mgmt 331 exam 3
The form of organizational justice that reflects the perceived fairness of how rewards are allocated is:
distributive justice
David McClelland's acquired needs theory states that
one need often dominates over the others. people vary in the extent to which they possess certain needs
bottom-up approaches
you design your own job
using equity and justice to motivate employees
employee perceptions count (males more sensitive to pay inequalities and procedural justice) employees want a voice in decisions that affect them. (voice: discretionary or formal expression of ideas, opinions, alternative approaches to specific target in/outside organization with intent to change state of affairs and improve current conditions) (voice climate: one in which employees are encouraged to freely express opinions and feelings) employees should have appeals process leader behavior matters climate for justice makes a difference
Which methods should managers use to determine the needs of their employees?
employee surveys one-on-one meetings
total rewards
encompass not only compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that include recognition, job design, and work-life balance, components: talent developent, ^^^
The job design method that puts more variety into a job by combining specialized tasks of comparable difficulty is job ___
enlargement
Which theory is based on comparing one's outputs and inputs with those of others?
equity theory
Comparing actual performance to a previously set goal is the step in the performance management process called:
evaluating performance
The question "What are the chances of reaching my performance goal?" represents which element of Vroom's expectancy theory?
expectancy
Ignoring an undesirable behavior until it disappears is known as
extinction
Not returning the phone calls of an insurance salesman so he will stop calling is the strategy for changing behavior known as ___
extinction
Which of the following factors have a tendency to demotivate employees?
extreme executive compensation across-the-board raises and cuts layoffs
Rewards that come from the environment are ___ rewards.
extrinsic
types of rewards
extrinsic reward: come from the environment intrinsic: psychic rewards, self-granted
Content theories of motivation focus on how internal factors and environmental characteristics influence employee motivation.
false
Feedback has only one primary purpose for those who receive it: motivation.
false
Step 1 of the performance management process is monitoring and evaluating performance.
false
Theory X employees find self-engaging activities within the company and are committed to their jobs.
false
True or false: Feedback only provides information about individual performance.
false
When you are startled by an unexpected loud noise or react to the touch of a hot surface, you are demonstrating operant behavior.
false
critically important and dramatically underutilized skill: page 71/273
feedback
why do companies often do so poorly with PM?
feedback is rare, lack of clarity on how to improve, manager bias (or not understanding job they PM), negative reactions, too much focus on pay and incentives
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
contemporary PM is continual
gallup recommends reframing the entire system as progress improvement establish expectations that are clear, collaborative, aligned. continually coach. create accountability. ensure means are achievement-oriented, fair and accurate, and developmental.
What elements need to be both monitored and evaluated when determining someone's performance?
goal achievement progress toward the goal
provide support and feedback
help employees reach their goals. ensure they have the skills and information to reach goals. provide training if needed. pay attention to expectations about perceived relationship between effort and performance. perceived self-efficacy, reward preferences. timely and specific feedback. provide non and monetary incentives, reward meaningful progress
Which term describes someone who cares more about what they put into a group project than the rewards they receive from participating in the project?
high equity sensitivity
expectancy theory
holds that people are motivated to behave in ways that produce desired combinations or expected outcomes to motivate employees: establish the right goal, remember that you can keep behavior and performance on track by more opportunities to link performance and pay, monetary rewards must be large enough to generate motivation.
For feedback to be perceived as useful and credible, it must be
honest, timely,
Job enlargement is also known as ___ loading the job.
horizontal
What does equity theory explain?
how people strive for fairness in social exchanges how people strive for fairness in give-and-take relationships
It is important to monitor progress toward goal achievement in order to:
identify problems while pursuing a goal
What are job design terms that individuals negotiate for themselves involving schedule flexibility, career development, or other adjustments?
idiosyncratic deals
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?
inconsistent future performance loss of motivation
Which of the following exemplifies a performance goal?
increasing sales by 10% in a period
intristic motivation
individuals inspired by positive internal feelings that are generated by doing well
Feedback offers which of the following to those who can positively impact a situation?
information
feedback
information about individual or collective performance shared with those in position to improve the situation effective feedback is only information--not an evaluation. doesn't count subjective statements! good example: hard data christopher lee book page 72/273 can affect outcomes across levels of the organizing framework
________ occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well."
intrinsic motivation
how to boost the effectiveness of rewards
involve employees in devising the system--design, selection, assessment of rewards programs. involvement fosters employee engagement (makes them feel valued) common problem with rewards: don't always work as intended
The approach to job design in which individuals make physical and cognitive changes in the task or relational boundaries of their work is known as:
job crafting
The activities that involve alteration of specific jobs or sets of interdependent jobs to improve employee experience and motivation are known as ___ ___
job design
Employees' perceptions of ___ are enhanced when they have a voice in the decision-making process.
justice, fairness
The need for belonging is part of the need for
love
monitor performance
measuring, tracking, verifying progress and ultimate outcomes timeliness: work completed on time quality: how well the work was done quantity: how much, dollars/units sold financial metrics: profits, returns, financial outcomes
Examples of pay for performance rewards include:
merit pay bonuses
top-down approaches: job enlargement
more variety into a worker's job by combining specialized tasks or comparable difficulty. horizontally loading the job.
Vroom's expectancy theory requires that all three of the elements must be high for ___ to be high.
motivation
Maslow's Needs Hierarchy Theory
motivation is a function of five basic needs. each is preponent to each other. use to motivate employees: offer flexibility with hours, recognize and reward good performance, involve employees in decision making
Job rotation is the top-down approach that:
moves employees from one specialized job to another
top-down approaches: job rotation
moving employees from one specialized job to another. increased engagement, motivation (broader perspective) flexibility (cross trained on different jobs) knowledge (increase promotability and pipeline of internal talent) final technique is job swapping- increased opportunities. rotational programs
esteem
need for reputation, prestige, recognition from others. self-confidence, strength
safety
need to be safe from physical and psychological harm
Hunger or thirst are examples of physiological deficiencies that arouse behavior known as ______.
needs
Physiological or psychological deficiencies that arouse behavior are known as
needs can be weak or strong, defined by environmental factors
Strengthening a desired behavior by removing a displeasing consequence is ___ reinforcement
negative
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
According to David McClelland's acquired needs theory,
one need often dominates over the others.
Skinner labeled behavior that is learned when one acts on the environment to produce desired consequences ___ behavior
operant
elements of justice theory
organizational justice reflects the extent to which people perceive they are treated fairly at work.
important sources of feedback
others, task, self ( can be contaminated by self-serving bias, and other perceptual problems) should be no surprises!!
In Vroom's expectancy theory, instrumentality is the relationship between which two factors?
outcomes performance
Compensation, such as bonuses, that is above and beyond basic salary is called ___ for performance.
pay
companies with the best pay-for-performance results tend to:
pay top performers substantially more than other employees, reduce "gaming" of the system by increasing transparency, utilize multiple measures of performance, calibrate performance measures to ensure accuracy and consistency
procedural justice
perceived fairness of the process and procedures used to make allocation decisions
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
common uses of PM
performance ratings feedback development and performance improvement plans (underperformers need to improve or be moved out) career planning (linking expectations and performance to increase responsibilities, 3%) recommendations for employee-related decisions. (rewards, punishment, training, termination) documentation for legal purposes (sound decisions need appropriate supporting data)
________ refers to how long we focus on an activity.
persistance
why feedback is not received/given more
potential strain on relationships, too little time, lack of confidence, no consequences
The three acquired needs stated in McClelland's theory are the needs for achievement, affiliation, and ___
power
The form of organizational justice that reflects the perceived fairness of the process and procedures used to make organizational decisions is:
procedural justice
job crafting
represents employees' attempts to proactively shape their work characteristics based on empowerment, intrinsic motivation, goal is to help employees experience a sense of meaning in their jobs. in 2,200 professionals, 90% would be willing to earn less money (roughly 23% future earnings) for more meaningful work.
Skinner defined automatic reactions to stimuli, or stimulus-response as ___ behavior
respondent
Skinner defined automatic reactions to stimuli, or stimulus-response as ___ behavior.
respondent
Skinner concluded that behavior is:
respondent and operant
Key components such as types of rewards, distribution criteria, and desired outcomes are part of an organization's:
reward systems
Which approach to job design often creates jobs that are very simple, repetitive, and boring?
scientific management
Which theory assumes that our behavior and well-being are influenced by three innate needs: competence, autonomy, and relatedness?
self-determination theory
The first step in the performance management process is to:
set goals and communicate expectations.
managing the goal-setting process
set goals, promote goal commitment, provide support and feedback, create action plans
The acronym SMART refers to which step in the goal-setting process?
setting goals
surprises
should be NONE in performance review or feedback. to guarantee there are none: make sure manager is doing a good job in managing your performance. check in with manager and informally ask
According to Herzberg's theory, issues related to hygiene factors will cause an employee to move from a:
state of no dissatisfaction to dissatisfaction
McGregor's Theory X and Y
stated in book, The human side of enterprise. Theory X: pessimistic view of employees, must be monitored, can only motivate with rewards and punishment (carrots and sticks) Theory Y: modern, positive set of assumptions about people at work, self engaged, committed, responsible, creative (tends to have higher performance)
forms of job crafting: task boundaries
take on more or fewer tasks by altering scope or nature.
As part of the contingency approach to goal setting, what elements should fit the situation?
the behavior the practice the policy
relatedness
the desire to feel part of a group, to belong, and to be connected with others
The top-down approaches to job design include:
the job characteristics model job enlargement scientific management
Douglas McGregor outlined managers' pessimistic assumptions toward employees as _____.
theory x
Why should negative feedback be administered carefully?
to avoid promoting insecurity to avoid creating defensiveness
why rewards often fail and how to boost their effectiveness
too much emphasis on monetary rewards, sense in recipient that extensive benefits are entitlements, fostering of counterproductive behavior, long delay between performance and reward, one-size-fits-all rewards, use of one-shot rewards with short-lives motivational impact, continued use of demotivating practices such as layoffs, across the board raises and cuts, excessive executive compensation
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
In 360-degree feedback, individuals compare perceptions of their own performance with information from their manager, subordinates, and peers.
true
In Maslow's need hierarchy, the most basic need (and the one that must be met first) is physiological.
true
Intensity pertains to the amount of effort being invested in an activity.
true
Motivation explains why we do the things we do.
true
Which types of rewards can enhance the value of your overall compensation?
tuition benefits vacation time work flexibility
The key components of an organizational reward system include:
types of rewards desired outcomes distribution criteria
key factors in organizational rewards
types of rewards, distribution criteria, desired outcomes
Of the three potential outcomes from rewards, which one motivates the wrong behaviors?
undesired side effects
electronic performance monitoring
use technology to gather, store, analyze, report employee behavior
Undesirable behavior can be reduced by:
using punishment
managers who practice effective PM generate good results
48% higher profitability 22% higher productivity 30% higher employee engagement scores 17% higher customer engagement scores 19% lower turnover
What are some 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.
Herzberg's theory states that there are ___ separate sets of factors that create satisfaction and dissatisfaction on the job.
2
Who formulated the theory that motivation is a function of five basic needs: physiological, safety, love, esteem, and self-actualization?
Abraham Maslow
According to Gallup, which conditions make PM more effective?
Accountability exists. Expectations are collaborative, clear, and aligned. Coaching is continual.
An important factor in the perception of feedback is the fundamental ___ bias
Attribution
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
An unfair social exchange, such as not being paid for overtime worked, is likely to do which of the following?
Cause cognitive dissonance in the employee. Lead to changes in the employee's attitude or behavior. Motivate the employee to correct the situation.
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 are included in Maslow's need hierarchy theory?
Esteem Needs Physiological Needs
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.
Which statement is an example of Vroom's concept of instrumentality?
If I meet my performance goals, I will receive a promotion.
Which of the following are reasons for employees to have negative views of performance management systems?
Infrequent feedback Failure of managers to understand the responsibilities of the jobs they are reviewing Limited guidance on how to improve performance
Frederick Herzberg's theory states which of the following?
Job dissatisfaction is associated with hygiene factors Managers can improve motivation by improving both motivators that create satisfaction and hygiene factors that reduce dissatisfaction. Job satisfaction is associated with motivating factors.
Which of the following are some of the biggest perceived detriments of the performance management system?
Lack of clarity on how to improve Too much focus on pay and incentives Lack of fairness by managers
Which of the following immediately increase management effectiveness?
Providing regular and effective feedback Setting clear expectations
Which of the following are among the top-down approaches to job design?
Scientific management Job enlargement Job rotation
Which of the following statements are consistent with Locke and Latham's findings about goal setting?
Successful goal achievement reinforces employee satisfaction and leads to setting higher goals. Goals that are specific and difficult lead to higher performance. People need the ability and resources to achieve the goal.
Which statements describe why rewards often fail to motivate employees?
Too much time passes-between the achievement and the reward. Monetary rewards are over emphasized. Motivation is impacted by the use of one-shot rewards.
What should individuals do if their current job is unfulfilling but they do not want to change jobs?
Try to incorporate job crafting or I-deals.
Some examples of extrinsic rewards include:
a pay raise a promotion
According to goal setting theory, which of the following are needed in order for goals to motivate employees?
ability to achieve the goal goal specificity commitment to the goal
factors that affect your perceptions of feedback page 72/273
accuracy, credibility of the sources, fairness of the system (unfair outcomes), performance-reward expectancies (keep ongoing feedback), reasonableness of the goals or standards
A performance goal is related to
achieving a defined outcome.
David McClelland's theory about the drivers of employee behavior is the:
acquired needs theory
McClelland's theory, developed in the 1940s, proposed that employee behaviors are driven by three ___ needs.
acquired, basic
The important last step in the goal-setting process is to create a(n) ___ plan
action
Which of the following are aspects of a learning goal?
adding to a skill set learning new knowledge
self-determination thoery
assumes that three innate needs influence our behavior and well-being. intrinsic motivation: longer lasting, positive impact on task performance.
content theories of motivation
based on idea that an employee's needs influence motivation identify internal factors likes needs and satisfaction includes: mcgregor's theory x and y, maslow's need hierarchy theory, acquired needs theory, self-determination theory, herzberg's motivator-hygiene theory
Total rewards offered by an organization may include:
benefits such as health and wellness and retirement funds personal growth opportunities such as training compensation such as base pay and other monetary incentives
promote goal commitment
boosts motivation, ensure goals are personally relevant, obtainable, and fair. tips: write your goals down, identify key obstacles and sources of support, ask what's in it for you, break it down, visualize, organize, reward yourself
Advantages of designing jobs using job rotation include:
building employee knowledge and ability to promote from within increased worker flexibility for scheduling through cross-training providing employees with a broader perspective of the organization
How can managers incorporate the principles of expectancy theory?
by linking performance to rewards that individual employees value
360-degree feedback
compare perceptions of their own performance with behaviorally specific performance information from their managers, subordinates, and peers mutli-rater feedback can come from outsiders like customers/suppliers. makes it harder to unfairly favor/punish. managers dramatically overrated their own capabilities (bad!)
evaluating performance
comparing performance at some point in time to a previously established expectation or goal
Self-determination theory assumes that our behavior and well-being are influenced by which innate needs?
competence autonomy relatedness
The theories that focus on identifying internal factors that motivate people are ___ theories. The more dynamic theories that focus on explaining how internal and external factors motivate people are ___ theories.
content, process
Which of the following terms describe trends in feedback?
continual inclusive informal
When a reward is given every time a target behavior occurs, it is known as a(n) ___ reinforcement schedule
continuous
If a target behavior is rewarded every time it occurs, then it is a(n):
continuous reinforcement schedule
Jordan sells on commission and is paid for every sale. This is an example of a:
continuous reinforcement schedule
The first step in the goal-setting process is to:
define clear goals
Rank the steps in a performance management system with the first step on top and the last on the bottom.
define p, monitor p, review p, give consequences
3 step problem solving approach
define the problem in the case identify cause of the problem make recommendation to management
process theories of motivation
describe how various person factors and situation factors in the organizing framework affect motivation
The job characteristics model builds intrinsic motivation by:
designing jobs with the five core characteristics
self-actualization
desire for self-fulfillment, to become the best one is capable of becoming.
love
desire to be loved and to love. needs for affection and belonging
need for achievement
desire to excel, overcome obstacles, solve problems, rival and surpass others
competence
desire to feel qualified, knowledgeable, capable to complete task
autonomy
desire to have freedom
Expectancy theory states that people are motivated to behave in ways that produce
desired combinations of expected outcomes.
What are results, behaviors, actions, and nonperformance factors examples of?
distribution criteria for rewards
In equity theory, inputs can include:
education personality traits skills and knowledge
What role does cognitive dissonance play in equity theory?
It motivates people to maintain consistency between their beliefs and their behavior.
The theories that focus on identifying the factors that motivate employees are known as ___ theories.
Process Process theories focus on explaining how internal and external factors motivate workers.
Which of the following are examples of intrinsic rewards?
Providing donations to a food cupboard Completing quarterly financial statements without errors
set goals
SMART : applied to goals. specific, measurable, attainable, results oriented and time bound. set from top to bottom of an organization.
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.
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.
Needs are defined as physiological or psychological deficiencies that:
arouse behavior
tips in monitoring performance at work
be transparent, monitor only work, focus on development not punishment/deterrence, make it fit and fair
negative feedback
becomes positive or negative when compared to a goal or expectation. basis for improvement. easier to recall positive feedback, but negative feedback can have a positive motivational effect. is not negative reinforcement can create insecurity and defensiveness
pay for performance
comprises merit and/or bonus pay based on individual-, group-, or organization-level measures and involving individual, group, organization rewards. variable pay used to algin employee' interests and behaviors with those of the department and organization
top-down approaches: scientific management
conducts a business or affairs by standards established by facts or truths gained through systematic observation, experiment, or reasoning
Pay for performance results tend to be best when organizations do which of the following?
consider multiple performance measures significantly reward top performers enact a transparent system
The general categories of motivation theories include:
content theories process theories
need for power
desire to influence, coach, teach, encourage others to achieve. positive and negative side. positive: institutional power, desire to organize people in pursuit of organizational goals. negative: personal power, want to control others and manipulate.
need for affiliation
desire to maintain social relationships, be liked, join groups
three potential outcomes from rewards
desired outcome, nothing, undesired side effects
Feedback delivery tends to be which of the following?
direct critical
Select all of the characteristics that are influenced by motivation.
direction of behavior or thought intensity of behavior or thought persistence of behavior or thought
Which of the following ideas will help someone excel as an employee?
discovering what the company says it values and what it actually rewards finding a manager who uses performance management practices that align with your values and aspirations seeking regular feedback
contingency approach to defining performance and setting goals
do what situation requires, rely on personal preferences, fit behavior/policy/practice to the situation. behavioral goals, objective goals, task/project goals (page 70/273)
Psychologist J. Stacy Adams first applied ___ theory in the workplace.
equity
The theory that explains how people strive for fairness in social exchanges is ___ theory.
equity
Pay, promotions, challenging assignments, participation in decision making are all considered outputs in Adams' Elements of ___ theory.
equity theory
goal-setting theory
goals that are specific and difficult lead to higher performance than general goals (goal specificity: whether a goal has been quantified) certain conditions are necessary for goal setting to work--ability and resources, commitment. performance feedback and participation in deciding how to achieve goals are necessary but not sufficient for goal setting to work. goal achievement leads to job satisfaction, which motivates employees to set and commit to even higher levels of performance.
common perceptual errors related to performance evaluation page 71/273
halo effect leniency central tendency recency effect, contrast effect
vroom's expectancy theory
how much effort to exert in specific task. expectancy: one's belief that particular degree of effort will be followed by particular level of performance. (can i achieve desired performance level?) instrumentality: perceived relationship between performance and outcome. (what rewards if i achieve desired performance level?) valence: positive and negative value people place on outcomes. (how much do i value the rewards?)
Herzberg proposed that individuals will not increase their job satisfaction but will experience the absence of job dissatisfaction when they have no grievances about ___ factors.
hygiene
Herzberg's theory classified company administration, salary, and working conditions as ___ factors.
hygiene
In Adams' equity theory, knowledge, experience, education, and effort expended all are perceived as:
inputs
Self-determination theory focuses on the needs that drive ________ motivation.
instrinsic
The two functions of feedback are to:
instruct motivate
Feedback is more likely to be acted upon when it is ___ and helps achieve an important goal.
instructional
two functions of feedback
instructional: clarifies roles or teaches new behavior motivational: serves as reward , recognition, attention and interest
When only some, not all, instances of a target behavior are reinforced, it is called ___ reinforcement
intermitment
Reinforcement of some, but not all instances of a target behavior is:
intermittent reinforcement
hygiene factors
job dissatisfaction arise in work context or environment. includes company policy, administration, technical supervision, interpersonal relationships with supervisor, working conditions--cause a person to move from state of satisfaction to dissatisfaction removal does not create immediate chance. will experience ABSENCE when no grievances about hygiene factors to motivate employees: hygiene first, motivation next, a few well-chosen words
equity/justice theory
model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships outputs: vary depending on organization and rank. inputs: an employee's input, like education/creativity/age/personality comparison: feelings of equity come from evaluation of whether you are receiving adequate rewards to compensate for collective input equity, negative inequity (im worse than others), positive equity (im better than others) equity based on comparing ratios of in/outputs.
According to McGregor, Theory X assumes that employees:
must be monitored frequently can only be motivated with rewards and punishments dislike work
According to McClelland's acquired needs theory, which need involves the desire to excel, solve problems, and surpass others?
need for achievement
The acquired needs in McClelland's acquired needs theory include the:
need for achievement need for power
Last week, a major construction project began on Brandon's normal route to work. After two days of getting angry and being late to work, Brandon found a new way to go which was slightly longer, but faster. Which of the following processes did Brandon engage in?
negative reinforcement
equity sensitivity
not everyone prefer an equal ratio of input and outcome. high: importance on input (what they can give)
Pay, promotions, challenging assignments, participation in decision making are all considered ______ in Adam's equity theory.
outputs
Components of the performance management process includ
overseeing performance creating consequences defining expectations
Maslow's needs hierarchy theory ranks food, air, and water as fulfilling which type of need?
physiological
needs
physiological or psychological deficiencies that arouse behavior
create action plans
plan amount of time to devote to training. visualize what achieving the goal looks like, work backward. SMART goals
Rewarding employees who have perfect attendance records with a check for $100.00 is an example of:
positive reinforcement
Which of the following is not a primary output and function of most performance management systems?
providing punishment
Among the "don'ts" of providing feedback are:
providing very complex feedback that is difficult to understand using feedback to embarrass or humiliate an employee
motivation
psychological process that underlies the direction, intensity, and persistence of behavior or thought
Scientific management designs jobs based on which of the following?
reason systematic observation experimentation
Which of the following are among Herzberg's motivating factors?
recognition opportunity to advance achievement
job design
refers to any set of activities that alter jobs to improve the quality of employee experience and level of productivity top-down: change tasks with the intent of increasing motivation and productivity. management-led bottom-up: driven by employees I-deals: idiosyncratic deals. merge 2 historical perspectives. employee and management design job.
do's and don'ts for giving feedback
reflect: context or experiences of the target person cultivate trust: reflect and share information in #1, receiver understands intentions are for development be action-oriented: providing feedback becomes a form of problem-solving
acquired needs theory
states that 3 needs--achievement, affiliation, power--are key drivers of employee behavior "acquired" because he believes we are not born with our needs vary in how much they posses each need! often, one dominates the other two. (balanced needs, achievement/affiliation/power orientation) motivate employees: set goals, provide feedback, assign tasks, design the job.
A learning goal involves enhancing knowledge or skill.
true
Which conditions help make pay for performance effective?
using multiple measures of performance calibrated performance measures that ensure accuracy paying top performers much more than other employees
The question that asks "How much do I value the outcomes I will receive by achieving my performance goals?" represents which element of Vroom's expectancy theory?
valence
When a teacher uses pop quizzes and unannounced tests to determine students' grades, what type of reinforcement schedule is being used?
variable interval
It is important to provide clear guidance on how to improve performance:
when giving both positive and negative feedback
Which of the following can be influenced by promotions and pay raises?
Employees' intentions of quitting Employees' emotional well-being Employees' perception of fairness
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
what goes wrong with PM?
low %, page 69/273: feel their performance is managed in a way that motivates them, perceive fair PM system, agree they are accurate, say system do NOT provide clear goals or honest feedback, PM actually interferes with productivity, HR execs graded PM system as C or worse
Which of the following are problems that often arise with jobs based on Taylor's scientific management methods?
low sense of accomplishment poor mental health high levels of dissatisfaction and stress
physiological
most basic need. food, air, water to survive
Which of the following describe the instructional function of feedback?
When roles are made more clear When new behaviors are taught
moderators
a variable that changes the relationship between two other variables. affect the job design knowledge and skill, growth need strength, context satisfactions
One way managers can improve employee perceptions of procedural justice is to:
allow them to participate in important work decisions
The monetary incentives that link a portion of pay directly to results or accomplishments is:
pay for performance
The job design method that offers an employee the opportunity to experience achievement, recognition, and stimulating work through vertical loading is job ___
enrichment
Which of the following takeaways will prove helpful to managers?
ensuring your direct reports set SMART goals setting clear expectations and providing regular feedback clearly linking rewards to expectations
The theory that can be used to predict behavior in any situation where there is a choice between two or more alternatives is:
expectancy theory
outcomes of job crafting
expected to change the way employees perceive their jobs positive attitudes to increase motivation, engagement, performance
Not reinforcing or ignoring an undesirable behavior is called
extinction
mechanisms behind the power of goal setting
goals direct attention, regulate effort, increase persistence, foster the development and application of task strategies and action plans
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
performance management
improved outcomes set of processes and managerial behaviors that include defining, monitoring, measuring, evaluating, and providing consequences for performance expectations. operates through managers and HR policy and practice. continual process, individual-level processes (appraisals are subset. effective use influences engagement and better organizational practices appraisals: consist of only the actual performance review an event.
Feelings of inequity are based on whether you perceive that the outputs you receive are adequate to compensate for your collective ___
inputs
forms of job crafting: cognitive crafting
perception of or thinking about tasks and relationships in your job.
A process that defines expectations, evaluates performance against the expectations, and ensures consequences is ___ management
performance
Marcos set himself a goal of being able to hold plank for 5 minutes by the end of 4 weeks. This is a(n) ________ goal.
performance
marketign via digital and social media
reach and impressions, platform engagement, conversions (ROI) relevancy score
distributive justice
reflects perceived fairness of the way resources and rewards are distributed or allocated
The hygiene factors in Herzberg's study include:
relations with one's supervisor salary working conditions
When choosing measures of performance, which of the following criteria should be met?
relevancy accuracy
extrinsic motivation
results from the potential or actual receipt of external rewards
According to Herzberg's theory, what happens when employees have no grievances about hygiene factors?
They experience an absence of job dissatisfaction but are not necessarily motivated.
motivating factors
include achievement, recognition, characteristics of work, responsibility, advancement--cause a person to move from state of no satisfaction to satisfaction.
According to McClelland's acquired needs theory, which need involves the desire to maintain social relationships and join groups?
need for affiliation
Herzberg's motivating factors move employees from a state of
no satisfaction to satisfaction.
Herzberg's Motivator-Hygiene Theory
propose that job satisfaction and dissatisfaction arise from two different sets of factors. there is no opposite to job satisfaction. can experience absence. null state
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
When Lindsay was late three times in two weeks, her manager told her that her pay would be docked by the amount of time she was late. This is an example of:
punishment
The general criteria for distributing rewards in organizations include which of the following?
tangible outcomes of performance such as sales nonperformance factors such as seniority behaviors such as teamwork or cooperation
performance goal
targets specific end result
interactional justice
the quality of interpersonal treatment people receive when procedures are implemented. (if they feel fairly treated when decisions are implemented)
Samantha is ambitious and has taken a position with XYZ Corporation as a management trainee. She is looking forward to going through challenging projects as she rotates through several departments of the company over the next two years. However, she also just became engaged, and wants to spend time with her fiancé. Which of the following would best describe what Samantha is seeking?
total rewards
Thorndike's observations that led to the law of effect were that behavior with ______ consequences tends to disappear.
unfavorable
top-down approaches: job enrichment
modifies a job such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility, and advancement vertical loading (rather than giving additional tasks of similar difficulty with horizontal loading)
forms of job crafting: relational nature
quality and/or amount of interaction with others encountered in a job.
distribution criteria
results: customer satisfaction example. behavior and actions: teamwork, cooperation, creativity, etc. nonperformance considerations: seniority or job title.
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 ___ system
reward
job characteristics model
promote high intrinsic motivation by designing jobs that possess the five core job characteristics skill variety: extent to which the job requires an individual to perform a variety of tasks requiring different skills. task variety: extent to which a job requires an individual to perform a whole or completely identifiable piece of work. high when completely project from begin to end, tangible result task significance: extent to which the job affects lives of other people within or outside organization autonomy: extent to which the job enables an individual to experience freedom, independence, discretion in both scheduling and determining the procedures used in completing the job feedback: extent to which an individual receives direct and clear information about how effectively they performed the job.
learning goal
promotes enhancing your knowledge or skill. managers typically motivate greater effect and achieve results.. best to establish first, and THEN performance goals
The theory 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 by:
Frederick Herzberg
4 components of PM
1. defining performance: set goals, communication performance expectations 2. monitoring and evaluating performance: measure and evaluate progress and outcomes 3. reviewing performance: deliver feedback and coaching 4. providing consequences: administer valued rewards and appropriate punishment
applying the job characteristic model
1. managers can increase employee job satisfaction 2. managers can enhance employees' intrinsic motivation and performance, while reducing absenteeism and stress 3. managers can find noticeable increases in the quality of performance after a job redesign program. median of 28% increase in the quality of performance
Which of the following paraphrases comparisons as used in equity theory?
How does my ratio of outputs to inputs compare with those of relevant others?
Tracking goal achievement and progress toward goals can have which impacts on employees?
It increases motivation. It improves performance.
SMART goals are those that include which of the following characteristics?
Measurable Specific Attainable
The kind of management that sets standards established by facts gained from systematic observation, experiment, or reasoning is:
Scientific management
Coaching is a customized process between two or more people with the intention of enhancing learning and motivating ___
change
A customized process between two or more people with the intention of enhancing learning and motivating change is ___
coaching
What motivates corrective action in equity theory?
cognitive dissonance
coaching page 72/273
customized process between to or more people with the intent of enhancing learning and motivating change. can occur at any component in the PM process.
Key components such as types of rewards, distribution criteria, and desired outcomes are part of an organization's ___ system.
reward
The job design method that moves employees from one job to another is job ___
rotation
Which term describes the idea that not all individuals prefer an equal ratio of outputs to incomes?
equity sensitivity
The job design method that puts more variety into a job by combining specialized tasks of comparable difficulty is:
job enlargement
Herzberg's theory associates job satisfaction with factors relating to the work ______ of the task being performed.
content
Which of the following is not a factor that affects perceptions of feedback?
person relationship with the feedback giver
Idiosyncratic deals (i-deals)
represent employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development affect task and work responsibilities, schedule flexibility, location flexibility, compensation. goal: increase employee intrinsic motivation, productivity by allowing employees the flexibility to negotiate employment relationships that meet their own needs and values associated with higher perceived organizational support, job satisfaction, perceived voice
A desired outcome of a good ___ system is to foster personal growth and development.
reward
Which of the following describe when feedback is motivational?
when there is promise of a reward when it is a reward
