Chapter 8 Flashcards
Merit pay plans can be based on \_\_\_\_\_\_\_\_\_\_\_\_\_\_performance. A. Individual B. Organizational C. Group D. All of the above
D) All of the Above
Evaluating performance to encourage employee motivation and performance and to provide information to be used in managerial decision making is known as: A. Instrumentality B. Performance appraisal C. Job design D. Expectancy
B. Performance appraisal*
Which statement about a performance appraisal is true?
A. It lets employees know the extent to which they are contributing the appropriate level of inputs to their jobs and the organization.
B. It encourages high levels of employee motivation and performance.
C. It lets employees know the extent to which they are focusing their inputs in the right direction on the right set of tasks.
D. All of the above.
D All of The Above
When would an informal appraisal be used?
A. On a fixed schedule such as annually or once every six months.
B. When managers and subordinates meet to discuss ongoing progress.
C. When employees want feedback on a more frequent basis.
D. Answers B and C explain when an informal appraisal would be used.
D. Answers B and C explain when an informal appraisal would be used.*
\_\_\_\_\_\_\_\_ may be good indicators of what an employee is like but not very good indicators of what the employee actually does on the job. A. Genetics B. Behaviors C. Results D. Traits
D) Traits
When relying on behaviors to assess performance:
A. Employees might not be motivated because the focus is on relatively enduring characteristics that cannot be changed in the short run.
B. Employees and law courts involved in cases of potential employment discrimination are likely to view this as unfair.
C. The focus is not on what employees do on the job but on the effects of their behaviors or their actual output.
D. There could be a potential problem because sometimes the same level of performance can be achieved through different behaviors.
D. There could be a potential problem because sometimes the same level of performance can be achieved through different behaviors
A performance appraisal in which an employee’s performance is evaluated by a number of people such as peers, superiors, subordinates, and customers or clients is called:
A. A behaviorally anchored rating scale (BARS) appraisal
B. A behavioral observation scale (BOS) appraisal
C. A 360-degree appraisal
D. A graphic rating scale appraisal
C. A 360-degree appraisal
Pay plans that are strictly linked to organizational performance are called: A. Gain-sharing plans B. Bonus plan C. Cost-of-living pay plans D. Piece-rate pay plans
A. Gain-sharing plans*
According to procedural justice theory, employees are more likely to be motivated if:
A. Employees perceive that they are receiving outcomes in proportion to their inputs or contributions to their jobs and the organization.
B. Their performance can be and is accurately appraised.
C. The procedures used to appraise performance are perceived to be fair.
D. All of the above.
C. The procedures used to appraise performance are perceived to be fair.
Establishment and achievement are associated with which of the following career stages? A. Late career B. Early career* C. Midcareer D. Organizational entry
B. Early career
Performance appraisals give employees feedback that contributes to intrinsic motivation.
A. True
B. False
A) True
Information from performance appraisals may help managers to use the talents of employees more effectively.
A. True
B. False
A) True
Information from performance appraisals may allow managers to group people into high-performing work teams.
A. True
B. False
A) True
Determining how to motivate an employee to perform at a high level and evaluating which of an employee’s weaknesses can be corrected by additional training are examples of evaluative, decision-making purposes.
A. True
B. False
B) False
A formal performance appraisal is the only one that matters.
A. True
B. False
B) False
Subjective measures are based on individual perceptions and can be used for appraisals based on traits, behaviors, and results.
A. True
B. False
A) True
Although self-appraisals have some advantages, they usually don’t do justice to an employee’s performance. This is because employees tend to underestimate their own performance and don’t want to brag about their accomplishments.
A. True
B. False
B) False
The principle of comparable worth suggests that pay rates should be determined factors such as effort, skill, and responsibility on a job and is easily put into practice.
A. True
B. False
B) False
Saying that someone has reached a career plateau is a nice way of saying they have hit a dead end. In other words, their chances of being promoted to a higher-level position within an organization become very small.
A. True
B. False
True
There isn’t much that organizations can do to help prevent obsolescence in older employees. Older employees are slower and resistant to change and rebuff any attempts to help them update or learn new skills.
A. True
B. False
B) False
