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Exam 6: Performance Management

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Question 61

Multiple Choice

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What kind of goals can be used in most jobs?

A) Behavioral
B) Objective
C) Task
D) Project
E) Reinforcement

F) All of the above
G) A) and B)

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Question 62

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Financial metrics are never appropriate for measuring goal achievement.

A) True
B) False

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Question 63

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Goals should be set just above the level that the person feels is attainable.

Organizations typically rely on __________ schedules.

Pay for performance is not the same thing as variable pay.

Describe the basic types of contingent consequences and their effects on a target behavior. Give an example of each.

Polly worked as a bartender. A few people used to wave money at her so that she would serve them first. She found this to be rude and, hence, either ignored them or always served them last. People came to realize that she served only the people who waited politely, and much of the rude behavior stopped. Polly used the model of __________.

An action plan is essential for fulfilling a goal.

Barney was late to work one morning, so he drove over the speed limit through a school zone. As a result, he got pulled over by a police officer and received a ticket. This scenario is an instance of __________.

Which of the following is not a part of effective performance management?

Employee involvement increases the chance that rewards provided will be perceived as fair and valuable.

In order to fit a situation, a manager should consider creating behavioral, objective, or task/project goals as appropriate.

The first step in effective performance management is:

Extrinsic rewards are psychic and self-granted.

What is the contingency approach to defining performance? Explain what goals should be set to match specific types of situations.

Behavior that is learned when one acts on the environment to produce desired consequences is known as:

Feedback has two purposes: instruction and motivation.

Explain what "monitoring" and "evaluating" performance mean, and discuss how these are subject to bias.

One problem with performance management systems is that they aren't adaptable to changing circumstances.

Spot rewards, which are extremely effective, are a form of variable reinforcement.