Employee Value Proposition - Answer-the exchange of value between what the individual and the employer offer in the employment relationship
Integrated Model of Motivation - Answer-motivation, performance, satisfaction
Reinforcement - Answer-any event that strengthens the behavior it follows
...
MGT 420, Exam 4 Questions and
Answers
Employee Value Proposition - Answer-the exchange of value between what the
individual and the employer offer in the employment relationship
Integrated Model of Motivation - Answer-motivation, performance, satisfaction
Reinforcement - Answer-any event that strengthens the behavior it follows
Equity - Answer-a condition in which people receive from a relationship in proportion to
what they give to it
Content - Answer-satisfied
Expectancy Theory - Answer-the theory that people will be motivated to the extent to
which they believe that their efforts will lead to good performance, that good
performance will be rewarded, and that they will be offered attractive rewards
Intrinsic Rewards - Answer-valued outcomes received as internal enjoyment of task
performance (personal enjoyment)
Extrinsic Rewards - Answer-valued outcomes received from an external source or
person (perks and bonuses)
Pay For Performance - Answer-also known as performance-contingent pay; you earn
more when you produce more work and less when you produce less work
Merit Pay - Answer-pay raise based on performance accomplishments
Gain Sharing - Answer-allows employees to share in cost savings or productivity gains
realized by their efforts
Profit Sharing - Answer-incentive pay in which payments are a percentage of the
organization's profits and do not become part of the employees' base salary
Stock Options - Answer-give the right to purchase shares at a fixed price in the future
Employee Stock Ownership Plan (ESOP) - Answer-a compensation system that awards
employees shares of company stock in addition to their regular compensation
Skill Based Pay - Answer-rewards people for acquiring and developing job-relevant
skills
, Two Purposes of Performance Management - Answer-Evaluation and Development
Performance Measurement - Answer-1)identify clear and measurable performance
goals 2)measure performance 3)provide feedback and coaching 4)use performance
appraisal for human resource management decision
Halo Error - Answer-results when one person rates another person on several different
dimensions and gives a similar rating for each dimension
Validity - Answer-when a performance measure addresses job-relevant dimensions
Reliability - Answer-when a performance measure gives consistent results
Leniency Error - Answer-when managers tend to give relatively high ratings to virtually
everyone under their supervision
Central Tendency Error - Answer-Occurs when a rater gives all employees a score
within a narrow range in the middle of the scale; gives the impression that there are no
very good or very poor performances
Recency Error - Answer-When raters place too much emphasis on recent behaviors
and outcomes instead of overall performance
Personal Bias Error - Answer-displays expectations and prejudices that fail to give the
job-holder complete respect, such as showing racial bias in ratings
Performance Appraisal - Answer-the formal procedure or event that evaluates a
person's work performance; also known as performance review or assessment
Ranking - Answer-orders each person from best to worst
Paired Comparison - Answer-compares each person with every other one
Forced Distribution - Answer-forces a set percentage of persons into predetermined
rating categories
Rating Scales - Answer-list a variety of performance dimensions and assigns individual
scores for each
Critical Incident Diaries - Answer-records actual examples of positive and negative work
behaviors and results
BARS - Answer-behaviorally anchored rating scale; links performance ratings to specific
and observable job behaviors
Job Design - Answer-the process of specifying job tasks and work arrangements
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