Reference no: EM133106638
1. It involves a never-ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback.
a. Continuous Process
b. Link to mission and goals
c. Motivation to perform is increased
d. Planning Phase Overview
2. In Steps in Performance Management System under what step is take the time to clarify what your goals are for the next year as a company?
a. Evaluate your current performance appraisal process
b. Identify organizational goals
c. Set performance expectations
d. Evaluate their performance
3. This means that performance is evaluated consistently across people and time.
a. Openness
b. Ethicality
c. Correct ability
d. Standardization
4. It addresses how well the work is performed and/or how accurate or how effective the final product is.
a. Quality
b. Quantity
c. Cost effectiveness
d. Timeliness
5. They act according to values and principles they identify and commit to live by; and focus on their circle of influence, where in they can make a difference, as opposed to spending time in their circle of concern, where they have little ability to contribute.
a. Security, proactive. Acceptance
b. Prioritized joint commitments
c. Proactive, responsible. Acceptance
d. Paradigm of mutual benefits
6. It has been shown to be more effective when administered close to performance.
a. Rewards
b. Recognition
c. Benefits
c. All of the above
7. Monetary incentives can increase the importance people attach to goals, however, this approach to building goal commitment can be problematic by potentially discouraging risk-taking and creativity, rupturing relationships, and encouraging short-termism according to ______.
a. Kohn, 1990
b. Kohn, 1993
c. Locke, 2004
d. Locke 1993
8. It refers to team's belief that it can successfully perform a specific task.
a. Team building
b. Team management
c. Team goal
d. Team efficacy
9. They define organization culture as the drive that recognizes the efforts and contributions of the organizational members and provides holistic understanding of what and how to be achieved, how goals are interrelated, and how each employee could attain goals.
a. Gordon and Cummins 1989
b. Kotter and Heskett 1992
c. Hofstede 1990
d. Deal and Kennedy 1982
10. The degree to which the activities and responsibilities of a particular job are consistent with the activities and responsibilities that an individual find personally satisfying.
a. Organization fit motivation
b. Culture fit motivation
c. Team fit motivation
d. Job fit motivation
11. It is the planned efforts by an organization to facilitate employee's learning of job-related competencies.
a. Development
b. Creativity
c. Training
d. Coaching
12. The degree to which the person is willing to invest the time and energy it takes to develop oneself.
a. Motivation
b. Capabilities
c. Recognition
d. Rewards
13. It means consistently measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals.
a. Developing
b. Monitoring
c. Planning
d. Rating
14. This means increasing the capacity to perform through training, giving assignments that introduce new skills or higher levels of responsibility, improving work processes, or other methods.
a. Monitoring
b. Planning
c. Rating
d. Developing
15. Positive feedback for effective performance can be highly motivational.
a. Rewards
b. Incentives
c. Recognition
d. Coaching
16. This can be helpful for looking at and comparing performance over time or among various employees
a. Rating
b. Rewarding
c. Monitoring
d. Planning
17. It is carefully crafted by resource managers with an aim of either motivating employees or simply as compensation measure for work done.
a. Recognition
b. Extrinsic motivation
c. Employee rewards
d. Employee satisfaction
18. This includes both fixed and variable pay tied to performance levels.
a. Benefits
b. Compensation
c. Recognition
d. Performance management
19. The alignment of organizational, team and individual efforts toward the achievement of business goals and organizational success.
a. Benefits
b. Compensation
c. Recognition
d. Performance management
20. These health, income protection, savings and retirement programs provide security for employees and their families.
a. Benefits
b. Talent development
c. Recognition
d. Total rewards
21. Provides the opportunity and tools for employees to advance their skills and competencies in both their short- and long-term careers.
a. Benefits
b. Talent development
c. Recognition
d. Total rewards
22. This is called horizontal loading. It, thus, focuses on enlarging jobs by increasing tasks and responsibilities.
a. Job Enlargement
b. Job Design
c. Job Enrichment
d. Job Simplification
23. A worker moves from one job to another, at the same level, that has similar skill requirements job rotation reduces boredom and monotony through changing employee's activities.
a. Job Enlargement
b. Job Rotation
c. Job Design
d. Job Enrichment
24. It is a statement mentioning who will do what.
a. Quality Work Life
b. Job Rotation
c. Job Simplification
d. Job Analysis
25. Refers to the extent to which the employees use different skills and talents for performing different tasks for fulfilling the requirements of a job
a. Skill variety
b. Task identity
c. Task variety
d. Autonomy