Improving Job Performance with Goals, Feedback, Rewards, and Positive Reinforcement
True / False Questions
1. Performance management is an organization wide system whereby managers integrate the activities of goal setting, monitoring and evaluating, providing feedback and coaching, and rewarding employees on a continuous basis. True False
3. The performance improvement cycle involves goal setting, persistent effort, and rewards and positive reinforcement. True False
5. The purpose of a learning goal is to accomplish a specific end-result. True False
7. Management by objectives is a management system that incorporates the principles of equity theory. True False
9. Goals should be stated in vague terms.
11. Goals should be impossible, to increase employee motivation. True False
13. Goals should have dates for completion.
15. Training is often required to help employees achieve his or her goals. True False
17. "We truly appreciate your hard work!" is an example of objective feedback. True False
19. Feedback serves a motivational role when it serves as a reward or promises a reward. True False
21. Personality characteristics, needs, and goals influence one's openness to feedback. True False
23. Research indicates that high self-monitors are more likely to seek feedback than low self-monitors. True False
25. Feedback with a negative sign always has a negative impact on motivation. True False
27. Managers who have proven untrustworthy and not credible have a hard time improving job performance through feedback. True False
29. Managers should remember to give plenty of feedback when the final results are accomplished, but not for the incremental improvement steps along the way. True False
31. Types of rewards, distribution criteria, and desired outcomes are all components in the general model of organizational reward systems. True False
33. Intrinsic rewards come from the environment.
35. Feeling competent after completing a difficult task is an example of an intrinsic reward. True False
37. If rewards are distributed based on cooperation and risk taking, an organization is using the "performance: results" reward distribution criterion. True False
39. A good reward system should attract, motivate, satisfy, and retain talented people. True False
41. Managers can accomplish leading for meaningfulness by helping employees identify their passions at work and creating an exciting organizational vision employees feel connected to. True False
47. Pay for performance refers to linking at least some portion of the paycheck directly to results or accomplishments. True False
49. The traditional piece rate plan is an example of a pay for performance plan. True False
51. Thorndike's law of effect states that behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear. True False
53. Skinner used the term "operant behavior" to describe unlearned reflexes or stimulus-response connections. True False
55. A corporate culture built on positive reinforcement can foster loyalty, hard work, and creativity. True False
57. A student who works hard on a project because of praise and recognition from the instructor is responding to positive reinforcement. True False
59. According to operant theory, extinction is the weakening of a behavior by ignoring it or making sure it is not reinforced. True False
61. Every instance of a target behavior is reinforced when an intermittent reinforcement schedule is in effect. True False
63. Generally, variable ratio and variable interval schedules of reinforcement produce the strongest behavior that is most resistant to extinction. ...
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