MGMT 310 EXAM 2 REVIEW
Performance Management System Steps - Answers -1. Define Performance
2. Monitor and Evaluate performance
3. Provide Feedback and coaching
4. Provide consequences
Define Performance - Answers -1. Performance Goal: targets a specific end result
2. Learning Goal: involves enhancing your knowledge or skill
SMART Goal - Answers -Specific, measurable, attainable, result oriented, time bound
Monitoring Performance - Answers -involves measuring, tracking or otherwise verifying
progress and ultimate performance. Use this to identify problems while you are pursuing
your goal.
Evaluating Performance - Answers -Process of comparing performance at some point
in time to a previously established expectation or goal.
360 Degree Feedback - Answers -Individuals compare perceptions of their own
performance with behaviorally specific performance information from their manager,
subordinated, and peers
Feedback - Answers -information about performance shared with those in a position to
improve the situation
Effective Feedback - Answers -is only information (such as data), it is not an evaluation
Coaching - Answers -customized process between two or more people with the intent
of enhancing learning and motivating change
Extrinsic Reward - Answers -Financial, material, and social rewards
Intrinsic Reward - Answers -Self Granted... meaningfulness and achievement
Distribution Criteria - Answers -Results: relatively tangible
Behavior/actions: cooperation, creativity
Nonperformance considerations: based on job, equity, tenure
Desired Outcomes - Answers -Extrinsic, Total and Alternative Rewards
Total Rewards - Answers -encompass not only compensation and benefits, but also
personal and professional growth opportunities
, Pay for Performance - Answers -monetary incentives linking at least some portion of
ones pay directly to results or accomplishments.
Law of Effect - Answers -behavior with favorable consequences tends to repeat, while
behavior with unfavorable consequences tends to dissappear
Respondent behavior - Answers -unlearned reflexes
ex) removing your hand from a hot stove
Operant behavior - Answers -learned when one "operates on" the environment to
produce desired consequences.
Positive OB - Answers -study and application of positively oriented human resource
strengths and psychological capacities that can be measured developed, and effectively
managed for performance improvement in today's workplace
POB Inputs/Processes - Answers -positive emotion, mindfulness, organization culture
& climate
POB Outcome - Answers -Flourishing: all levels of performance
POB Work through - Answers -Amplifying, Buffering, Positive spirals
Amplifying Effect - Answers -Positive practices have an amplifying or escalating effect
on positive outcomes.
Prosocial effect - Answers -positive acts performed without expecting anything in return
buffering effect - Answers -reduce the impact of negative events
positivity effect - Answers -tendency to spiral upward
Positive Deviance - Answers -successful performance tht dramatically excees the norm
Doing well - Answers -Profitable and performing at a high level
Doing good - Answers -making the well being of their employees and other
stakeholders a priority
Conscious Capitalism - Answers -Higher purpose, stakeholder interdependence,
conscious leadership, conscious culture
B corp certification - Answers -Benefit Corporations
Positives - Answers -Have 3, 5 or more positives to every negative
Performance Management System Steps - Answers -1. Define Performance
2. Monitor and Evaluate performance
3. Provide Feedback and coaching
4. Provide consequences
Define Performance - Answers -1. Performance Goal: targets a specific end result
2. Learning Goal: involves enhancing your knowledge or skill
SMART Goal - Answers -Specific, measurable, attainable, result oriented, time bound
Monitoring Performance - Answers -involves measuring, tracking or otherwise verifying
progress and ultimate performance. Use this to identify problems while you are pursuing
your goal.
Evaluating Performance - Answers -Process of comparing performance at some point
in time to a previously established expectation or goal.
360 Degree Feedback - Answers -Individuals compare perceptions of their own
performance with behaviorally specific performance information from their manager,
subordinated, and peers
Feedback - Answers -information about performance shared with those in a position to
improve the situation
Effective Feedback - Answers -is only information (such as data), it is not an evaluation
Coaching - Answers -customized process between two or more people with the intent
of enhancing learning and motivating change
Extrinsic Reward - Answers -Financial, material, and social rewards
Intrinsic Reward - Answers -Self Granted... meaningfulness and achievement
Distribution Criteria - Answers -Results: relatively tangible
Behavior/actions: cooperation, creativity
Nonperformance considerations: based on job, equity, tenure
Desired Outcomes - Answers -Extrinsic, Total and Alternative Rewards
Total Rewards - Answers -encompass not only compensation and benefits, but also
personal and professional growth opportunities
, Pay for Performance - Answers -monetary incentives linking at least some portion of
ones pay directly to results or accomplishments.
Law of Effect - Answers -behavior with favorable consequences tends to repeat, while
behavior with unfavorable consequences tends to dissappear
Respondent behavior - Answers -unlearned reflexes
ex) removing your hand from a hot stove
Operant behavior - Answers -learned when one "operates on" the environment to
produce desired consequences.
Positive OB - Answers -study and application of positively oriented human resource
strengths and psychological capacities that can be measured developed, and effectively
managed for performance improvement in today's workplace
POB Inputs/Processes - Answers -positive emotion, mindfulness, organization culture
& climate
POB Outcome - Answers -Flourishing: all levels of performance
POB Work through - Answers -Amplifying, Buffering, Positive spirals
Amplifying Effect - Answers -Positive practices have an amplifying or escalating effect
on positive outcomes.
Prosocial effect - Answers -positive acts performed without expecting anything in return
buffering effect - Answers -reduce the impact of negative events
positivity effect - Answers -tendency to spiral upward
Positive Deviance - Answers -successful performance tht dramatically excees the norm
Doing well - Answers -Profitable and performing at a high level
Doing good - Answers -making the well being of their employees and other
stakeholders a priority
Conscious Capitalism - Answers -Higher purpose, stakeholder interdependence,
conscious leadership, conscious culture
B corp certification - Answers -Benefit Corporations
Positives - Answers -Have 3, 5 or more positives to every negative
