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Question
What are the challenges and benefits associated with providing feedback on poor performance?
Answer
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Related questions
Q:
When managers allow generalizations about their own prowess, competencies, and preferences based on a current or previous experience influence perceptions they are using a(n) ___________ schema
A) person-based
B) experience-based
C) self-based
D) events-based
Q:
A department manager has a job opening that involves lots of travel. He doesn't mention it to the women in the department because he assumes that women don't want to be away from their families. Which schema is the manager applying?
A) Events-based
B) Self-based
C) Role-based
D) Person-based
Q:
The _______ effect is a form of self-fulfilling prophecy.
A) Pygmalion
B) halo
C) Drucker
D) Stillman
Q:
A student is presented a picture that contains a collection of black spots on a white background. The student perceives that the picture is of a Dalmatian (a spotted dog). This may be an example of the law of ____________.
A) nearness
B) similarity
C) closure
D) figure and ground
Q:
According to the law of __________, stimuli that are similar in size, color, shape, or form tend to be grouped together.
A) nearness
B) similarity
C) closure
D) figure and ground
Q:
The law of _______________ states that all other things being equal, stimuli that are near each other tend to be grouped together.
A) closure
B) nearness
C) similarity
D) figure and ground
Q:
The _____ phase of the perceptual process immediately precedes the translation step.
A) observation
B) selection
C) translation
D) response
Q:
Specific traits of _______________ include curiosity, broad-mindedness, creativity, imagination, and intelligence.
A) emotional stability
B) extraversion
C) conscientiousness
D) openness to experience
Q:
Research indicates that extroverted people tend to do all of the following except:
A) Have lower levels of overall job satisfaction
B) Perform well in sales jobs
C) Do better in training programs
D) Perform well in managerial jobs
Q:
Which of the following is not a factor within the Big-Five model?
A) Masculinity
B) Extroversion
C) Emotional Stability
D) Conscientiousness
Q:
Applying the Big Five personality dimensions, the employee described as "someone who gets along with others" may be considered high on ____________.
A) introversion
B) agreeableness
C) self-esteem
D) conscientiousness
Q:
_______________ is the automatic transfer of mood between persons.
A) mood or emotional contagion
B) mood but not emotional contagion
C) emotional osmosis
D) mood transference
Q:
Managing emotions in order to perform one's job is called _______________.
A) emotional labor
B) emotional moderation
C) emotional suppression
D) emotional dissidence
Q:
You can develop your __________ at work by observing how more experienced employees handle challenging situations or tasks.
A) tacit knowledge
B) motivation
C) organizational resources
D) All of the choices are correct.
Q:
Taylor proposed that the way to improve work is to determine _________.
A) a variety of comparable methods to do a task
B) determine the standard time for the completion of tasks
C) incorporate social factors into work design
D) All of the responses are correct.
Q:
Job design describes the _________ characteristics of jobs.
A) perceived
B) objective
C) true
D) All of the above
Q:
There are ____________ precise equations that managers can use to decide job range and depth.
A) multiple
B) specific
C) no
D) three
Q:
Which of the following jobs would have the highest job depth?
A) Assembly-line worker
B) Bookkeeper
C) Chief of surgery
D) Anesthesiologist
Q:
Job designs specify all of the following job characteristics except:
A) Range
B) Depth
C) Relationships
D) Specific duties
Q:
An employee with the same job title who's at the same organizational level as another employee may possess __________ job depth because of personal influence.
A) more
B) less
C) the same amount of
D) All of the above
Q:
Mike's position requires the use of more discretion than Jack's. Mike's position could be characterized as having greater job _______.
A) depth
B) range
C) diversity
D) "Q"
Q:
The impetus for designing job depth was provided by _____________ theory of motivation.
A) Vroom's
B) Locke's
C) Maslow's hierarchy
D) Herzberg's two-factor
Q:
McClelland's theory of motivation places emphasis on socially acceptable behavior.
⊚ true
⊚ false
Q:
Content approaches to motivation include:
Maslow's need hierarchy, McClelland's ERG theory, Herzberg's two-factor theory, and Alderfer's learned needs theory.
⊚ true
⊚ false
Q:
Herzberg's two-factor theory states that dissatisfiers or hygiene factors are needed to maintain at least a level of "no dissatisfaction."
⊚ true
⊚ false
Q:
The Golem effect starts with an expectation of negative performance.
⊚ true
⊚ false
Q:
If interviewers rate candidates who are similar in appearance, background, and interests higher than candidates who are dissimilar, they are making a "self-promotion" perception error.
⊚ true
⊚ false
Q:
The stimuli that a person focuses on is based on what he or she chooses to pay attention to at a particular moment.
⊚ true
⊚ false
Q:
Explain what the fundamental attribution error is and then describe a situation in which it occurs.
Q:
Terry is conducting her first interview. She has never been formally trained in the process. Why may she rate a candidate that engages in the same hobby as she does above another similarly qualified applicant?