcement schedule
continuous
Jordan sells on commission and is paid for every sale. This is an example of a:
continuous reinforcement schedule
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 types of rewards desired outcomes
Reinforcement of some, but not all instances of a target behavior is:
intermittent reinforcement
Which two of the following are aspects of a performance management process function?
locating a need for employee development explaining the reason to terminate employment
Jaime is on time for work every day now because her manager yelled at her when she was late. Now that she is on time, her manager doesn't yell at her. This is an example of
negative reinforcement
Rewarding employees who have perfect attendance records with a check for $100.00 is an example of:
positive reinforcement
Undesired side-effects
Employees provide unrealistic delivery dates to increase sales
Which of the following immediately increase management effectiveness?
Providing regular and effective feedback Setting clear expectations
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.
What are some of the reasons why feedback is not delivered?
Feedback is easy to put off because it takes time. Feedback providers often lack confidence in issuing feedback. Negative feedback can make someone feel bad.
Objective goals
Increase sales by 10%
Which of the following are reasons for employees to have negative views of performance management systems?
Infrequent feedback Limited guidance on how to improve performance Failure of managers to understand the responsibilities of the jobs they are reviewing
Tracking goal achievement and progress toward goals can have which impacts on employees?
It improves performance. It increases motivation.
Which of the following describe the instructional function of feedback?
When new behaviors are taught When roles are made more clear
What are results, behaviors, actions, and nonperformance factors examples of?
distribution criteria for rewards
Not reinforcing or ignoring an undesirable behavior is called
extinction
Rewards that come from the environment are _______ rewards
extrinsic
The primary functions of performance management include:
guiding employee training and development making decisions related to employees such as pay raises communicating the employee behavior that is being sought
Which of the following exemplifies a performance goal?
increasing sales by 10% in a period
Among the "do's" of providing feedback are:
keep it relevant to the person's work provide specific and descriptive feedback
Examples of pay for performance rewards include:
merit pay bonuses
When a manager monitors, evaluates, and creates consequences for an employee's work so that it meets defined performance expectations, it is an example of:
performance management
When choosing measures of performance, which of the following criteria should be met?
relevancy accuracy
The acronym SMART refers to which step in the goal-setting process?
setting goals
Thorndike's observations that led to the law of effect were that behavior with ______ consequences tends to disappear.
unfavorable
It is important to provide clear guidance on how to improve performance:
when giving both positive and negative feedback
