Question 1

Attaining employee commitment is important because:&#10;A) it singles out the less capable.&#10;B) managers are able to focus on the employees with the best abilities.&#10;C) it helps set realistic goals.&#10;D) a and b&#10;E) all of the above

Accepted Answer

Attaining employee commitment helps set realistic goals by ensuring that employees are invested in the success of the organization, which can lead to increased motivation, productivity, and job satisfaction. While options A and B may be unintended consequences in some cases, they are not the primary reasons why attaining employee commitment is important.

Question 2

To gain goal commitment, managers should:
I) create a supportive climate.
II) lower expectations to match employee participation.
III) use employee participation.

A) only I
B) only II
C) only III
D) I and II
E) I and III

E

Accepted Answer

Creating a supportive climate (I) and using employee participation (III) are both effective strategies for gaining goal commitment. Lowering expectations to match employee participation (II) may actually harm goal commitment as employees may feel less motivated to strive for higher goals.

Question 3

To obtain results from goal setting, managers must:&#10;A) leave the target open so employees will work as far as possible on the project.&#10;B) let employees coordinate competing goals when a conflict arises.&#10;C) determine how performance should be measured.&#10;D) give employees freedom in defining tasks and objectives.&#10;E) none of the above

Accepted Answer

In order to measure progress and success towards a goal, it is essential to determine how performance will be measured. This allows managers to track progress and adjust strategies if necessary. Leaving the target open or giving employees complete freedom in defining tasks may lead to confusion or lack of direction, while allowing employees to coordinate competing goals may not always be possible or effective.

Question 4

The basics of defining and setting goals include all but which of the following:&#10;A) Be specific&#10;B) Set time limits&#10;C) Make goals easily obtainable&#10;D) Get employee participation&#10;E) Get feedback

Accepted Answer

Making goals easily obtainable would not be included in the basics of defining and setting goals as it goes against the purpose of setting goals, which is to challenge and push employees to improve their performance.

Question 5

In regard to feedback, which of the following is true? Feedback&#10;A) allows managers to know who to reward and who to punish.&#10;B) should ideally be provided externally to avoid biases.&#10;C) can increase employees' efforts.&#10;D) should be self-generated.&#10;E) none of the above

Accepted Answer

Feedback can serve as a motivator and prompt employees to increase their efforts and improve their performance. It is important for employees to receive feedback that recognizes their strengths and identifies areas for improvement.

Question 6

Rating goals is important because it:&#10;A) gives credit to individuals for trying difficult tasks.&#10;B) gives a comprehensive assessment of overall performance.&#10;C) allows employees to set hard goals and only partially achieve them.&#10;D) allows a manger to evaluate an employee who accomplishes only an easy task.&#10;E) all of the above

Accepted Answer

Rating goals is important because it encompasses all the mentioned aspects: acknowledging effort in difficult tasks, providing a holistic view of performance, encouraging the setting of challenging goals even if only partially met, and enabling managers to fairly assess performance even if tasks are relatively easy. This comprehensive approach ensures that various dimensions of performance and effort are recognized and evaluated.

Question 7

Which of the following statements about setting goals is true?&#10;A) Stating goals assures that employees accept and are committed to fulfilling them.&#10;B) Offering rewards is a weak means to obtain goal commitment.&#10;C) Participation reduces employee commitment to goals.&#10;D) Setting specific goals stagnates employee innovation.&#10;E) None of the above

Accepted Answer

None of the options A through D accurately describe principles of effective goal setting. Stating goals does not guarantee employee commitment, offering rewards can be a strong motivator, participation often increases commitment, and setting specific goals can actually enhance innovation by providing clear direction.

Question 8

Goals for middle managers are likely to involve which of the following time spans?&#10;A) One day to several months&#10;B) Three months to a year&#10;C) Two to three year&#10;D) Five years&#10;E) Daily goals exclusively

Accepted Answer

The time span for goals for middle managers typically ranges from three months to a year. This allows enough time for them to make a significant impact on their department or team's performance, while still being able to adjust to changing circumstances and priorities. Daily goals exclusively would be too short-term, while two to three years or five years would be more suited for upper-level strategic planning.

Deck 8: Goal Setting