Question 1

Wesley is interested in incorporating research-based recommendations on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "maintain justice in the reward system"?
A) ensure pay levels vary significantly based on performance levels
B) distribute reward points that can later be traded for cash, goods, or services
C) only promise rewards that are available
D) specify what employees are expected to do, as well as what they should refrain from doing

Accepted Answer

"Maintain justice in the reward system" emphasizes the importance of fairness and equity in the distribution of rewards. Only promising rewards that are available is an important implementation guideline for this principle, as it ensures that all employees have an equal chance of receiving a reward and that there is no favoritism or bias involved in the distribution process. Options A, B, and D are not directly related to maintaining justice in the reward system.

Question 2

Which of the following is true of the behaviorally anchored rating scale?
A) focuses on general statements such as "knowledge of work"
B) general examples of performance are provided
C) can be time consuming to create and update
D) is generally less effective than graphical rating scales

Accepted Answer

Behaviorally anchored rating scales require specific examples of performance, which can be time consuming to develop and update. Option A is incorrect because the scale focuses on specific behaviors rather than general statements. Option B is incorrect because specific examples, not general ones, are provided. Option D is incorrect because there is no evidence to suggest that graphical rating scales are more effective than behaviorally anchored rating scales.

Question 3

When evaluating the performance of coworkers, peers tend to be ______.
A) harsher than supervisors
B) about the same as supervisors
C) better trained at providing constructive feedback than supervisors
D) more lenient than supervisors

Accepted Answer

Peers often have a more lenient perspective when evaluating each other's performance compared to supervisors, as they may have a closer working relationship or a better understanding of the day-to-day challenges their coworkers face.

Question 4

Art is interested in incorporating research-based recommendations on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "define and measure performance accurately"?
A) ensure pay levels vary significantly based on performance levels
B) distribute reward points that can later be traded for cash, goods, or services
C) only promise rewards that are available
D) specify what employees are expected to do, as well as what they should refrain from doing

Accepted Answer

Defining and measuring performance accurately requires specifying what employees are expected to do and what they should refrain from doing. This helps employees understand what is expected of them and how they can earn rewards based on their job performance.

Question 5

Which of the following refers to how external reward may support an employee's sense of competence if they don't undermine autonomy?
A) extrinsics in service of intrinsics
B) intrinsics in service of extrinsics
C) punishments in service of rewards
D) rewards in service of punishments

Accepted Answer

"Extrinsics in service of intrinsics" refers to using external rewards to support an employee's intrinsic motivation without undermining their autonomy or sense of competence. This approach aligns with self-determination theory, which suggests that people are motivated by a combination of intrinsic and extrinsic factors, but extrinsic rewards can only be effective if they support intrinsic motivation rather than replace it.

Question 6

Tran is interested in incorporating research-based recommendations on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "make rewards contingent on performance"?
A) ensure pay levels vary significantly based on performance levels
B) distribute fake currencies or reward points that can later be traded for cash, goods, or services
C) only promise rewards that are available
D) specify what employees are expected to do, as well as what they should refrain from doing

Accepted Answer

Making rewards contingent on performance means that employees should be rewarded based on their level of performance. Ensuring pay levels vary significantly based on performance levels is one way to implement this principle. This means that employees who perform well will receive higher pay or bonuses than those who perform poorly.

Question 7

Which of the following concepts relates to how pay rates differ across individuals?
A) pay inequity
B) pay dispersion
C) pay perception
D) pay priority

Accepted Answer

Pay dispersion refers to the variation in pay rates among individuals within an organization, highlighting differences in compensation that can exist between employees.

Question 8

Which of the following is when the input from a number of sources is included to provide a more comprehensive review of an employee's performance?
A) 180-degree performance appraisal
B) 360-degree performance appraisal
C) self-rating performance appraisal
D) supervisory performance appraisal

Accepted Answer

360-degree performance appraisal involves soliciting feedback on an employee's performance from multiple sources, including peers, subordinates, supervisors, and even the employee themselves. This provides a more comprehensive review of the employee's performance compared to other types of performance appraisals.

Question 9

Mary is interested in incorporating research-based recommendations on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "reward employees in a timely manner"?
A) ensure pay levels vary significantly based on performance levels
B) distribute fake currencies or reward points that can later be traded for cash, goods, or services
C) only promise rewards that are available
D) specify what employees are expected to do, as well as what they should refrain from doing

Accepted Answer

The answer of Mary is interested in incorporating research-based recommendations...

Question 10

Which of the following is an evidence-based guideline for using money as a motivator?
A) define and measure performance accurately
B) make rewards contingent on satisfaction
C) reward employees randomly
D) use monetary rewards only

Accepted Answer

Defining and measuring performance accurately is an evidence-based guideline for using money as a motivator. This ensures that employees understand what is expected of them and can work towards goals that are challenging yet achievable. Randomly rewarding employees or using monetary rewards only are not evidence-based guidelines and may not lead to sustained motivation and performance. Making rewards contingent on satisfaction is also not an evidence-based guideline, as it can be difficult to measure satisfaction accurately and may not necessarily result in improved performance.

Question 11

Which of the following is a reward that is perceived as useful feedback in self-determination theory?
A) competence
B) informational
C) motivation
D) communicator

Accepted Answer

In self-determination theory, rewards that are perceived as useful feedback, such as informational rewards, support an individual's intrinsic motivation by satisfying their need for competence. These rewards provide information that helps individuals assess their progress and proficiency, enhancing their sense of competence without undermining their intrinsic motivation.

Question 12

Cletus manages a research and development team in charge of creating new products for his organization. He recently read about the motivation-work cycle. Which of the following would be a good suggestion for him to properly motivate the employees on his development team?
A) provide intrinsic rewards toward the end of the development process
B) provide extrinsic rewards during the implementation phase of the process
C) provide extrinsic rewards during the idea generation phase
D) do not worry about motivation for the team as it is unimportant for innovation

Accepted Answer

The answer of Cletus manages a research and development team...

Question 13

Which of the following is a source for 360-degree performance appraisal?
A) former employers
B) peers
C) family
D) industry partners

Accepted Answer

360-degree performance appraisal involves feedback from multiple sources, including supervisors, subordinates, peers, and customers. Out of the given options, peers are the ones who can provide a 360-degree perspective as they work at the same level as the employee being appraised. Former employers, family, and industry partners may provide some insights, but they do not represent all perspectives needed for a comprehensive 360-degree appraisal.

Question 14

Which of the following is the understanding that innovation occurs in phases and intrinsic motivation may be more important during the idea generation phase?
A) extrinsics in service of intrinsics
B) intrinsics in service of extrinsics
C) creative modeling
D) motivation-work cycle

Accepted Answer

The answer of Which of the following is the understanding...

Question 15

According to the text, which of the following is true of performance management methods?
A) Most organizations use a standard form to evaluate employee performance.
B) There is typically just an overall global rating for performance.
C) It is best to rate traits such as having a positive attitude since it always relates to performance.
D) Ratings are typically done however the rater chooses.

Accepted Answer

The text states that "most organizations use a standard form to evaluate employee performance," indicating that it is common practice to use a standardized method for performance management. The other options are incorrect, as there is not always just an overall global rating (B), traits such as a positive attitude may not always relate to performance (C), and ratings should not be done however the rater chooses (D).

Question 16

Which of the following concepts relates to perceived unfairness of how pay is distributed?
A) pay dispersion
B) underpayment inequity
C) pay inequity
D) overpayment inequity

Accepted Answer

Pay inequity refers to the perception of unfairness in pay distribution, such as when employees feel they are being paid less than others for similar work. Pay dispersion (A) refers to the range of pay levels within a company or team. Underpayment inequity (B) and overpayment inequity (D) both refer to perceptions of unfairness based on comparing one's own pay to others, but underpayment inequity refers to feeling underpaid compared to others in the same job, while overpayment inequity refers to feeling overpaid and guilty for receiving more than others.

Question 17

A study of hospitals showed that pay-level practices and pay structures combined to affect ______.
A) ethical behavior
B) resource efficiency
C) patient satisfaction outcomes
D) job satisfaction

Accepted Answer

The answer of A study of hospitals showed that pay-level...

Question 18

Which of the following is a characteristic of performance management?
A) Performance management should be a one-way conversation from the boss to the employee.
B) Performance management sessions can recognize exceptional performance and document weak performance.
C) Performance management sessions are not necessary on a regular basis.
D) Performance management should not be used to determine compensation and other outcomes.

Accepted Answer

Performance management sessions can recognize exceptional performance and document weak performance. This is one of the key characteristics of performance management. The other options are incorrect as performance management should involve two-way communication between the boss and employee, should be done on a regular basis, and should be used to determine outcomes such as compensation.

Question 19

Lawrence believes there can be synergistic effects between intrinsic and extrinsic motivation. In order to test this out, he gives his employees 25% of their work time to work on projects they are passionate about, even if it falls outside the scope of their job or is unrelated to the mission of the company. Lawrence is using which of the following psychological mechanisms?
A) social learning theory
B) motivation-work cycle match
C) extrinsics in service of intrinsics
D) intrinsics in service of extrinsics

Accepted Answer

Lawrence is using the mechanism of "extrinsics in service of intrinsics" by allowing employees to use company time (an extrinsic factor) to pursue their personal interests and passions (intrinsic motivation). This approach aims to enhance overall motivation and productivity by leveraging the synergy between intrinsic and extrinsic motivators.

Question 20

Which of the following is a vertical scale presented with specific examples of performance?
A) graphic rating scale
B) behaviorally anchored rating scale
C) forced-ranking scale
D) global rating scale

Accepted Answer

Behaviorally anchored rating scale (BARS) is a vertical scale that provides specific examples of performance that are anchored with behavioral descriptions. BARS measures behaviors that are representative of the job and provides specific examples of different levels of performance, making it a useful tool for performance evaluations. The other options listed do not provide specific behavioral examples and are not considered vertical scales.

Quiz 9: Motivation: Applications

Wesley is interested in incorporating research-based recommendations on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "maintain justice in the reward system"?

Which of the following is true of the behaviorally anchored rating scale?

When evaluating the performance of coworkers, peers tend to be ______.

Art is interested in incorporating research-based recommendations on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "define and measure performance accurately"?

Which of the following refers to how external reward may support an employee's sense of competence if they don't undermine autonomy?

Tran is interested in incorporating research-based recommendations on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "make rewards contingent on performance"?

Which of the following concepts relates to how pay rates differ across individuals?

Which of the following is when the input from a number of sources is included to provide a more comprehensive review of an employee's performance?

Mary is interested in incorporating research-based recommendations on how to use monetary rewards effectively. Which of the following is an implementation guideline for the principle of "reward employees in a timely manner"?

Which of the following is an evidence-based guideline for using money as a motivator?

Which of the following is a reward that is perceived as useful feedback in self-determination theory?

Cletus manages a research and development team in charge of creating new products for his organization. He recently read about the motivation-work cycle. Which of the following would be a good suggestion for him to properly motivate the employees on his development team?

Which of the following is a source for 360-degree performance appraisal?

Which of the following is the understanding that innovation occurs in phases and intrinsic motivation may be more important during the idea generation phase?

According to the text, which of the following is true of performance management methods?

Which of the following concepts relates to perceived unfairness of how pay is distributed?

A study of hospitals showed that pay-level practices and pay structures combined to affect ______.

Which of the following is a characteristic of performance management?

Which of the following is a vertical scale presented with specific examples of performance?