MANA 4330 EXAM 3 QUESTIONS AND CORRECT DETAILED
ANSWERS (VERIFIED ANSWERS) ALREADY GRADED A+
Performance management Ans✓✓✓a format, structured process used to
measure, evaluate, and influence employees' job-related attitudes,
behaviors, and performance results.
Motivation Ans✓✓✓has two elements: decisions about which behaviors
to engage in and decisions about how much effort to expend.
Expectancy theory Ans✓✓✓states that people choose their behaviors
and effort levels after considering whether their behaviors and effort will
improve their performance and lead to desired consequences (e.g.,
recognition and rewards).
Expectancy Ans✓✓✓the relationship between making an effort and
performing well.
Instrumentality Ans✓✓✓the relationship between performing well and
its consequences.
Valence Ans✓✓✓the value of the consequences to the employee.
Performance-driven culture Ans✓✓✓a company culture that depends on
effective performance management.
, Valid performance measure Ans✓✓✓is one that accurately reflects all
aspects of the job, and nothing else.
Deficient performance measure Ans✓✓✓if the performance measure
does not assess all of the behaviors and results that are important and
relevant to the job.
Contaminated performance measure Ans✓✓✓if the performance
measure assesses anything that is unimportant or irrelevant to the job.
High-performance work system (HPWS) Ans✓✓✓when performance
management is tightly integrated with other HR activities to improve
workforce competencies, attitudes, and motivation.
Performance criteria Ans✓✓✓are the dimensions against which the
performance of an incumbent, a team, or a work unit is evaluated.
Trait-based criteria Ans✓✓✓focus on personal characteristics, such as
loyalty, dependability, communication ability, and leadership.
Behavioral criteria Ans✓✓✓focus on how work is performed.
Organizational citizenship behaviors Ans✓✓✓behaviors that support the
social and psychological environment in which task performance takes
place.
ANSWERS (VERIFIED ANSWERS) ALREADY GRADED A+
Performance management Ans✓✓✓a format, structured process used to
measure, evaluate, and influence employees' job-related attitudes,
behaviors, and performance results.
Motivation Ans✓✓✓has two elements: decisions about which behaviors
to engage in and decisions about how much effort to expend.
Expectancy theory Ans✓✓✓states that people choose their behaviors
and effort levels after considering whether their behaviors and effort will
improve their performance and lead to desired consequences (e.g.,
recognition and rewards).
Expectancy Ans✓✓✓the relationship between making an effort and
performing well.
Instrumentality Ans✓✓✓the relationship between performing well and
its consequences.
Valence Ans✓✓✓the value of the consequences to the employee.
Performance-driven culture Ans✓✓✓a company culture that depends on
effective performance management.
, Valid performance measure Ans✓✓✓is one that accurately reflects all
aspects of the job, and nothing else.
Deficient performance measure Ans✓✓✓if the performance measure
does not assess all of the behaviors and results that are important and
relevant to the job.
Contaminated performance measure Ans✓✓✓if the performance
measure assesses anything that is unimportant or irrelevant to the job.
High-performance work system (HPWS) Ans✓✓✓when performance
management is tightly integrated with other HR activities to improve
workforce competencies, attitudes, and motivation.
Performance criteria Ans✓✓✓are the dimensions against which the
performance of an incumbent, a team, or a work unit is evaluated.
Trait-based criteria Ans✓✓✓focus on personal characteristics, such as
loyalty, dependability, communication ability, and leadership.
Behavioral criteria Ans✓✓✓focus on how work is performed.
Organizational citizenship behaviors Ans✓✓✓behaviors that support the
social and psychological environment in which task performance takes
place.
