Description
Test Bank For Organizational Behavior Managing People and Organizations 11th Edition
Chapter 6—Motivating Employee Performance Through Rewards
MULTIPLE CHOICE
1.Goals are used in organizations for two primary purposes. Goals are an effective control device and
a. means of communicating with employees.
b. provide a useful framework for managing motivation.
c. training tool.
d. means of increasing individual self-efficacy.
e. social learning mechanism.
ANS:BPTS:1DIF:Difficulty: Moderate
REF:p. 151OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY:Bloom’s: Knowledge
2.Which of these describes self-efficacy? It refers to the extent to which an individual
a. is willing to expend effort in order to attain a goal.
b. believes he or she can accomplish goals even if he or she failed to do so in the past.
c. is personally interested in reaching a goal.
d. accepts a goal as his or her own.
e. believes that a goal is worthwhile.
ANS:BPTS:1DIF:Difficulty: Moderate
REF:p. 152OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY:Bloom’s: Knowledge
3.The research of Edwin Lock assumes that behavior is a result of
a. the requirements established by the organization.
b. the organizational culture.
c. conscious goals and intentions.
d. the internal organizational forces to increase profits.
e. its consequenses.
ANS: C PTS: 1 DIF: Difficulty: Challenging
REF:p. 152OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY:Bloom’s: Knowledge
4.Which of the following statements about goal difficulty is NOT true?
a. The goal should be challenging.
b. The goal should require effort.
c. The goals must be set by top management.
d. The goal should not be too difficult.
e. The goal should be attainable.
ANS:CPTS:1DIF:Difficulty: Moderate
REF:p. 152OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY: Bloom’s: Comprehension
5.Goal specificity has been shown to be consistently related to
a. job satisfaction.
b. company image.
c. performance.
d. social responsibility.
e. ethical behavior.
ANS:CPTS:1DIF:Difficulty: Moderate
REF:p. 152OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY:Bloom’s: Knowledge
6.Which of these defines goal specificity?
a. The extent to which a goal is challenging and requires effort
b. Defining how a goal will affect the total organization
c. A general “do your best” attitude
d. Defining a general goal
e. The clarity and precision of a goal
ANS:EPTS:1DIF:Difficulty: Moderate
REF:p. 152OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY:Bloom’s: Knowledge
7.Expansions on goal-setting theory argue that goal-directed effort is a function of four goal attributes: goal acceptance, goal commitment, goal specificity and
a. goal clarity.
b. goal prevalence.
c. goal importance.
d. goal difficulty.
e. goal attainability.
ANS:DPTS:1DIF:Difficulty: Moderate
REF:p. 153OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY:Bloom’s: Knowledge
8.Goal ____ is defined as the extent to which a person is interested in reaching a goal.
a. importance
b. commitment
c. acceptance
d. attachment
e. specificity
ANS:BPTS:1DIF:Difficulty: Easy
REF:p. 153OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY:Bloom’s: Knowledge
9.Actual performance, according to goal-setting theory, is determined by the interaction of
a. organizational support, goal-directed effort, and individual abilities.
b. availability of resources, employee attitudes, and goal clarity.
c. goal-directed effort, employee motivation, and goal specificity.
d. goal difficulty, employee attitudes, and organizational support.
e. goal importance, goal attachment, and goal specificity.
ANS:APTS:1DIF:Difficulty: Moderate
REF:p. 153OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY:Bloom’s: Knowledge
10.All of the following statements are true above MBO EXCEPT:
a. It is a collaborative goal-setting process.
b. Goals systematically cascade down through the organization.
c. It is the same as the 360-degree feedback system
d. Top managers establish overall goals.
e. The manager acts as a counselor
ANS:CPTS:1DIF:Difficulty: Moderate
REF:p. 153-154OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA:DISC: Individual Dynamics | DISC: Motivation Concepts
KEY: Bloom’s: Comprehension
11.Goal-setting theory has been tested in a variety of settings. Which of the following statements is NOT true regarding the findings of these studies?
a. Goal setting is an important way for managers to convert motivation into improved job performance.
b. Goal difficulty and goal specificity are closely related to performance.
c. Little is currently known about how individuals accept and become committed to goals.
d. Goal setting may focus too much on the short-term at the expense of long-term issues.
e. Goals set for organizations as a whole are typically more effective than goals set for individual employees.
ANS: E PTS: 1 DIF: Difficulty: Challenging
REF:p. 151-153OBJ:LO: 6-1NAT:BUSPROG: Analytic
STA: DISC: Motivation Concepts KEY: Bloom’s: Comprehension
12.Which of the following is NOT part of the performance measurement process?
a. Comparing an employee’s work behavior with previously established standards
b. Communicating the results to the employee
c. Rewarding the employee according to his or her performance
d. Evaluating an employee’s work behavior by measurement
e. Documenting the results
ANS:CPTS:1DIF:Difficulty: Moderate
REF:p. 155OBJ:LO: 6-2NAT:BUSPROG: Analytic
STA: DISC: Motivation Concepts KEY: Bloom’s: Comprehension
13.The primary use of performance appraisal information is to
a. provide job performance feedback.
b. develop training and development programs.
c. provide support for human resource decision making.
d. provide human resource planning information.
e. allocate organizational rewards.
ANS:APTS:1DIF:Difficulty: Moderate
REF:p. 156OBJ:LO: 6-2NAT:BUSPROG: Analytic
STA: DISC: Motivation Concepts | DISC: HRM KEY: Bloom’s: Knowledge
14.Information from performance measurement is commonly used as a basis for all of the following functions EXCEPT
a. to guide recruiting, training, and development programs.
b. to forecast future human resource needs.
c. to plan management succession.
d. to decide and jusitfy reward allocations.
e. to analyze competition.
ANS:EPTS:1DIF:Difficulty: Moderate
REF:p. 156OBJ:LO: 6-2NAT:BUSPROG: Analytic
STA: DISC: Individual Dynamics | DISC: HRM KEY: Bloom’s: Knowledge
15.Samuel is interested in the developmental orientation of a performance measurement. Which of these statements would you offer him?
a. A developmental orientation entails a focus on past performance.
b. Developmental performance measurement focuses on the employees’ growth since the last appraisal.
c. Developmental performance appraisals are used to determine wages and pay raises.
d. Performance appraisals with a developmental orientation provide information for future performance improvement.
e. A developmental orientation helps managers punish undesirable behaviors and demote low-performing employees.
ANS:DPTS:1DIF:Difficulty: Moderate
REF:p. 156OBJ:LO: 6-2NAT:BUSPROG: Analytic
STA: DISC: Motivation Concepts | DISC: HRM KEY: Bloom’s: Application
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