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IO Exam 2 Questions With Complete Solutions For the worker, performance appraisals are most important as sources of feedback to improve performance. For the organization, performance appraisals serve as All of the above Performance criteria are a product of job analyses. Objective performance criteria involve the measurement of quantifiable aspects of job performance. Objective performance criteria are less prone to bias and distortion than subjective performance ratings. Objective performance criteria would be most easily developed for the job of bank teller. An example of a soft performance criterion is how effective a manager is in motivating subordinates.
A worker who displays tremendous work effort may best be evaluated using subjective performance criteria Subjective performance criteria are less prone to bias and distortion than are objective False It is always possible to obtain objective performance criteria for a job, while subjective criteria are very difficult to develop. False Criterion usefulness describes the extent to which a performance criterion is usable in appraising a particular job. One way to increase the reliability of performance appraisals is to use multiple ratings of performance. True Self-appraisals of performance are usually used in conjunction with supervisor appraisals. True There is generally good agreement between performance ratings made by peers and those made by supervisors. True
Evidence indicates that training is more effective when practice is spaced. The major drawback to vestibule training is the cost of trainers, space, and equipment. True Simulation techniques are highly effective in training air traffic controllers and pilots. True Asking trainees to pretend that they are supervisors who are conducting performance appraisals is an example of simulation training. Organizations consistently use adequate experimental methods to evaluate the effectiveness of training programs. True Quasi-experimental designs for the evaluation of training programs incorporate nonequivalent control groups. The methods used in training programs may lead to employment discrimination. True Employee training and education programs do not necessarily have to be predictive of success in a certain job.
True According to Maslow's need-hierarchy theory, a level of needs which has been substantially satisfied is no longer a motivator. Alderfer's existence needs are similar to Maslow's physiological needs. According to McClelland, the three key motives of workers are the needs for achievement, power, and affiliation. According to McClelland, people who love the challenge of work have a high need for achievement. According to McClelland, people who like to direct and control the activities of others usually have a high need for All of the above According to McClelland, workers who are happiest when working as part of a team may have a high need for affiliation. According to McClelland, the Thematic Apperception Test can be used to determine a motivational profile for an individual worker
According to the job characteristics model, the motivating potential score (MPS) will be equal to zero if feedback is absent. True The approach to job satisfaction that considers job satisfaction to be composed of feelings and attitudes about a number of different elements is called the facet approach. Most instruments designed from the facet approach to job satisfaction measure satisfaction with such things as pay, working conditions, and relationships with supervisors and coworkers. The measurement of job satisfaction usually relies on self-report instruments because attitudes and feelings cannot be directly observed Advantages of using questionnaires over face-to-face interviews include All of the above Difficulties with survey instruments include All of the above In-house measures of job satisfaction may be difficult to interpret because
All of the above The major advantage of using standardized job satisfaction surveys is All of the above Comparing scores from standardized job satisfaction measures that have been obtained from different groups of workers in different companies allows researchers to investigate the various organizational factors that cause job satisfaction and dissatisfaction. True The Job Descriptive Index (JDI) is the most widely used standardized measure of job satisfaction. True Research has shown that the happy worker is always a productive worker. False Job satisfaction may be mediated by the perceptions of individual workers. True Research consistently indicates that job satisfaction leads to higher job performance False
All of the above Companies and managers are mainly interested in worker stress because Stress-related illnesses include Hypertension Stress arising from conditions in the environment is called situational stress. Stress arising from work place conditions is called conditional stress False Stressful occupations include nurses, business executives, and dentists. True Organizational sources of stress include work training and work group stressors. False Underutilization is a work task stressor. True Job ambiguity is a work task stressor. False
A feeling of a lack of control in workers is particularly common in organizations which lack a high degree of structure. False Stress caused by a feeling of a lack of control is often mediated by worker personality characteristics. True
