Typically viewed as most pervasive problem

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Reference no: EM132266139

1. Research by Cerasoli et al. (2014) on intrinsic and extrinsic motivation found that:

a. intrinsic motivation had no impact on creative performance with extrinsic rewards.

b. extrinsic rewards impacted performance quantity, and intrinsic motivation impacted performance quality.

c. extrinsic rewards undermined the impact of intrinsic motivation.

d. the impact of intrinsic motivation on performance was stronger when extrinsic incentives were also offered.

e. None of the above

2. With regard to performance rating distortions or errors, which of the following is typically viewed as the most pervasive problem in real-world organizational settings?

a. leniency

b. severity

c. contrast

d. horns

e. similarity

3. In________plans employees in specific organizational units or teams receive a payout based on some operational measure such increased productivity or cost-savings, whereas in_____________plans employees receive a payout based on the organization's profitability.

a. ESOP; BBOP

b. merit pay; piece-rate

c. risk-sharing; gain-sharing

d. profit-sharing; gain-sharing

e. gain-sharing; profit-sharing

4. Which of the following is a "relative method" of performance appraisal that involves placing a specified percentage of employees in predetermined performance categories (e.g., bottom 10%, middle 70%, top 20%), which was strongly advocated by Jack Welch, the former CEO of G.E.?

a. Forced distribution

b. Graphic rating scale

c. Behavioral observation scale

d. Behaviorally anchored rating scale

e. Paired comparison

5. A supervisor only gives performance ratings in the middle of the scale, even when a more extreme rating would be appropriate. He/she is committing a______________error.

a. central tendency

b. leniency/severity

c. forced distribution

d. halo

e. recency

Reference no: EM132266139

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