Question 1

_____ feedback stands the traditional approach on its head by having lower-level employees provide feedback on a manager's style and performance.

Accepted Answer

Upward feedback, also known as 360-degree feedback, is a modern approach to performance evaluations. It involves soliciting feedback on a manager's performance from their subordinates, peers, and superiors. This allows managers to receive constructive criticism and gain insights into how their behavior and leadership style affects their team. It is considered a more democratic approach to evaluation that helps foster collaboration and improve communication within an organization.

Question 2

_____ is the popular term for monetary incentives linking at least some portion of the pay check directly to results or accomplishments.

Accepted Answer

Pay for performance refers to the practice of linking a portion of an employee's pay directly to their performance or results achieved. This can be done through various methods such as bonuses or commissions based on sales or productivity, or through performance-based salary increases. Pay for performance is becoming an increasingly popular approach as it incentivizes employees to perform at their best and can result in a more motivated and productive workforce.

Question 3

_____ encompass not only compensation and benefits,but also personal and professional growth opportunities and a motivating work environment that includes recognition,job design,and work-life balance.

Accepted Answer

Total rewards refer to a comprehensive approach to employee compensation and benefits that includes not only traditional rewards such as salary and benefits, but also non-financial factors such as professional development opportunities, a positive work environment, and recognition programs.

Question 4

The three general criteria for distribution of rewards include performance-based results,performance-based actions and behaviors,and:

Accepted Answer

The other options are not relevant to the criteria for reward distribution. Non-performance considerations could lead to unfairness, while personality and attitude are difficult to measure and evaluate objectively. Level of perceived equity is important, but falls under the performance-based results criterion. Therefore, performance-based actions and behaviors and non-performance considerations are the two main criteria for distribution of rewards.

Question 5

_____ rewards are self-granted.

Accepted Answer

Intrinsic rewards are those that come from within and are self-granted. They include feelings of accomplishment, personal growth, and satisfaction with one's work. Financial, material, extrinsic, and social rewards all come from external sources.

Question 6

According to research,upward and 360-degree feedback leads us to _____ anonymity and _____ use for pay and promotion decisions.

Accepted Answer

Research suggests that upward and 360-degree feedback systems are more effective when anonymity is maintained, and they are generally discouraged for use in pay and promotion decisions to avoid bias and ensure honest feedback.

Question 7

One of the main reasons why rewards fail to motivate is because:

Accepted Answer

One-shot rewards with a short-lived motivational impact are ineffective in sustaining motivation over time. People quickly become accustomed to rewards and may even begin to expect them, leading to a decrease in motivation once the reward is no longer available. Therefore, it is important to use rewards that have a lasting impact on motivation.

Question 8

Feedback should be:

Accepted Answer

Feedback should be delivered as soon as possible to the time the behavior was displayed in order for the individual to make necessary adjustments and improvements in a timely manner. Waiting for a long time to give feedback may make it ineffective or irrelevant. It is also important to give feedback on things that are within the individual's control and focus on constructive criticism rather than punishment. Additionally, feedback should be given regularly, rather than just at the end of a year or half-yearly basis. Negative feedback should be given when necessary, but it is important to balance it out with positive feedback to motivate individuals.

Question 9

Which of the following is an intrinsic reward?

Accepted Answer

Intrinsic rewards are internal, personal rewards such as a sense of accomplishment or personal satisfaction. Psychic rewards are internal feelings of happiness and satisfaction that come from doing something that aligns with one's personal values or beliefs, making it an intrinsic reward. The other options listed are extrinsic rewards, which are external rewards that come from outside sources.

Question 10

Pay for performance is also referred to as:

Accepted Answer

Pay for performance refers to compensation that is based on an employee's performance and contribution to the company. This type of compensation is also known as variable pay as it can vary based on individual performance.

Question 11

The most basic form of pay for performance is the traditional _____ plan,whereby the employee is paid a specified amount of money for each unit of work.

Accepted Answer

Piece-rate plans pay employees a specified amount of money for each unit of work performed, making it the most basic form of pay for performance. Time-rate plans pay employees based on the amount of time worked, sales commission plans pay employees based on the amount of sales they generate, profit-sharing plans pay employees a percentage of the company's profits, and merit pay plans pay employees based on their performance evaluations or other subjective measures of performance.

Question 12

Which of the following is a non-performance consideration for the distribution of rewards?

Accepted Answer

The nature of work refers to the tasks and responsibilities of an employee, which could vary based on their job role and duties. It is not a performance consideration, but rather a factor that may affect how rewards are distributed.

Question 13

When rewards come from the environment,they are called _____ rewards.

Accepted Answer

Extrinsic rewards come from the environment, such as money, prizes, or accolades, and are often used to incentivize behavior or achieve specific goals. In contrast, intrinsic rewards come from within oneself and are often associated with a sense of personal fulfillment, satisfaction, or enjoyment. While both types of rewards can be powerful motivators, extrinsic rewards are more likely to be affected by external factors, such as competition, comparison, or social norms.

Question 14

The behavioral outcomes of feedback include direction,effort,persistence,and:

Accepted Answer

The behavioral outcomes of feedback include direction towards meeting goals, increased effort to achieve desired outcomes, and persistence in continuing to work towards these outcomes. In some cases, however, feedback may lead to resistance, which can manifest as defensiveness, denial, or avoidance. Therefore, resistance is the fourth behavioral outcome of feedback. The other options (forecasting, personality, shaping, and formulating goal-attainment strategies) are not considered key behavioral outcomes of feedback.

Question 15

According to research,managers who received anonymous upward feedback received _____ ratings and liked the process _____ than did those receiving feedback from identifiable employees.

Accepted Answer

The answer of According to research,managers who received anonymous upward...

Question 16

Which of the following says that behavior with favorable consequences tends to be repeated,while behavior with unfavorable consequences tends to disappear?

Accepted Answer

The law of effect states that behavior with favorable consequences tends to be repeated, and behavior with unfavorable consequences tends to disappear. This principle is a key element in operant conditioning, which is the process of altering behavior through the use of rewards and punishments.

Question 17

Comparison of anonymous feedback from one's supervisor,subordinates,and peers with self-perceptions is known as _____ feedback.

Accepted Answer

360-degree feedback involves collecting anonymous feedback from multiple sources, including one's supervisor, subordinates, and peers, and comparing it to one's self-perceptions. This type of feedback provides a more holistic view of an individual's performance and can help identify areas for growth and development.

Question 18

When Jenny evaluates her supervisor,she is providing _____ feedback.

Accepted Answer

Upward feedback occurs when subordinates evaluate their supervisors, providing insights from a lower hierarchical level to a higher one.

Question 19

Which of the following is an action or behavior-related performance criterion for the distribution of rewards?

Accepted Answer

Teamwork and creativity in performance, as it is related to the actual actions and behaviors exhibited by employees, can serve as a performance criterion for the distribution of rewards. Equity, tenure, level in hierarchy, and organizational performance are all factors that may influence rewards, but they are not closely tied to specific actions or behaviors.

Question 20

Angelina derives pleasure from the actual task of writing a book.She can be described as _____ motivated.

Accepted Answer

Angelina is motivated by the enjoyment she receives from the act of writing, which is an internal motivation. This type of motivation is called intrinsic motivation.

Quiz 8: Improving Performance With Feedback, Rewards, and Positive Reinforcement