Deck 6: Learning and Performance Management

Question 1

One of your employees periodically fails to clean up his work area at the end of his work shift.Instead of issuing punishment or discipline,you decide to try an extinction approach to the situation.What would you do?

A) Fire the worker.
B) Ignore the program for a while.
C) Clean up the area yourself.
D) Reassign the worker to a less desirable job.

Answer 1

B

Question 2

Which statement best summarizes the fixed ratio schedule of reinforcement?

A) a fixed number of responses occur before reinforcement
B) reinforcement follows every response
C) reinforcement follow periodically
D) a response occurs after a specific period of time

Answer 2

A

Question 3

What schedule of reinforcement produces a high rate of response that is vigorous,steady,and resistant to extinction?

A) intermittent
B) fixed interval
C) variable
D) continuous

Answer 3

C

Question 4

What is an example of fixed interval?

A) a promotion is based on seniority when the space becomes available
B) a salary is given every two weeks for continued performance
C) a salesperson is rewarded with a sale after a number of phone calls
D) a bonus is given for every 50 trees planted

Question 5

Who is the founder of operant conditioning?

A) Drucker
B) Bandura
C) Jung
D) Skinner

Question 6

What is a non-response approach that weakens behaviour?

A) negative reinforcement
B) punishment
C) intermittent reinforcement
D) extinction

Question 7

Which of the following is an example of operant conditioning?

A) expectancy theory
B) reinforcement theory
C) ERG
D) Maslow's needs

Question 8

Which statement indicates the difference between reinforcement and punishment?

A) Reinforcement is positive while punishment is negative.
B) Reinforcement can be negative while punishment can be positive.
C) Reinforcement applies to extinction while punishment applies to behaviour.
D) Reinforcement is continuous while punishment is intermittent.

Question 9

Which statement best summarizes how learning applies to the work environment?

A) Learning is primarily ad hoc and accidental.
B) Learning is primarily a change in behaviour acquired through experience and knowledge.
C) Learning is primarily a cognitive activity.
D) Learning is primarily acquired through formal training programs.

Question 10

John was given the opportunity to make a highly visible presentation to the board of directors as a reward for his exceptional job performance.However,John was extremely nervous about the presentation.How did John view the opportunity?

A) as extinction
B) as a positive reinforcement
C) as a negative reinforcement
D) as punishment

Question 11

Ernie has not met his sales targets for several months and as a result is moved to a new store in an area that is far from his home.He now needs to drive to work rather than walk,his preferred method.What does this example illustrate?

A) negative reinforcement
B) positive reinforcement
C) punishment
D) extinction

Question 12

Which of the following could be an outcome of punishment?

A) job recognition
B) job security
C) job promotion
D) job demotion

Question 13

Which of the following best summarizes Bandura's theory of social learning?

A) task-specific self-efficacy
B) self-monitoring
C) continuous reinforcement
D) needs hierarchy

Question 14

A manager reduces an employee's pay when the employee comes to work late and refrains from doing so when the employee is on time.What has the manager done?

A) used extinction to reduce undesirable behaviour
B) used intermittent reinforcement
C) positively reinforced the employee's on-time behaviour
D) negatively reinforced the employee's on-time behaviour

Question 15

What is the process of modifying behaviour through positive or negative consequences following specific behaviours?

A) Pavlovian conditioning
B) classical conditioning
C) integrated model of conditioning
D) operant conditioning

Question 16

At work,you do not respond to a co-worker's sarcastic comments but do compliment the sarcastic colleague for constructive comments.What approaches are you using?

A) positive and negative consequences
B) positive consequences
C) extinction and positive reinforcement
D) extinction and negative reinforcement

Question 17

What is used when a random number of responses must be emitted before reinforcement occurs?

A) fixed ratio schedule
B) variable interval schedule
C) fixed interval schedule
D) variable ratio schedule

Question 18

You supervise a group of outside sales representatives and want to produce the highest level of sales performance.Which reinforcement schedule should you adopt?

A) continuous
B) variable interval
C) intermittent
D) fixed interval

Question 19

Which of the following is a positive consequence under operant conditioning?

A) money-based reinforcement
B) performance feedback
C) routine pay for performance
D) social recognition

Question 20

As a supervisor you decide to use positive reinforcement to increase the probability that desired job performance will be repeated.What is NOT appropriate for use as positive reinforcement?

A) providing no response or feedback when an employee fails to complete a task on time
B) increasing an employee's salary after evaluation
C) giving an employee a promotion after several outstanding performance reviews
D) allowing an employee to go home early but providing full pay

Question 21

What is a prerequisite for successful goal-setting programs,such as management by objectives (MBO)?

A) supervisory goal commitment
B) a relatively benign or stable environment
C) the connection between goals/outcomes/rewards
D) organizational commitment

Question 22

Which type of employee would most likely find it acceptable to be monitored electronically?

A) one who is unclear of their task and role within the organization
B) one who has a strong commitment and identification with the organization
C) one who desires simplified supervision and independence
D) one who desires a minimal performance evaluations by his/her supervisor

Question 23

Which of the following is an implication for an intuitor personality preference?

A) interpersonal involvement
B) empirical data
C) practical applications
D) theoretical frameworks

Question 24

What is the term for an individual's beliefs and expectations about his or her ability to successfully accomplish a specific task?

A) self-esteem
B) self-efficacy
C) self-consciousness
D) self-monitoring behaviour

Question 25

As a supervisor,you want to reduce the stress associated with work within your employees' goal-setting guidelines.What do you do?

A) Apply a personality test to better match fit.
B) Identify the goal(s)clearly or specifically.
C) Clarify task-role expectations.
D) Tie rewards more closely to outcomes.

Question 26

Suppose a medical doctor's performance is evaluated on interpersonal skills to complement necessary technical diagnostic and treatment skills.What characteristic of performance does this reflect?

A) need to be specific in setting goals
B) importance of setting difficult but achievable goals
C) multidimensional nature of performance in most work settings
D) qualitative and quantitative dimensions of performance

Question 27

What belief is the basis of the social learning theory?

A) Learning is strongly connected to need-based drives.
B) Learning occurs through observing other people and modelling their behaviour.
C) Learning occurs because of behavioural consequences.
D) Learning occurs based on group norms.

Question 28

Corrine's performance was measured and assessed during her first year at the company.What occurred?

A) performance appraisal
B) performance management
C) management by objectives
D) a control system

Question 29

What is characteristic of a work goal?

A) task-specific
B) reasonable deadlines
C) gain-sharing responsibility
D) qualitative perspective

Question 30

What is the difference between "the what" and "how" of goal setting?

A) input as compared to output equity perceptions in the goal setting process
B) clearly stated and consistent goal compared to the pathway to lead to the goal
C) a clear and consistent pathway compared to a clear,consistent and measureable goal
D) applicable to all employees as compared to multiple pathways

Question 31

According to the text,what is General Electric well known for?

A) talent management
B) excellent management skills
C) performance management
D) motivation

Question 32

Which statement best summarizes a key element in performance management?

A) It is important that quantifiable behaviours are measured.
B) It is important that all important behaviours are measured.
C) It is important that qualitative behaviours are measured.
D) It is important that employees are aware of the goals assigned.

Question 33

What is a defining characteristic for the development of self-efficacy?

A) the individual must pick easier tasks in order to become more successful
B) the individual must succeed at a challenging task
C) the individual must develop a strong internal source of control
D) the individual must develop a high degree of self-monitoring

Question 34

Who originated the goal-setting and performance-planning program called management by objectives (MBO)?

A) Albert Bandura
B) Peter Drucker
C) J.Willard Marriott
D) B.F.Skinner

Question 35

Which personality prefers decision making as well as interpersonal involvement?

A) intuitor
B) feeler
C) thinker
D) introvert

Question 36

What is the first step in the performance measurement process?

A) measuring performance
B) assessing the impact of performance behaviours
C) defining performance in behavioural terms
D) rewarding positive performance behaviours

Question 37

An employee is asked to reconstruct his actions while working on a project and identify what worked well.What is occurring?

A) after-events review
B) corrective action
C) performance management
D) 360-degree feedback

Question 38

What is NOT considered one of the four sources of task-specific self-efficacy critical to Bandura's social learning theory?

A) prior experiences
B) behaviour models
C) assessment of current physical and emotional capabilities
D) intelligence quotient

Question 39

Military staff are put through a variety of scenarios,in a safe environment,and where errors are likely to occur.What type of learning is taking place?

A) self-regulation prompting
B) after-events review
C) error management training
D) social learning theory

Question 40

As a supervisor,you want to enhance the performance of your employees.What method do you choose?

A) allowing them to participate in goal setting
B) closely controlling their behaviour
C) setting their goals
D) giving them hard goals

Question 41

Suppose two supervisors evaluated an employee's performance using the same set of rating scales but arrived at different conclusions or results.What does this suggest about the evaluation instrument?

A) It is invalid.
B) It is sufficient.
C) It is unreliable.
D) It is unbiased.

Question 42

How can 360-degree feedback be improved?

A) the addition of a full picture of an individual's performance
B) the addition of a self-reflection component
C) the addition of a systematic coaching component
D) the addition of performance review by superiors,peers,followers,and customers

Question 43

What is an important aspect of a mentoring relationship?

A) coaching and counselling
B) peer feedback
C) disciplining the subordinate
D) formal training

Question 44

Which statement summarizes the relationship between entitlement and work?

A) The power of entitlement to rewards rests on a direct link between performance and rewards.
B) The concept of entitlement is not different from the meaning of earning.
C) Earning engenders passive,irresponsible behaviour.
D) Merit raises in some organizations have come to be viewed as entitlements and this has resulted in a reduction of their positive value.

Question 45

Which of the following best summarizes management by objectives (MBO)?

A) facilitating interaction for setting goals,evaluating performance,and tracking progress
B) formulating corporate strategy and objectives
C) exerting superior control of subordinate behaviour
D) setting objectives for employees and following up

Question 46

A supervisor determined a reason for poor employee performance prior to speaking with the employee.What behaviour is the supervisor engaging?

A) electronic performance monitoring
B) recency effect
C) fundamental attribution bias
D) self-evaluation of the employee

Question 47

You are the manager of a men's clothing department in a large department store.Thirteen sales associates report to you; all of them are experienced.Within the past week,two customers have complained about Ellen,a sales associate in the tie and fragrance section.No other complaints have been received concerning other sales associates.Ellen had never received complaints when she worked in other sections.Ellen has worked in the tie and fragrance section only one other time and that was only for a few days.What must the supervisor consider before jumping to a premature conclusion that Ellen is solely to blame?

A) the reliability of the information as well as ensuring important aspects of performance are not overlooked
B) the rate of pay Ellen was receiving and the rate others were receiving
C) the consensus about Ellen's current performance
D) the customer distinctiveness and the accuracy of the information

Question 48

Which employees improve greatly using 360-degree feedback?

A) top achievers
B) low achievers
C) those who often receive positive feedback
D) those who overrate themselves

Question 49

What can be done to ensure reliability in a performance appraisal system?

A) appraising the appropriate dimensions of performance
B) capturing evaluations from multiple sources and at different times over the course of the evaluation period
C) ensuring that employees clearly understand what dimensions are being evaluated
D) measuring the dimensions of performance in a valid way

Question 50

What is the key component of the MBO?

A) objectives
B) company mission
C) company vision
D) job description

Question 51

Which of the following is NOT a characteristic of an effective performance appraisal system?

A) self-correcting behaviour
B) reliability
C) validity
D) responsiveness

Question 52

What best exemplifies appropriate feedback to an employee that will lead to increased job performance?

A) unrecorded
B) provided in written form only
C) constructive and specific
D) one-way

Question 53

What type of behaviour is required to achieve active engagement by an employee during performance appraisal?

A) determining peer-competitive goals
B) demonstrating vulnerability and openness to challenges
C) being passive and compliant
D) challenging the supervisor's ideas about future development

Question 54

What is the most common reason for employees not making good use of feedback?

A) They are experiencing times of stress.
B) They have a low level of agreement with supervisory evaluations.
C) They have been shown to have no relationship to improving job performance.
D) They decrease commitment to organizational goals.

Question 55

In what type of environment are goal-setting programs easiest to implement?

A) unpredictable
B) mature
C) stable
D) dynamic

Question 56

What is the difference between mentoring and tri-mentoring?

A) In mentoring,a senior employee guides a junior employee,while more mentors are involved in tri-mentoring.
B) Traditional mentoring is proven to be much more successful in performance improvement than tri-mentoring.
C) Mentoring relates to unresolvable issues,while tri-mentoring is reactive mentoring.
D) Mentoring involves external attributions for poor performance while tri-mentoring involves internal attributions.

Question 57

Which type of pay for performance is preferred by individuals who have a high need for achievement?

A) non-specific performance plan
B) individual incentive plan
C) group performance plan
D) incentive plan

Question 58

FedEx has used multiple methods of performance appraisal.What is an example of one approach that is a more novel,non-traditional method?

A) direct measures of performance (e.g.,number of boxes loaded per eight-hour shift)
B) employee evaluation of supervisors through a survey-feedback-action system
C) supervisor ratings of employees
D) subjective peer ratings

Question 59

Operant conditioning is the process of modifying behaviour through rewards and punishments.

Question 60

What type of decision is synonymous with reward allocation?

A) simultaneous decisions about when to reward people
B) sequential decisions about which outcomes will be rewarded
C) simultaneous decisions about individual perceptions and reward levels
D) sequential decisions about whom to reward and how and when to reward them

Question 61

Reward systems based upon entitlement encourage performance improvement.

Question 62

Mastering detail is a characteristic of thinkers.

Question 63

The more errors you make,the better,in terms of learning.

Question 64

There is no evidence that self-efficacy and social reinforcement will influence work behaviours.

Question 65

A fixed ratio of reinforcement is very similar to continuous reinforcement.

Question 66

Individual (or employee)goal setting should precede organizational goal setting.

Question 67

A three-day unpaid suspension for excessive tardiness is a negative reinforcement for an employee.

Question 68

Employee performance usually improves with increasingly challenging goals.

Question 69

The heart of goal-setting theory is the strong positive relationship between goal level and task performance.

Question 70

Organizations get the performance they reward,not the performance they want.

Question 71

A strength of 360-degree feedback is the extent to which there is a high level of agreement with supervisory evaluations.

Question 72

Match the following:
a.An attempt to weaken a behaviour by attaching no consequences
b.A salary increase
c.Behaviour change induced by either positive or negative consequences
d.A one-week disciplinary layoff
e.A change in behaviour acquired through knowledge acquisition
Punishment

Question 73

Match the following:
a.An attempt to weaken a behaviour by attaching no consequences
b.A salary increase
c.Behaviour change induced by either positive or negative consequences
d.A one-week disciplinary layoff
e.A change in behaviour acquired through knowledge acquisition
Extinction

Question 74

Interpersonal involvement is a trait of feelers.

Question 75

The attempt to strengthen behaviour by attaching no consequences to it is considered to be extinction.

Question 76

If poor performance can't be attributed to work design or organizational process problems,then supervision should examine the employee.

Question 77

Performance measurement problems include deficiency,unreliability and validity.

Question 78

The two central ingredients in goal-setting programs are planning and evaluation.

Question 79

The two central ingredients in goal-setting programs are planning and evaluation.

Question 80

Mentoring relationships typically go through three phases.