Question 1

What are the different strategies to better understand and measure job performance?

Accepted Answer

Efforts to improve the performance ratin

Question 2

A 360-degree feedback assesses employee performance from five points of view: supervisor, peer, self, customer, and subordinate.

Accepted Answer

A) True 
 B)False

Question 3

is a process involving the determination of what is important to a person, and offering it in exchange for desired behaviour.

Accepted Answer

A) Evaluation 
B) Procedural justice 
C) Socialization 
D) Motivation 
E) Workflow 
A) Evaluation 
B) Procedural justice 
C) Socialization 
D) Motivation 
E) Workflow

Question 4

Describe how management by objectives (MBO)is carried out.

Accepted Answer

MBO is performance rating method based o

Question 5

Perceived fairness of pay or other work outcomes received is called:

Accepted Answer

A) haloed justice. 
B) distributive justice. 
C) qualitative justice. 
D) procedural justice. 
E) objective justice. 
A) haloed justice. 
B) distributive justice. 
C) qualitative justice. 
D) procedural justice. 
E) objective justice.

Question 6

__________is a performance rating method that is based on meeting objectives set at the beginning of the performance review period.

Accepted Answer

A) Behaviour rating scales 
B) Paired comparison performance objectives 
C) Adjective rating scales 
D) Management by objectives 
E) Behaviourally anchored objectives 
A) Behaviour rating scales 
B) Paired comparison performance objectives 
C) Adjective rating scales 
D) Management by objectives 
E) Behaviourally anchored objectives

Question 7

Identify 7 items that a successful appraisal process should provide.

Accepted Answer

A successful appraisal process should pr

Question 8

Evaluation forms that produce numerical ratings cause administrative inconveniences.

Accepted Answer

A) True 
 B)False

Question 9

One of the major drawbacks of using peers as raters is that they have a distorted perspective of typical performance.

Accepted Answer

A) True 
 B)False

Question 10

What is the effectiveness of reward systems dependent on?

Accepted Answer

The effectiveness of reward sy

Question 11

Lump-sum bonus is granted to all employees irrespective of performance.

Accepted Answer

A) True 
 B)False

Question 12

Distributive justice refers to perceived fairness of pay or other work outcomes received.

Accepted Answer

A) True 
 B)False

Question 13

When the organization wants to encourage employees to work together cooperatively, it may consider offering:

Accepted Answer

A) allowances 
B) individual incentives 
C) cost-of-living adjustment 
D) group incentives 
E) merit increase 
A) allowances 
B) individual incentives 
C) cost-of-living adjustment 
D) group incentives 
E) merit increase

Question 14

Raters should notice only performance-related factors when they observe employee behaviour.

Accepted Answer

A) True 
 B)False

Question 15

What is merit pay's level of risk to an employee?

Accepted Answer

There are two types of risk faced by emp

Question 16

What are the three general factors on which employee performance depend on?

Accepted Answer

Employee performance depends o

Question 17

theory of motivation states that people are concerned about fairness of the reward outcomes exchanged for employee inputs.

Accepted Answer

A) Two-factor 
B) Reinforcement 
C) Agency 
D) Equity 
E) Expectancy 
A) Two-factor 
B) Reinforcement 
C) Agency 
D) Equity 
E) Expectancy

Question 18

Seniority increases tie pay increases to a preset progression pattern based on:

Accepted Answer

A) how long after 65 years of age that an employee stays with the company 
B) incentives 
C) seniority 
D) pay range 
E) age of the organization 
A) how long after 65 years of age that an employee stays with the company 
B) incentives 
C) seniority 
D) pay range 
E) age of the organization

Question 19

Which of the following is a key element essential for a good outcome in the appraisal process?

Accepted Answer

A) Employees should not be kept in the dark about how the appraisal system operates. 
B) Employees should not be involved in developing performance dimensions. 
C) Raters should not attempt to diagnose the reason for performance problems in advance. 
D) Raters should be discouraged from maintaining a diary of employee performance. 
E) Performance dimensions should be isolated from the strategic plan of the company. 
A) Employees should not be kept in the dark about how the appraisal system operates. 
B) Employees should not be involved in developing performance dimensions. 
C) Raters should not attempt to diagnose the reason for performance problems in advance. 
D) Raters should be discouraged from maintaining a diary of employee performance. 
E) Performance dimensions should be isolated from the strategic plan of the company.

Question 20

Which of the following theories focuses more on content and less on the nature of the exchange?

Accepted Answer

A) agency theory 
B) Maslow's Hierarchy of Needs theory 
C) reinforcement theory 
D) expectancy theory 
E) equity theory 
A) agency theory 
B) Maslow's Hierarchy of Needs theory 
C) reinforcement theory 
D) expectancy theory 
E) equity theory

What are the different strategies to better understand and measure job performance?

A 360-degree feedback assesses employee performance from five points of view: supervisor, peer, self, customer, and subordinate.

is a process involving the determination of what is important to a person, and offering it in exchange for desired behaviour.

Describe how management by objectives (MBO)is carried out.

Perceived fairness of pay or other work outcomes received is called:

__________is a performance rating method that is based on meeting objectives set at the beginning of the performance review period.

Identify 7 items that a successful appraisal process should provide.

Evaluation forms that produce numerical ratings cause administrative inconveniences.

One of the major drawbacks of using peers as raters is that they have a distorted perspective of typical performance.

What is the effectiveness of reward systems dependent on?

Lump-sum bonus is granted to all employees irrespective of performance.

Distributive justice refers to perceived fairness of pay or other work outcomes received.

When the organization wants to encourage employees to work together cooperatively, it may consider offering:

Raters should notice only performance-related factors when they observe employee behaviour.

What is merit pay's level of risk to an employee?

What are the three general factors on which employee performance depend on?

theory of motivation states that people are concerned about fairness of the reward outcomes exchanged for employee inputs.

Seniority increases tie pay increases to a preset progression pattern based on:

Which of the following is a key element essential for a good outcome in the appraisal process?

Which of the following theories focuses more on content and less on the nature of the exchange?

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 10: Pay for Performance: Performance Appraisal and Plan Design

What are the different strategies to better understand and measure job performance?

A 360-degree feedback assesses employee performance from five points of view: supervisor, peer, self, customer, and subordinate.

is a process involving the determination of what is important to a person, and offering it in exchange for desired behaviour.

Describe how management by objectives (MBO)is carried out.

Perceived fairness of pay or other work outcomes received is called:

__________is a performance rating method that is based on meeting objectives set at the beginning of the performance review period.

Identify 7 items that a successful appraisal process should provide.

Evaluation forms that produce numerical ratings cause administrative inconveniences.

One of the major drawbacks of using peers as raters is that they have a distorted perspective of typical performance.

What is the effectiveness of reward systems dependent on?

Lump-sum bonus is granted to all employees irrespective of performance.

Distributive justice refers to perceived fairness of pay or other work outcomes received.

When the organization wants to encourage employees to work together cooperatively, it may consider offering:

Raters should notice only performance-related factors when they observe employee behaviour.

What is merit pay's level of risk to an employee?

What are the three general factors on which employee performance depend on?

theory of motivation states that people are concerned about fairness of the reward outcomes exchanged for employee inputs.

Seniority increases tie pay increases to a preset progression pattern based on:

Which of the following is a key element essential for a good outcome in the appraisal process?

Which of the following theories focuses more on content and less on the nature of the exchange?

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters