m3 ch2

Question 1

What are the four steps of goal implementation?

Answer 1

set goals, promote goal attainment, provide support/ feedback, and create action plans

Question 2

What are SMART goals?

Answer 2

specific, measurable, attainable, results-oriented, and time-bound

Question 3

Should you use a one-size-fits-all or broad goals?

Answer 3

broad goals

Question 4

What are objective versus subjective measures?

Answer 4

objective (measurable) vs subjective (behavioral/ comparative)

Question 5

What are comparative methods?

Answer 5

ranking, forced distribution, and paired comparison

Question 6

Ranking (comparative method)

Answer 6

rank oder employees, overall or dimensions

Question 7

Forced distribution (comparative method)

Answer 7

force ratings to conform to a specific distribution, combat distributional errors

Question 8

Paired comparison (comparative method)

Answer 8

compare employees to each other

Question 9

What are ways to reduce rater bias?

Answer 9

360-feedback, such as direct reports, peers, cross-functional partners, and leaders

Question 10

What is halo bias?

Answer 10

rater forms an overall impression and bias’ ratings the same

Question 11

What is leniency bias?

Answer 11

rater uses a personal chaarcteritic. to evaluate in an extremely positive fashion

Question 12

What is central tendency bias?

Answer 12

tendency to avoid all extreme judgments and rate things average

Question 13

What is the recency effect?

Answer 13

the tendency to remember recent information

Question 14

What is contrast effects?

Answer 14

tendency to compare based on recently observed objects or people

Question 15

Feedback can be what two things?

Answer 15

information about or performance shared with those in a position to improve the situation

Question 16

Do employees feel they get enough feedback?

Answer 16

no

Question 17

Why is feedback not always provided?

Answer 17

potential to strain relationships, lack of confidence, and consequences

Question 18

What are the different sources of feedback?

Answer 18

supervisor data and peer data

Question 19

What is it called when you get feedback from multiple sources?

Answer 19

360 appraisals

Question 20

What are a few pros and cons of 360 appraisals?

Answer 20

pros: comprehensive, better quality info, less bias
cons: complex, intimidating, not accountable

Question 21

What are the do’s of feedback?

Answer 21

keep feedback relevant, timely, specific, honest

Question 22

What are the don’ts of feedback?

Answer 22

not to punish, irrelevant, too late, overly complex

Question 23

What are the factors that affect perceptions of feedback?

Answer 23

accuracy, the credibility of the source, fairness of the system

Question 24

What is self-serving bias?

Answer 24

success is internal and failures are external

Question 25

What is coaching?

Answer 25

process to enhance learning and motivate change

Question 26

What are the 3 general criteria for distributing awards?

Answer 26

results, behavior and actions, and nonperformance considerations

Question 27

What is pay-for-performance?

Answer 27

monetary incentives linking a portion of one pay to their accomplishments

Question 28

When does pay-for-performance work best?

Answer 28

to show performers, that gaming the system is mitigated, multiple measures of performance are used, and the measures of performance are accurate and consistent

Question 29

When do reward systems fail?

Answer 29

monetary rewards are too strong, overtime is seen as an entitlement, makes CWBs, lag between performance and rewards, not tailored to goals, not align with the organization

Question 30

What is the Law of Effect?

Answer 30

favorable consequences are repeated, and unfavorable consequences disappear

Question 31

What is operant conditioning?

Answer 31

contingent systematic if-then linkage between behavior and consequences

Question 32

What is positive reinforcement?

Answer 32

strengthening a
behavior by contingently presenting something pleasing

Question 33

What is negative reinforcement?

Answer 33

strengthens a desired behavior by contingently withdrawing something displeasing

Question 34

What is punishment?

Answer 34

weakening behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive

Question 35

What is extinction?

Answer 35

weakening a behavior by ignoring it or making sure it is not reinforced

Question 36

What is a continuous reinforcement schedule?

Answer 36

getting paid every time you make a sale

Question 37

What is an intermittent reinforcement schedule?

Answer 37

getting a SPOT award or merit bonus

Question 38

What are the performance standard characteristics?

Answer 38

strategic relevance, criterion deficiency, criterion contamination, and reliability (consistency)

Question 39

What is performance dimension training?

Answer 39

ratings are improved if raters are more familiar with dimensions through presentation/discussion of dimensions

Question 40

What is rater error training?

Answer 40

ratings are improved if raters are taught about errors so they can avoid them

Question 41

What is a frame-of-reference training?

Answer 41

ratings are improved if raters have common evaluative standards, calibrate internal standards by providing examples and compare/contrasting different performance levels

Question 42

What is a behavioral observation training?

Answer 42

ratings are improved if raters do a better job observing performance – particularly useful for frequency-based