Deck 6: Learning and Performance Management

Question 1

Modifying behavior so that a conditioned stimulus is paired with an unconditioned stimulus and elicits an unconditioned response defines:

A)operant conditioning
B)classical conditioning
C)reinforcement
D)learning

Answer 1

B

Question 2

All of the following are strategies used to influence the consequences of behavior except:

A)extinction
B)punishment
C)positive consequences
D)neutral consequences

Answer 2

D

Question 3

Which of the following is a form of operant conditioning?

A)expectancy theory
B)the expectation-performance-reward-satisfaction chain
C)the attempt by a supervisor to satisfy higher order needs of employees through participation
D)organizational behavior modification

Answer 3

D

Question 4

The process of modifying behavior through the use of positive or negative consequences following specific behaviors is called:

A)classical conditioning
B)Pavlovian conditioning
C)Skinners Integrated Model of conditioning
D)operant conditioning

Question 5

Which of the following is NOT a limitation of classical conditioning?

A)Humans are more complex and less amenable to simple cause-and-effect conditioning.
B)Behavioral environments in organizations are complex and not very amenable to single stimulus-response manipulations.
C)Unconditioned responses and unconditioned stimulus have not been connected in humans.
D)Complex human decision making makes it possible to override simple conditioning.

Question 6

A non-response approach that weakens a behavior is known as:

A)punishment
B)negative reinforcement
C)intermittent reinforcement
D)extinction

Question 7

A colleague does not respond to the sarcastic comments of a coworker but compliments the sarcastic colleague for constructive comments. Which of the following statements are true?

A)The colleague was using extinction and negative reinforcement.
B)The colleague was using positive and negative consequences.
C)The colleague used only positive consequences.
D)The colleague used extinction and positive reinforcement.

Question 8

In the animal learning research of Pavlov, the sound of the bell was the:

A)conditioned response
B)unconditional stimulus
C)conditioned stimulus
D)consequence of the dog's salvation

Question 9

A manager who reduces an employee's pay if the employee comes to work late and refrains from doing so when the employee is on time has:

A)positively reinforced the employee's on time behavior
B)negatively reinforced the employee's on time behavior
C)utilized extinction to reduce the undesirable behavior
D)none of these

Question 10

As a supervisor you decide to use positive reinforcement to increase the probability that desired job performance will be repeated. All of the following are appropriate as positive reinforcement except:

A)salary increase after evaluation
B)promotion after several outstanding performance reviews
C)releasing employee to go home early but providing full pay
D)no response or feedback when employee fails to complete task on time

Question 11

The behaviorist approach to learning assumes observable behavior is a function of:

A)both the person and the environment
B)external cues
C)its consequences
D)the interaction between the affect and cognitive components of an individual

Question 12

The schedule of reinforcement that provides the least impact or incentive for performing well is known as:

A)fixed ratio
B)variable ratio
C)fixed interval
D)variable interval

Question 13

Operant conditioning is based on the notion that behavior is a function of:

A)seated beliefs
B)perception and thinking
C)unconscious drives
D)its consequences

Question 14

Which of the following reinforcement consequences would have the most effect under OBM?

A)routine pay for performance
B)social recognition
C)performance feedback
D)money-based reinforcement

Question 15

If a random number of responses must be emitted before reinforcement occurs, it is a:

A)fixed interval schedule
B)fixed ratio schedule
C)variable interval schedule
D)variable ratio schedule

Question 16

A form of operant conditioning that has been used successfully to shape organizational behavior is known as:

A)job enrichment
B)organization development
C)employee empowerment
D)organizational behavior modification

Question 17

A person working at a computer terminal may get lower back tension as a result of poor posture. If the person becomes aware of that tension only when the manager enters the work area, then the person may develop lower back tension at the appearance of the manager. This scenario would be an example of:

A)operant conditioning
B)classical conditioning
C)paired reinforcement
D)behavior modification

Question 18

In terms of the work environment, learning:

A)takes place through formal training programs
B)is primarily the cognitive activity of acquiring knowledge
C)is ad hoc and accidental
D)is a change in behavior acquired through experience and knowledge acquisition

Question 19

Reinforcement and punishment are administered through:

A)extinction
B)positive or/and negative consequences
C)ignoring the behavior
D)withholding a positive consequence

Question 20

As an outcome for exceptional performance, Jeffery was provided the opportunity to make a highly visible presentation to the board of directors. However, Jeffery was extremely nervous and upset about the presentation. This consequence was viewed by Jeffery as:

A)negative
B)positive
C)extinction
D)punishment

Question 21

All of the following are generally considered to be good characteristics of work goals except:

A)specific
B)time-bound
C)measurable
D)moderately difficult

Question 22

The first step in the performance measurement process is:

A)rewarding positive performance behaviors
B)measuring performance
C)defining performance in behavioral terms
D)assessing the impact of performance behaviors

Question 23

The strongest way for an employee to develop self-efficacy is to:

A)develop a strong internal source of control
B)develop a high degree of self-monitoring
C)pick easier tasks in order to become more successful
D)succeed at a challenging task

Question 24

An important intermediate step between goal acceptance and goal accomplishment is:

A)behavior/reward contingencies
B)goal clarity
C)goal commitment
D)goal specificity

Question 25

The process of establishing desired results that guide and direct behavior is known as:

A)motivation
B)goal setting
C)outcome instrumentality
D)establishing input/output equity perceptions

Question 26

Management by objectives is a goal-setting and performance-planning program originated by:

A)Albert Bandura
B) b.F. Skinner
C)CHOICE BLANK
D)Peter Drucker
E)Willard Marriott

Question 27

Outcome (or performance) feedback is greatly facilitated by:

A)qualitative goals
B)open-ended goals
C)quantitative goals
D)peer competitive goals

Question 28

An individual's beliefs and expectations about his or her ability to successfully accomplish a specific task is known as:

A)self-esteem
B)external locus of control
C)self monitoring behavior
D)self-efficacy

Question 29

Which of the following is NOT considered to be one of the four sources of task-specific self-efficacy critical to the social learning theory of Albert Bandura?

A)prior experiences
B)witnessing the success of others
C)intelligence quotient
D)assessment of current physical and emotional capabilities

Question 30

An important function of goal setting is:

A)reducing role stress associated with conflicting and/or confusing expectations
B)reducing the mental effort required in employee jobs
C)minimizing performance evaluations
D)simplifying supervision

Question 31

A supervisor who wants to reduce the stress associated with work within the goal-setting guidelines would:

A)tie rewards more closely to expected outcomes
B)clearly or specifically identify the goal(s)
C)clarify task-role expectations
D)develop or apply a personality test in order to better match the individual/task fit

Question 32

The process of defining, measuring, appraising, providing feedback on, and improving performance is called:

A)MBO (Management by Objectives)
B)a control system
C)performance management
D)performance appraisal

Question 33

Which of the following has not been shown to moderate the relationship between goal difficulty and task performance?

A)goal commitment
B)effective performance feedback
C)low self monitor
D)required skills and abilities

Question 34

Intuitors, in terms of learning, prefer:

A)to search for practical applications
B)interpersonal involvement
C)specific, empirical data
D)theoretical frameworks

Question 35

Social learning theory is based on the belief that:

A)learning occurs because of behavioral consequences
B)learning occurs based on group norms
C)learning is strongly connected to need based drives
D)learning occurs through the observation of other people and the modeling of their behavior

Question 36

Which of the following is NOT a major function served by goal setting?

A)It can increase work motivation and task performance.
B)It can reduce the role stress that is associated with conflicting or confusing expectations.
C)It can improve the accuracy and validity performance evaluation.
D)It can result in a restriction of focus that leads to a lack of creativity, spontaneity, and flexibility.

Question 37

Central to Bandura's social learning theory is the concept of:

A)self-monitoring
B)a needs hierarchy
C)self-efficacy
D)continuous reinforcement

Question 38

A prerequisite for successful goal-setting programs, such as management by objectives (MBO), is:

A)a relatively benign or stable environment
B)supervisory goal commitment
C)the connection between goals/outcomes/rewards
D)organizational commitment

Question 39

Management by objectives involves:

A)setting objectives for employees
B)formulating corporate strategy
C)superior control of subordinate behavior
D)interaction between a superior and an employee for setting employees' goals and later evaluating performance and progress toward goal accomplishment

Question 40

As a supervisor, you can enhance the performance of your employees by:

A)setting their goals
B)closely controlling their behavior
C)allowing employees to participate in goal setting
D)giving workers easy goals

Question 41

The reliability of an effective performance appraisal system comes from:

A)insuring the appropriate dimensions of performance are appraised
B)insuring that the dimensions of performance that are measured are constructed in a valid way
C)insuring that evaluations from multiple sources and at different times are captured over the course of the evaluation period
D)insuring that when evaluations are conducted employees clearly understand what dimensions are being evaluated

Question 42

An effective performance appraisal system will contain or display all of the following except:

A)reliability
B)validity
C)self-correcting behavior
D)responsiveness

Question 43

A three-day unpaid suspension for excessive tardiness is a negative reinforcement for an employee.

Question 44

Minimal effort, lack of commitment, lack of motivation, and personal problems:

A)are external attributions for poor performance
B)are unresolveable and usually result in employee termination
C)are internal attributions for poor performance
D)can usually be solved with negative reinforcement

Question 45

The major function(s) of performance appraisal include:

A)to provide feedback on performance
B)to identify developmental needs
C)to make promotion and reward decisions
D)all of these

Question 46

The notion of entitlement at work is considered:

A)to engender active, responsible, adult behavior
B)to engender passive, irresponsible behavior
C)to be necessary for developing expectations for high performance and appropriate rewards
D)to define the consequence of rewarding high performance and developing achievement oriented behavior

Question 47

Traditional organizational reward systems in the United States place value on:

A)entitlement
B)group performance
C)non-specific performance standards
D)individual performance

Question 48

Classical conditioning is the process of modifying behavior through rewards and punishments.

Question 49

An important aspect of a mentoring relationship is:

A)disciplining the subordinate
B)coaching and counseling
C)peer feedback
D)formal training

Question 50

A fixed ratio of reinforcement is very similar to continuous reinforcement.

Question 51

Performance feedback is more likely to lead to increased job performance when it is:

A)constructive and specific
B)provided in written form only
C)not recorded
D)one-way communication

Question 52

The successful consequences of tri-mentoring, a formalized peer mentoring system, is based upon the recognition and importance of:

A)explicit or formal knowledge
B)360 degree feedback
C)the specificity of feedback
D)tacit knowledge

Question 53

Termination of an employee is corrective discipline.

Question 54

Reward allocation decisions involve:

A)sequential decisions about which outcomes will be rewarded
B)simultaneous decisions about which people to reward, how to reward them, and when to reward them
C)a process of considering individual perceptions regarding instrumentalities and whether reward levels will be perceived equitable
D)sequential decisions about which people to reward, how to reward them, and when to reward them

Question 55

Kelley proposed that individuals make attributions based on information gathered in the form of:

A)consensus, distinctiveness, and attractiveness
B)consensus, distinctiveness, and consistency
C)attractiveness, distinctiveness, and consistency
D)attractiveness, consensus, and consistency

Question 56

All of the following are characteristics of 360-degree feedback except:

A)It is a tactic to improve the accuracy of performance appraisals.
B)When combined with self-evaluations, there is a high level of agreement with supervisory evaluations.
C)It provides a well-rounded view of performance from superiors, peers, followers, and customers.
D)High levels of agreement may not necessarily be desirable if the intent of the 360-degree evaluation is to provide a full picture of an individual's performance.

Question 57

Employee performance usually improves with increasingly challenging goals.

Question 58

An informational cue indicating the degree to which a person behaves the same way in other situations is known as:

A)consistency
B)consensus
C)distinctiveness
D)inconsistency

Question 59

The attempt to weaken a behavior by attaching no consequences to it is considered to be extinction.

Question 60

Performance appraisal is used for all of the following except:

A)evaluating employee work behavior
B)making promotion and other reward decisions
C)identifying employee developmental needs
D)selecting persons from a pool of job applicants

Question 61

Organizations get the performance they reward, not the performance they want.

Question 62

A strength of the 360-degree feedback appraisal is the extent to which there is low level of agreement with supervisory evaluations.

Question 63

Match the following:
a.Reinforcement following every response.
b.Reinforcement after a specific time has elapsed.
c.Reinforcement after a random time period.
d.Reinforcement after a fixed number of responses.
e.Reinforcement after a random number of responses.
Fixed ratio

Question 64

Match the following:
a.Individual who prefers analysis of data and logical explanation of problems.
b.A theory of learning that focuses on observation of others and modeling.
c.Individual who prefers specific empirical data and look for practical applications.
d.Process of specifying desired results.
e.A performance-planning and goal-setting program that focuses on the supervisor-employee relationship.
Sensor

Question 65

Match the following:
a.An attempt to weaken a behavior by attaching no consequences.
b.A salary increase.
c.Behavior change induced by either positive or negative consequences.
d.A one-week disciplinary layoff.
e.A change in behavior acquired through knowledge acquisition.
Operant conditioning

Question 66

Match the following:
a.An attempt to weaken a behavior by attaching no consequences.
b.A salary increase.
c.Behavior change induced by either positive or negative consequences.
d.A one-week disciplinary layoff.
e.A change in behavior acquired through knowledge acquisition.
Extinction

Question 67

Individual (or employee) goal setting should precede organizational goal setting.

Question 68

Specific feedback is beneficial for initial performance but discourages exploration and undermines the learning needed for later, more independent performance.

Question 69

Reward systems based upon entitlement encourage performance improvement.

Question 70

Match the following:
a.Reinforcement following every response.
b.Reinforcement after a specific time has elapsed.
c.Reinforcement after a random time period.
d.Reinforcement after a fixed number of responses.
e.Reinforcement after a random number of responses.
Fixed interval

Question 71

Match the following:
a.Reinforcement following every response.
b.Reinforcement after a specific time has elapsed.
c.Reinforcement after a random time period.
d.Reinforcement after a fixed number of responses.
e.Reinforcement after a random number of responses.
Variable interval

Question 72

Match the following:
a.An attempt to weaken a behavior by attaching no consequences.
b.A salary increase.
c.Behavior change induced by either positive or negative consequences.
d.A one-week disciplinary layoff.
e.A change in behavior acquired through knowledge acquisition.
Positive consequences

Question 73

Developmental feedback by a manager to an employee is an important aspect of any appraisal system and is frequently done as coaching and counseling in a management by objectives program.

Question 74

The heart of goal setting theory is the strong positive relationship between goal level and task performance.

Question 75

Match the following:
a.An attempt to weaken a behavior by attaching no consequences.
b.A salary increase.
c.Behavior change induced by either positive or negative consequences.
d.A one-week disciplinary layoff.
e.A change in behavior acquired through knowledge acquisition.
Punishment

Question 76

Match the following:
a.Reinforcement following every response.
b.Reinforcement after a specific time has elapsed.
c.Reinforcement after a random time period.
d.Reinforcement after a fixed number of responses.
e.Reinforcement after a random number of responses.
Variable ratio

Question 77

An equipment breakdown is an external attribution for poor performance.

Question 78

Match the following:
a.Reinforcement following every response.
b.Reinforcement after a specific time has elapsed.
c.Reinforcement after a random time period.
d.Reinforcement after a fixed number of responses.
e.Reinforcement after a random number of responses.
Continuous

Question 79

A recent study on goal setting suggested that it may be a theory of ability as well as a theory of motivation, especially in a learning context versus a performance context.

Question 80

Match the following:
a.An attempt to weaken a behavior by attaching no consequences.
b.A salary increase.
c.Behavior change induced by either positive or negative consequences.
d.A one-week disciplinary layoff.
e.A change in behavior acquired through knowledge acquisition.
Learning