Podcast
Questions and Answers
A team performance management system should prioritize the measurement of outcomes over process.
A team performance management system should prioritize the measurement of outcomes over process.
False
Rewarding employees with monetary value only can solve performance problems.
Rewarding employees with monetary value only can solve performance problems.
False
A non-financial reward can be a powerful motivator if it enhances the chances of specific results and behaviors being repeated.
A non-financial reward can be a powerful motivator if it enhances the chances of specific results and behaviors being repeated.
True
A performance management system should only allocate rewards to top-performing employees.
A performance management system should only allocate rewards to top-performing employees.
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Measuring long-term changes is not essential in a performance management system.
Measuring long-term changes is not essential in a performance management system.
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Rewards should be given to employees regardless of their performance.
Rewards should be given to employees regardless of their performance.
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In a traditional pay plan, salary increases are determined by an employee's job performance rather than their position.
In a traditional pay plan, salary increases are determined by an employee's job performance rather than their position.
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A contingent pay plan is a type of reward system where employees are rewarded based on their job title.
A contingent pay plan is a type of reward system where employees are rewarded based on their job title.
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The sorting effect refers to the tendency of low-performing employees to be attracted to organizations with contingent pay plans.
The sorting effect refers to the tendency of low-performing employees to be attracted to organizations with contingent pay plans.
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In a performance management system, rewards are always considered a significant motivator for employees.
In a performance management system, rewards are always considered a significant motivator for employees.
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A performance management system is more effective when results are not directly tied to the rewards system.
A performance management system is more effective when results are not directly tied to the rewards system.
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In a traditional organizational culture, top-down decision-making and vertical communications can lead to a more collaborative work environment.
In a traditional organizational culture, top-down decision-making and vertical communications can lead to a more collaborative work environment.
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Variable pay is a type of pay increase that is added to an employee's base salary.
Variable pay is a type of pay increase that is added to an employee's base salary.
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High-level performers are typically opposed to contingent pay plans.
High-level performers are typically opposed to contingent pay plans.
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When managers are not accountable, they are likely to give more accurate ratings to ensure employees receive fair rewards.
When managers are not accountable, they are likely to give more accurate ratings to ensure employees receive fair rewards.
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Extrinsic motivation is the only way to achieve employee motivation in a performance management system.
Extrinsic motivation is the only way to achieve employee motivation in a performance management system.
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Rewards for executives are always proportionate to their performance and contributions to the organization.
Rewards for executives are always proportionate to their performance and contributions to the organization.
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A contingent pay plan can be implemented in any organizational culture without considering the culture's characteristics.
A contingent pay plan can be implemented in any organizational culture without considering the culture's characteristics.
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