1. Performance appraisals are a common element of performance management systems within organizations. Which decision needs to be made when designing a system? .The mix of formal and informal appraisals .The factors to evaluate (traits, behavior & results) .Rating scales (behavior anchored or observation frequency) .Who assesses (boss, peers, subordinates) . All of the above 2.Comparable worth is an important ethical concept when considering pay differentials. Comparable worth suggests that: .Jobs of equivalent value to an organization should carry the same pay rates regardless of differences in the nature of the work .Pay rates should be determined by factors such as skill, effort and job responsibility .Gender, race and ethnic background are irrelevant when considering pay . All of the above 3.Sequential interdependencies: .When all activities are fully dependent on one another as is the case in a hospital operating room .Each member of the group contribution is separate and can be readily identified and evaluated and includes a handoff .Requires specific behavior to be performed in a specific order .Definition is not present 4.Some individual personality differences are more prone to stress than others. Which is prone to stress? .'s who are also more hostile . High levels of neuroticism .External locus of control .All of the above 5.Burnout as a result of psychological, emotional and physical exhaustion is more common in what types of work? .Employees who work long hours occasionally .Employees responsible for helping, protecting or taking care of others .Employees who do repetitive tasks .None of these are prone to burnout 6.Organizations are taking steps to help employees deal with common stressors. Which technique helps employees with work-life balance? .Job re-design .Job rotation .Flex schedules and telecommuting . None of the above 7.Which performance appraisal rating scale would you pick if you wanted to measure how many times a behavior was exhibited. Consider the case of a waiter checking on a party while eating dinner to see if they are satisfied with the meal. .Behavioral anchor scale (BARS) .Behavioral observation scale (BOS) .Time and motion study .Four point rating scale (poor, acceptable, good & excellent) 8.Tuckman's model of team development includes a "norming" stage. This stage is characterized by: .Getting to know each other .Resistance to be controlled .Developing close ties and establishing rules . Working toward a common goal 9.Many people have an incredible capability to handle stress and use techniques to cope. Which technique seems to help? .Time management .Asking for help from a mentor . Role negotiation .All of the above 10.The motivation equation presented in class shows how inputs coupled with performance leads to outcomes. Which of the following are outcomes? .Pay & Benefits .Job security . Vacation .All of the above 11.Job enlargement is one of those job design tools managers can use to increase the potential motivation of an employee. Which is an example of job enlargement? .A set of principles and practices stressing job simplification and specialization . Increasing the tasks for an employee but keeping them at the same difficulty level .Increasing the scope and complexity of the job . None of these 12.Managers often experiment with their groups to increase output or quality and we call these improvements "process" gains. What is a good technique to motivate group members to make these process gains? .Encourage group members to be more creative .Provide some kind of incentive .Give employees autonomy to make changes . All of the above 13.As illogical as it may sound, groups need both conformity and deviance to accomplish their goals and perform at a high level. Which combination of conformity and deviance contributes to the highest level of performance? .Low conformity and high deviance .Moderate conformity and moderate deviance . High conformity and low deviance .Low conformity and low deviance