MNO Chapter 9 Exam Solution Manual Already Passed
performance management - Answers continuous cycle of improving job performance with goal setting, feedback and coaching, and rewards and positive reinforcement
job performance - Answers won't thrive without support system
people with requisite a...
performance management - Answers continuous cycle of improving job performance with goal setting,
feedback and coaching, and rewards and positive reinforcement
job performance - Answers won't thrive without support system
people with requisite abilities, skills, and job knowledge need to be hired
training required to correct any job knowledge shortfalls
line of sight - Answers employees know organization's strategic goals and how they need to contribute
performance outcome goal - Answers targets a specific end result
learning goal - Answers encourages learning, creativity, and skill development
management by objectives - Answers management system incorporating participation into decision
making, goal setting, and feedback
feedback - Answers objective information about performance
not automatically effective
not everyone really wants the feedback they seek
must foster high effort--->performance expectations and performance--->reward linkages to motivate
objective feedback - Answers concrete evidence such as units sold, days absent, dollars, saved,
projects,completed, customers satisfied, and quality rejects
to work, managers must understand interaction between feedback recipients and their environment
subjective feedback - Answers not quantitative
things like you're doing a poor job, you're lazy, we really appreciate everyone's hard work
easily contaminated by situational factors
functions of feedback - Answers 1. instructional-when it clarifies roles or teaches new behavior
2. motivational-serves as a reward or promises a reward
the more specific, the better
one's openness to feedback - Answers depends on personality eg self esteem and self efficacy (the lower
they are the less actively the person seeks feedback)
high needs and goals relates to higher desire for feedback
, high self monitors open to feedback because it helps them adapt to their environments
sign of feedback - Answers either negative or positive
perceive and recall positive feedback more accurately than negative feedback
but negative feedback can have a positive motivational impact
self efficacy can be damaged by negative feedback
evaluation of feedback - Answers evaluate factors such as its accuracy, credibility of source, fairness of
system (performance appraisal system), their performance-reward expectancies and reasonableness of
standards
personal experience largely dictates how these factors weighed
implications of feedback - Answers average and below average performers need extrinsic rewards for
performance and high performers need feedback to enhance their feelings of competence and personal
control
too infrequent in organizations
must be tailored to individual
research insights - Answers computer based performance feedback leads to greater improvements in
performance when received directly from computer (not manager)
feedback perceived more accurate when they participate in feedback session
destructive criticism tends to cause conflict and reduce motivation
higher you are in organization, less likely to receive quality feedback
360 degree feedback - Answers comparison of anonymous feedback from one's superior, subordinates,
and peers with self-perceptions
they can compare their own perceived performance with others performance
if outsiders involved called a full circle feedback
how to give feedback - Answers focus on performance, not personalities
give specific feedback linked to learning goals and performance outcome goals
channel feedback toward key result areas for organization
give feedback ASAP
to coach improvement not just final results
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