Question 1

Briefly summarize the first step of applying the O.B.Mod.approach to behavioral performance management.

Accepted Answer

Identification of Performance Behaviors:

Question 2

Some organizational behavior researchers are indeed using the operant framework to analyze specific areas such as escalation of _____,as well as more generally the effectiveness of _____ at work.

Accepted Answer

A)  stress; rewards 
B)  performance; benefits 
C)  violence; security 
D)  commitment; managers 
A)  stress; rewards 
B)  performance; benefits 
C)  violence; security 
D)  commitment; managers

Question 3

The organizational behavior modification model,although having shown positive results,has not really shown any positive impact on the performance behaviors and output in countries outside United States.

Accepted Answer

A) True 
 B)False

Question 4

Under negative control:

Accepted Answer

A)  people come to work in order not to be fired. 
B)  the person behaves in a certain way in order to receive the desired consequence. 
C)  people keep busy whether the supervisor is around or not in order to receive incentive pay. 
D)  people keep busy because they get social recognition/attention and feedback for their good work. 
A)  people come to work in order not to be fired. 
B)  the person behaves in a certain way in order to receive the desired consequence. 
C)  people keep busy whether the supervisor is around or not in order to receive incentive pay. 
D)  people keep busy because they get social recognition/attention and feedback for their good work.

Question 5

Which of the following statements about performance feedback is true?

Accepted Answer

A)  People generally do not engage in feedback-seeking behavior. 
B)  The Stajkovic and Luthans study found that the performance feedback intervention yielded a very small,5 percent performance improvement. 
C)  Individuals still receive very little,if any,feedback about their performance. 
D)  A comprehensive review concluded that performance feedback had a negative effect. 
A)  People generally do not engage in feedback-seeking behavior. 
B)  The Stajkovic and Luthans study found that the performance feedback intervention yielded a very small,5 percent performance improvement. 
C)  Individuals still receive very little,if any,feedback about their performance. 
D)  A comprehensive review concluded that performance feedback had a negative effect.

Question 6

Which one of the following can be identified as a shortcoming associated with merit pay?

Accepted Answer

A)  Poor measurement of performance 
B)  Definite desirability of merit increases that are too small 
C)  Potential intended consequences such as focusing only on merit-related activities 
D)  Acceptance of supervisory feedback 
A)  Poor measurement of performance 
B)  Definite desirability of merit increases that are too small 
C)  Potential intended consequences such as focusing only on merit-related activities 
D)  Acceptance of supervisory feedback

Question 7

A conclusion from one extensive study on the impact of rewards found all of the following except:

Accepted Answer

A)  the detrimental effects of rewards occur under highly restricted,easily avoidable conditions. 
B)  mechanisms of classical and operant conditioning are basic for understanding incremental and detrimental effects of reward on task motivation. 
C)  positive effects of rewards on performance are easily attainable using procedures derived from behavioral theory. 
D)  positive effects of rewards on performance are easily attainable using procedures derived from social cognitive theory. 
A)  the detrimental effects of rewards occur under highly restricted,easily avoidable conditions. 
B)  mechanisms of classical and operant conditioning are basic for understanding incremental and detrimental effects of reward on task motivation. 
C)  positive effects of rewards on performance are easily attainable using procedures derived from behavioral theory. 
D)  positive effects of rewards on performance are easily attainable using procedures derived from social cognitive theory.

Question 8

The goal of the intervention is to strengthen and accelerate functional performance behaviors and/or weaken and decelerate dysfunctional behaviors.

Accepted Answer

A) True 
 B)False

Question 9

A review of absenteeism found _____ to be one of the potential antecedent influences that could be used to improve attendance.

Accepted Answer

A)  rewards 
B)  unit size 
C)  feedback 
D)  punishers 
A)  rewards 
B)  unit size 
C)  feedback 
D)  punishers

Question 10

Negative reinforcement _____ and _____ behavior by the threat of the use of an undesirable consequence or the termination or withdrawal of an undesirable consequence.

Accepted Answer

A)  strengthens; increases 
B)  neutralizes; stops 
C)  weakens; decreases 
D)  subjugates; prevents 
A)  strengthens; increases 
B)  neutralizes; stops 
C)  weakens; decreases 
D)  subjugates; prevents

Question 11

According to the law of effect,undesirable,or punishing,consequences will increase the strength of the preceding behavior and decrease its probability of being repeated in the future.

Accepted Answer

A) True 
 B)False

Question 12

A glaring weakness of most human resource management programs is the absence of any systematic,built-in:

Accepted Answer

A)  configuration. 
B)  evaluation. 
C)  systematic application. 
D)  organized creation. 
A)  configuration. 
B)  evaluation. 
C)  systematic application. 
D)  organized creation.

Question 13

List the capabilities that people use to initiate,regulate,and sustain their behavior according to the social cognitive theory.

Accepted Answer

Social cognitive theory identifies five

Question 14

What is a perfected theory of learning? Does such a theory exist?

Accepted Answer

The most basic purpose of any theory is

Question 15

How can social recognition and attention be used to improve employee performance?

Accepted Answer

Informally providing contingent recognit

Question 16

This has been defined as "of several responses made to the same situation,those which are accompanied or closely followed by satisfaction [reinforcement] ...will be more likely to recur; those which are accompanied or closely followed by discomfort [punishment] ...will be less likely to occur."

Accepted Answer

A)  Law of chances 
B)  Law of performance 
C)  Law of effect 
D)  Law of sufficiency 
A)  Law of chances 
B)  Law of performance 
C)  Law of effect 
D)  Law of sufficiency

Question 17

A laboratory study of merit pay led to which of the following conclusions?

Accepted Answer

A)  Unless a merit pay is at least 10 to 11 percent of base pay,it will not produce the desired effect on employee behavior. 
B)  Beyond a certain point,increases in merit-raise size are likely to improve performance. 
C)  Smaller percentage raises given to employees at the higher ends of base-pay ranges are demotivating. 
D)  Nonmerit components of a raise should not be separated from the merit component. 
A)  Unless a merit pay is at least 10 to 11 percent of base pay,it will not produce the desired effect on employee behavior. 
B)  Beyond a certain point,increases in merit-raise size are likely to improve performance. 
C)  Smaller percentage raises given to employees at the higher ends of base-pay ranges are demotivating. 
D)  Nonmerit components of a raise should not be separated from the merit component.

Question 18

According to Kirkpatrick's four levels of evaluation,the reaction level refers to:

Accepted Answer

A)  whether behaviors are actually being changed. 
B)  whether there is actual performance improvement. 
C)  whether the people using the approach and those having it used on them like it. 
D)  whether the people using the approach understand the theoretical background and underlying assumptions and the meaning of,and reasons for,the steps in the model. 
A)  whether behaviors are actually being changed. 
B)  whether there is actual performance improvement. 
C)  whether the people using the approach and those having it used on them like it. 
D)  whether the people using the approach understand the theoretical background and underlying assumptions and the meaning of,and reasons for,the steps in the model.

Question 19

Which of the following is included under the "maniputables" aspect of nonfinancial rewards?

Accepted Answer

A)  Company car 
B)  Food baskets 
C)  Job rotation 
D)  Performance charts and graphs 
A)  Company car 
B)  Food baskets 
C)  Job rotation 
D)  Performance charts and graphs

Question 20

In the experiment conducted by Kohler,the actions of attempting to jump for the fruit,giving it up,seizing a box,dragging it under the object,mounting it and then taking down the fruit,are all fueled by:

Accepted Answer

A)  insight. 
B)  chance. 
C)  impetus. 
D)  observation. 
A)  insight. 
B)  chance. 
C)  impetus. 
D)  observation.

Briefly summarize the first step of applying the O.B.Mod.approach to behavioral performance management.

Some organizational behavior researchers are indeed using the operant framework to analyze specific areas such as escalation of _,as well as more generally the effectiveness of _ at work.

The organizational behavior modification model,although having shown positive results,has not really shown any positive impact on the performance behaviors and output in countries outside United States.

Under negative control:

Which of the following statements about performance feedback is true?

Which one of the following can be identified as a shortcoming associated with merit pay?

A conclusion from one extensive study on the impact of rewards found all of the following except:

The goal of the intervention is to strengthen and accelerate functional performance behaviors and/or weaken and decelerate dysfunctional behaviors.

A review of absenteeism found _____ to be one of the potential antecedent influences that could be used to improve attendance.

Negative reinforcement _ and _ behavior by the threat of the use of an undesirable consequence or the termination or withdrawal of an undesirable consequence.

According to the law of effect,undesirable,or punishing,consequences will increase the strength of the preceding behavior and decrease its probability of being repeated in the future.

A glaring weakness of most human resource management programs is the absence of any systematic,built-in:

List the capabilities that people use to initiate,regulate,and sustain their behavior according to the social cognitive theory.

What is a perfected theory of learning? Does such a theory exist?

How can social recognition and attention be used to improve employee performance?

This has been defined as "of several responses made to the same situation,those which are accompanied or closely followed by satisfaction [reinforcement] ...will be more likely to recur; those which are accompanied or closely followed by discomfort [punishment] ...will be less likely to occur."

A laboratory study of merit pay led to which of the following conclusions?

According to Kirkpatrick's four levels of evaluation,the reaction level refers to:

Which of the following is included under the "maniputables" aspect of nonfinancial rewards?

In the experiment conducted by Kohler,the actions of attempting to jump for the fruit,giving it up,seizing a box,dragging it under the object,mounting it and then taking down the fruit,are all fueled by:

Introduction to Organizational Behavior: an Evidence-Based Approach

Environmental Context: Globalization, diversity, and Ethics

Organizational Context: Design and Culture

Organizational Context: Reward Systems

Personality,perception,and Employee Attitudes

Motivational Needs,processes,and Applications

Positive Organizational Behavior and Psychological Capital

Communication and Decision Making

Stress and Conflict

Power and Politics

Groups and Teams

Effective Leadership Processes

Great Leaders: an Evidenced-Based Approach

Filters

Exam 12: Behavioral Performance Management

Briefly summarize the first step of applying the O.B.Mod.approach to behavioral performance management.

Some organizational behavior researchers are indeed using the operant framework to analyze specific areas such as escalation of _____,as well as more generally the effectiveness of _____ at work.

The organizational behavior modification model,although having shown positive results,has not really shown any positive impact on the performance behaviors and output in countries outside United States.

Under negative control:

Which of the following statements about performance feedback is true?

Which one of the following can be identified as a shortcoming associated with merit pay?

A conclusion from one extensive study on the impact of rewards found all of the following except:

The goal of the intervention is to strengthen and accelerate functional performance behaviors and/or weaken and decelerate dysfunctional behaviors.

A review of absenteeism found _____ to be one of the potential antecedent influences that could be used to improve attendance.

Negative reinforcement _____ and _____ behavior by the threat of the use of an undesirable consequence or the termination or withdrawal of an undesirable consequence.

According to the law of effect,undesirable,or punishing,consequences will increase the strength of the preceding behavior and decrease its probability of being repeated in the future.

A glaring weakness of most human resource management programs is the absence of any systematic,built-in:

List the capabilities that people use to initiate,regulate,and sustain their behavior according to the social cognitive theory.

What is a perfected theory of learning? Does such a theory exist?

How can social recognition and attention be used to improve employee performance?

This has been defined as "of several responses made to the same situation,those which are accompanied or closely followed by satisfaction [reinforcement] ...will be more likely to recur; those which are accompanied or closely followed by discomfort [punishment] ...will be less likely to occur."

A laboratory study of merit pay led to which of the following conclusions?

According to Kirkpatrick's four levels of evaluation,the reaction level refers to:

Which of the following is included under the "maniputables" aspect of nonfinancial rewards?

In the experiment conducted by Kohler,the actions of attempting to jump for the fruit,giving it up,seizing a box,dragging it under the object,mounting it and then taking down the fruit,are all fueled by:

Introduction to Organizational Behavior: an Evidence-Based Approach

Environmental Context: Globalization, diversity, and Ethics

Organizational Context: Design and Culture

Organizational Context: Reward Systems

Personality,perception,and Employee Attitudes

Motivational Needs,processes,and Applications

Positive Organizational Behavior and Psychological Capital

Communication and Decision Making

Stress and Conflict

Power and Politics

Groups and Teams

Effective Leadership Processes

Great Leaders: an Evidenced-Based Approach

Filters

Some organizational behavior researchers are indeed using the operant framework to analyze specific areas such as escalation of _,as well as more generally the effectiveness of _ at work.

Negative reinforcement _ and _ behavior by the threat of the use of an undesirable consequence or the termination or withdrawal of an undesirable consequence.