Deck 7: Motivation: Goal Setting and Reward Programs

Question 1

Cardinal Health uses management by objectives to have employees identify several performance objectives that supports personal goals.

Answer 1

False

Question 2

Goal setting has four motivational aspects: goals direct attention,goals inspire other people,goals increase persistence,and goals are hygiene factors.

Answer 2

False

Question 3

Goals may improve performance because goals make clear the type and level of performance expected.

Answer 3

True

Question 4

Goals may improve performance because goals make clear that rewards will occur with effort.

Question 5

Particularly important in determining the level of challenge experienced by a person are two key attributes of goals: goal difficulty and goal clarity.

Question 6

Management by objectives (MBO)involves managers and employees jointly setting goals for performance and personal development,periodically evaluating the employee's progress toward achieving these goals,and then rewarding the employee.

Question 7

The premise of the goal-setting model is that a goal works as a motivator because it promotes the experience of fairness in workplace interactions.

Question 8

The premise of the goal-setting model is that a goal works as a motivator because it allows people to compare their present performance with that required to achieve the goal.

Question 9

MBO stands for management by objectives.

Question 10

Goals are the past or present outcomes or results that individuals and groups achieved.

Question 11

In Learning from Experience: Enterprise Rent-A-Car,Enterprise has a problem with higher than average turnover.

Question 12

In Learning from Experience: Enterprise Rent-A-Car,Enterprise had a very different business strategy from that of Hertz,Avis,and Budget.

Question 13

A management system that uses goal difficulty and goal clarity as its foundation for motivating employees is called management by goals (MBG).

Question 14

The goal-setting process is one of the most important motivational tools for affecting the performance of employees in organizations.

Question 15

Self confidence is one of the key factors,along with goal difficulty and clarity that influences the establishment of challenging goals.

Question 16

According to the Teams Competency: Jeff Gordon's Rainbow Warriors,the pit crew for Jeff Gordon,the Rainbow Warriors,have developed into the most successful team in racing today by setting and accomplishing a clear goal of having Gordon's car exit from the pit stop in 14 seconds or less.

Question 17

PPG industries,a Pittsburgh-based paint and glass manufacturer,developed "SMART" goals.The "A" aspect of these goals means attainable.

Question 18

The definition of goal setting is a process of making accomplishments,regardless of whether those were specified before hand or not.

Question 19

An individual's self-efficacy is independent of the task.

Question 20

Goal setting has three motivational aspects: goals direct attention,goals regulate effort,and goals increase persistence.

Question 21

If a manager assigns goals to an employee without that individual's involvement,his or her performance will likely be worse than if no goals were set at all.

Question 22

According to Diversity Competency: Lockheed Martin MS2 Team: The MS2 team established two key goals: (1)to reach at least 75 percent of employees and (2)to establish a baseline of employee understanding of what constitutes a diverse environment.

Question 23

According to the Across Cultures Competency: Hewlett-Packard,Bonnie Nixon-Gardiner
got Dell,IBM,Intel,and other companies to formulate the Electronic Industry Code of Conduct.This code bans abuses such as child labor,forced labor (use of prisoners),and excessive overtime.

Question 24

The six factors on which the ability of rewards to motivate individuals or a team to high performance are availability,timeliness,performance contingency,durability,equity,and visibility.

Question 25

Situational constraints can make goal attainment difficult.One of the primary roles of a manager is to ensure that employees have the resources necessary to attain their goals.

Question 26

Goal commitment is influenced by expected rewards,received rewards,teamwork,and peer pressures.But,if employees expect to be punished for not achieving goals,the probability of
goal commitment is lower.

Question 27

Individuals who are both satisfied with and committed to an organization are more likely to stay with it and accept the challenges that it presents than are individuals who are less satisfied and committed.

Question 28

According to Diversity Competency: Lockheed Martin MS2 Team: The MS2 team decided to use diversity focused emails since most employees received paper communication from the company.

Question 29

One of the six factors on which the ability of rewards to motivate individuals or a team to high performance is durability.Durability means that some rewards last longer than others.

Question 30

According to the Across Cultures Competency: Hewlett-Packard,Bonnie Nixon-Gardiner ensures that her Chinese suppliers do not have sexual harassment and safety abuses by calling each factory unannounced and asking questions.

Question 31

The most common outcome of severe job dissatisfaction is defiance (refusing to do what is asked)

Question 32

When an employee attains a high level of performance,rewards are important inducements
for individuals to continue performing at that level.

Question 33

Goal difficulty should never be reduced because it will lower both satisfaction and performance.

Question 34

One of the limitations to goal setting is that it can lead to major problems when it rewards the wrong behaviors.

Question 35

Goal commitment is likely to be stronger if the commitment is made publicly.

Question 36

For simple tasks,the effort encouraged by challenging goals leads directly to higher task performance,while for more complex tasks,increased effort does not lead directly to effective performance.

Question 37

According to the Teams Competency: Jeff Gordon's Rainbow Warriors,before the race,all
the Rainbow Warriors sit in a circle to discuss race strategy.

Question 38

If a person is told simply to "do their best",their performance will be lower than if they are given specific goals.

Question 39

When quantitate indicators are unavailable or inappropriate to assess performance,qualitative goals (customer satisfaction,teamwork)and indicators may be used.

Question 40

The relation of goal difficulty to performance is linear.

Question 41

Profit-sharing programs differ from skill-based pay programs in that the former share company profits with employees,while the latter are based on the number and level of job-related skills that an employee has learned.

Question 42

The ability of rewards to motivate individuals or a team to high performance depends on four factors,which included timeliness,performance contingency,equity,and effort.

Question 43

The majority of the largest U.S.organizations use skill-based pay for some proportion of their blue-collar workers.

Question 44

Skill-based pay compensates employees for the specific jobs they are performing in the organization.

Question 45

More than 16 percent of the Fortune 1000 companies use skill-based pay programs to motivate employees.

Question 46

One of the way to reduce failure in a profit-sharing program is to track performance right away,and stop the program if it does not work in the first year.

Question 47

The advantage of informal reward programs is that they are easy to implement and cost effective.

Question 48

Visible rewards,such as job titles and premium parking spaces,send signals to employees that rewards are available,timely,and based on performance.

Question 49

More than one-third of the companies that use profit sharing do not track the results of such programs.

Question 50

Extrinsic rewards tend to last longer than intrinsic ones.

Question 51

According to the Change Competency: Nucor's Profit-Sharing Program,Nucor's profit-sharing plan is also based on employees' ability to keep the mills running and discover new ways to improve the quality and amount of steel produced.

Question 52

Skill-based pay programs are based on the number and level of job-related skills that an employee has learned.

Question 53

According to the Change Competency: Nucor's Profit-Sharing Program,The average
Nucor steelworker earns more than $70,000 per year,but only one-third of that amount is guaranteed.

Question 54

Skill-based pay programs are limited by the "topping out" effect.

Question 55

Profit-sharing programs are useful because individuals and teams have an important role in overall organizational performance.

Question 56

One of the way to reduce failure in a profit-sharing program is to set clear goals for the program.

Question 57

At Blanchard Training and Development in San Diego,California,leaders have established the Eagle Award to recognize legendary service to customers-one of the organization's goal.This is a skill based pay program.

Question 58

Profit-sharing programs are seldom used in Japan.

Question 59

Profit-sharing programs are very popular in Japan.

Question 60

Four popular reward systems that organizations use to motivate employees are: gain-sharing programs,profit-sharing programs,skill-based pay,and flexible benefits.

Question 61

For performance based-reward systems to work,leaders need to make sure that rewards are monetary based.

Question 62

Most organizations spend more on merit pay than they do on employee benefits.

Question 63

One of the positive aspects of flexible benefit programs is they allow employees to make important decisions about their finances and to match their needs with their benefit programs.

Question 64

To survive in today's global competitive market,setting challenging goals that take into account time and quality and provide feedback to employees is:

A) a guarantee of company success
B) a prerequisite for company success
C) a long-term option for companies
D) a short-term option for companies

Question 65

____ are the future outcomes that individuals and groups desire and strive to achieve in organizations.

A) Expectations
B) Standards
C) Goals
D) None of these is correct

Question 66

In collectivist cultures,flexible benefit programs are often used.

Question 67

In high power distance cultures,rewards are based on one's level within the managerial hierarchy.

Question 68

Some organizations have resolved the problem of "topping out" in skill-based pay by installing a gain-sharing program after most employees have learned all the skills required.

Question 69

In high uncertainty avoidance cultures,pay focuses number of skills attained.

Question 70

In Learning from Experience: Enterprise Rent-A-Car,Enterprise is now run by___,the company's first female president.

A) Pamela Nicholson
B) Julie Inkster
C) Jessie Crawford
D) Roger Pensky

Question 71

In Learning from Experience: Enterprise Rent-A-Car,all Enterprise employees start with a low base salary and earn a(n)______.

A) commission based on sales
B) individual bonus based on their performance
C) sliding percentage of profits generated by their office
D) 100 dollar Christmas bonus

Question 72

Flexible benefit programs are often used in cultures that do not have a strong gender role orientation.

Question 73

For performance based-reward systems to work,leaders need to link rewards to performance and set a measurement system in place that measures the behaviors that lead to effectiveness.

Question 74

For performance based-reward systems to work,leaders should ask employees what they value.

Question 75

One of the disadvantages of flexible benefit plans is the difficultly to accurately predict the number of employees that might choose each benefit.Such uncertainty may affect the firm's group rates for life and medical insurance,because the costs of such programs are based on the number of employees covered.

Question 76

Performance based reward systems sometimes have undesirable effects on behavior.

Question 77

One of the drawbacks of flexible benefit plans is they are very expensive,especially for health care.

Question 78

Flexible benefit plans allow mangers to choose their employee's pay raise each year,with some restrictions.

Question 79

____ is the process of specifying desired outcomes toward which individuals,teams,departments,and organizations will strive and is intended to increase organizational efficiency and effectiveness.

A) Management by objectives
B) Motivation
C) Performance management
D) Goal setting

Question 80

Organizations in various countries utilize different reward programs.