chp 6

Question 1

Motivation

Answer 1

accounts for the level and persistence of a person’s effort expended at work

Question 2

Employee value proposition

Answer 2

exchange of value in what the organization offers the employee in return for his or her work contributions

Question 3

Person-job fit

Answer 3

extent to which an individual’s skills, interests, and personal characteristics match well with the requirements of the job

Question 4

Person-organization fit

Answer 4

extent to which an individual’s values, interests, and behaviors are consistent with the culture of the organization

Question 5

Intrinsic rewards

Answer 5

valued outcomes received as internal enjoyment of task performance

Question 6

Extrinsic rewards

Answer 6

valued outcomes received from an external source or person

Question 7

Performance-contingent pay

Answer 7

you earn more when you produce more and earn less when you produce less

Question 8

Merit pay

Answer 8

links an individual’s salary or wage increase directly to measures of performance accomplishment

Question 9

Bonuses

Answer 9

extra pay awards for special performance accomplishments

Question 10

Gain sharing

Answer 10

rewards employees in some proportion to productivity gains

Question 11

Profit sharing

Answer 11

rewards employees in some proportion to changes in organizational profits

Question 12

Stock options

Answer 12

give the right to purchase shares at a fixed price in the future

Question 13

Employee stock ownership plans

Answer 13

give stock to employees or allow them to purchase stock at special prices

Question 14

Skill-based pay

Answer 14

rewards people for acquiring and developing job-relevant skills

Question 15

Performance management process

Answer 15

• measure performance to assess progress
• provide feedback and coaching on performance results
• use performance appraisal for human resource management decision
• identify clear and measurable performance goals

Question 16

Output measures of performance

Answer 16

assess achievements in terms of actual work results

Question 17

Activity measures of performance

Answer 17

assess inputs in terms of work efforts

Question 18

Reliability

Answer 18

means a performance measure gives consistent results

Question 19

Validity

Answer 19

means a performance measure addresses job-relevant dimensions

Question 20

Common performance measurement errors

Answer 20

• Halo error
• Leniency/strictness error
• Central tendency error
• Recency error
• Personal bias error

Question 21

Ranking

Answer 21

in performance appraisal orders each person from best to worst

Question 22

Paired comparison

Answer 22

in performance appraisal compares each person with every other one

Question 23

Forced distribution

Answer 23

in performance appraisal forces a set percentage of persons into predetermined rating categories

Question 24

Graphic rating scales

Answer 24

in performance appraisal assign scores to specific performance dimensions

Question 25

Behaviorally anchored rating scale

Answer 25

links performance ratings to specific and observable job behaviors

Question 26

Critical incident diaries

Answer 26

record actual examples of positive and negative work behaviors and results

Question 27

360° review

Answer 27

gathers feedback from a jobholder’s bosses, peers, and subordinates, internal and external customers, and self-ratings

Question 28

Job design

Answer 28

process of specifying job tasks and work arrangements

Question 29

Taylor’s scientific management

Answer 29

used systematic study of job components to develop practices to increase people’s efficiency at work

Question 30

Job simplification

Answer 30

standardizes work to create clearly defined and highly specialized tasks

Question 31

Job enlargement

Answer 31

increases task variety by combining into one job two or more tasks that were previously assigned to separate workers

Question 32

Job rotation

Answer 32

increases task variety by periodically shifting workers among jobs involving different tasks

Question 33

Job enrichment

Answer 33

builds high-content jobs that involve planning and evaluating duties normally done by supervisors

Question 34

Five core job characteristics

Answer 34

• skill variety
• task identity
• task significance
• autonomy
• job feedback

Question 35

Growth-need strength

Answer 35

degree to which a person desires the opportunity for self-direction, learning, and personal accomplishment at work

Question 36

Knowledge and skill

Answer 36

people whose capabilities fit the demands of enriched jobs are predicted to feel good about them and perform well; and vice versa

Question 37

Context satisfaction

Answer 37

extent to which an employee is satisfied with aspects of the work setting such as salary, quality of supervision, relationships with coworkers, and working conditions

Question 38

compressed workweek

Answer 38

allows a full-time job to be completed in fewer than the standard five days

Question 39

flexible working hours

Answer 39

give individuals some amount of choice in scheduling their daily work hours

Question 40

job sharing

Answer 40

one full-time job is split between two or more persons who divide the work according to agreed-upon hours

Question 41

work sharing

Answer 41

when employees agree to work fewer hours to avoid layoffs

Question 42

telecommuting

Answer 42

work done at home from a remote location using computers, tablets, and smart phone devices