Question 1

Upward feedback is generally anonymous.

Accepted Answer

Upward feedback is often anonymous to encourage employees to provide honest and open feedback without fear of repercussion.

Question 2

When a reward comes from the environment,it is called an intrinsic reward.

Accepted Answer

When a reward comes from the environment, it is called an extrinsic reward. Intrinsic rewards come from within a person, such as the satisfaction of completing a task or achieving a personal goal.

Question 3

Generally,people tend to perceive and recall positive feedback more accurately than they do negative feedback.

Accepted Answer

This phenomenon is known as the "positivity bias" and has been supported by research studies. People tend to focus more on and remember positive experiences and feedback, while negative experiences and feedback may not receive as much attention or be forgotten more easily.

Question 4

Constructive feedback serves two functions for those who receive it: judgmental and developmental.

Accepted Answer

Constructive feedback serves only one function for those who receive it: developmental.

Question 5

A good reward system should foster personal growth and development and keep talented people from leaving.

Accepted Answer

A good reward system should not only provide financial incentives, but also recognize and reward employees for their contributions and achievements, encourage them to develop new skills and knowledge, and provide opportunities for career advancement. By creating an environment where employees feel valued, challenged, and supported, companies can improve employee retention and foster a culture of personal and professional growth.

Question 6

One reason feedback often fails is because it is provided too quickly to do any good.

Accepted Answer

Feedback is most effective when it is given in a timely manner, preferably as soon as possible after the behavior or task in question. Delayed or late feedback can be less impactful or even irrelevant to the situation.

Question 7

To qualify as effective feedback,information must be subjective.

Accepted Answer

Effective feedback should be objective, based on observable and measurable behaviors or outcomes, rather than solely on personal opinions or feelings.

Question 8

In a field study of corporate managers,upward feedback had a negative impact on the performance of low-to-moderate performers.

Accepted Answer

The answer of In a field study of corporate managers,upward...

Question 9

Upward feedback is not a part of 360-degree feedback programs.

Accepted Answer

Upward feedback is a component of 360-degree feedback programs where employees provide feedback to their managers.

Question 10

To get results,feedback should focus on personalities as well as performance.

Accepted Answer

Feedback should focus on performance and behavior rather than personalities to ensure it is constructive and objective.

Question 11

Most employees really want feedback about how they are performing in their jobs.

Accepted Answer

Numerous studies have shown that employees value feedback and want to know how they are doing in their job. Research has also found that employees who receive regular feedback are more engaged and motivated, leading to higher levels of productivity and job satisfaction.

Question 12

In his research,psychologist Edward L.Thorndike distinguished between respondent and operant behavior.

Accepted Answer

Edward L. Thorndike is known for his work on the law of effect and trial-and-error learning, not for distinguishing between respondent and operant behavior. That distinction was made by B.F. Skinner.

Question 13

One reason why rewards often fail to motivate is not enough emphasis on monetary rewards.

Accepted Answer

Rewards don't always have to be monetary. In fact, non-monetary rewards such as recognition, flexible work hours, or increased autonomy can sometimes be more motivating than money for certain employees.

Question 14

Employee engagement is fueled by intrinsic motivation.

Accepted Answer

Employee engagement is driven by internal factors such as personal satisfaction, meaningful work, and a sense of purpose, which are all examples of intrinsic motivation.

Question 15

One reason nontraditional feedback is growing in popularity is that top-down feedback meshes very well with employee empowerment.

Accepted Answer

The statement contradicts itself. Nontraditional feedback often involves more bottom-up or peer-to-peer feedback, which can be a form of empowerment, but it is not necessarily a direct result of top-down feedback.

Question 16

Pay for performance is the term for monetary incentives tied to one's results or accomplishments.

Accepted Answer

Pay for performance refers to providing monetary incentives based on an individual's performance or outcomes achieved. It is a performance-based pay system that encourages employees to perform better and achieve desired results.

Question 17

Pay for performance is also called "variable pay."

Accepted Answer

Pay for performance and variable pay are interchangeable terms that refer to a compensation system where an employee's pay is linked to their performance.

Question 18

The relative importance of extrinsic and intrinsic rewards is a matter of culture and personal tastes.

Accepted Answer

Different cultures and individuals may place varying levels of importance on extrinsic rewards (such as money or recognition from others) versus intrinsic rewards (such as personal satisfaction or enjoyment of the task itself). Therefore, it is subjective and can vary.

Question 19

One reason feedback often fails is because it is used to punish,embarrass,or put down employees.

Accepted Answer

When feedback is used as a tool to criticize or punish employees, it can create a negative atmosphere and discourage employees from being receptive to feedback in the future. Effective feedback should be constructive and focused on improvement rather than punishment.

Question 20

Research results show a strong relationship between financial incentives and work quality.

Accepted Answer

The answer of Research results show a strong relationship between...

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