Rewarding Performance in Human Resource Management MCQs
Rewarding Performance in Human Resource Management MCQs
Our team has conducted extensive research to compile a set of Rewarding Performance in Human Resource Management MCQs. We encourage you to test your Rewarding Performance in Human Resource Management knowledge by answering these multiple-choice questions provided below.
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1: A form of variable pay distributed as a one-time payout in recognition of performance is known as
A. Bonuses
B. Differential piecework plan
C. Expectancy theory
D. None of these
2: When the identical (same) rate of incentives are paid to the employees for each Unt of goods produced by them, it is called
A. Straight piece
B. Differential piecework plan
C. Task and time bonuses
D. None of these
3: Which type of pay-for performance defined contribution plan in which the bulk of contributions are invested in an employer’s stock?
A. Employee stock ownership plans
B. Expectancy
C. Differential piecework plan
D. None of these
4: Expectancy is when an individual perceives that applying effort will lead to ______ .
A. lower performance
B. higher performance
C. Average performance
D. None of these
5: A theory that suggests that if a person sees that their efforts will lead to greater performance is known as
A. Employee stock ownership plans
B. Expectancy
C. Expectancy theory
D. None of these
6: Extrinsic motivation is an external, environmental force that compels an individual to action
A. True
B. False
7: A type of group pay-for-performance program that rewards a group of employees for collectively achieving certain goals or objectives is known as _____ .
A. Gainsharing
B. Goal-setting theory
C. Incentive effects
D. None of these
8: Goal-setting theory achievable goals for people will lead to the _______ .
A. Lowest performance
B. highest performance
C. Average performance
D. Both b & c
9: Individual incentives is the distribution of pay in response to the attainment of certain predetermined and objective levels of performance
A. True
B. False
10: The extent to which an individual perceives that achieving higher performance will lead to reward attainment is known as______.
A. Instrumentality
B. Intrinsic motivation
C. Pay for performance
D. None of these
11: Intrinsic motivation is a force that originates inside an individual and compels the individual to action because they perceive the action as innately rewarding.
A. True
B. False
12: Which of the correct statements about Merit pay ?
A. A psychological force that propels an individual (or a group of individuals) to enact certain behaviors or to strive for a goal
B. Pay distributed to employees and integrated into their base pay as a reward for the ratings and/or feedback they
C. Both posible
D. None of these
13: Motivation is a ________ that propels an individual (or a group of individuals) to enact certain behaviors or to strive for a goal
A. psychological force
B. Physical force
C. No force
D. Bth a & b
14: Financial rewards offered in exchange for meeting certain levels of performance or achieving certain goals.This statement related to ______
A. Pay for performance
B. Piecework plans
C. Profit sharing
D. None of these
15: Pay-for-performance programs Compensation programs that reward employees based on the _____ at work and the results or goals they actually achieve
A. behaviors they actually exhibit
B. Performance they actually exhibit
C. Both a & b
D. None of these
16: Piecework plans is an individual-incentive program in which employees are compensated based on their respective production levels
A. True
B. False
17: A pay-for-performance program in which employees share in their organization’s profits is known as ______ .
A. Piecework plans
B. Profit sharing
C. Both a & b
D. None of these
18: Reinforcement theory provides a useful framework for understanding pay as an extrinsic motivator, particularly .
A. True
B. False
19: ________ pay-for-performance programs that reward the sale of a product or service as opposed to the production of a product or provision of a service.
A. Spot awards
B. Sorting effects
C. Sales commissions
D. None of these
20: Sorting effects are the associated processes of ________ that occur when employees gravitate toward jobs with reward systems
A. Attraction
B. Selection
C. attrition
D. All of these
21: A type of after-the-fact recognition that is often reserved for exceptional levels of performance on a project or for exceptionally high overall job performance.this type is related to
A. Spot awards
B. Sorting effects
C. Sales commissions
D. None of these
22: Standard-hour plans in which employee pay is based on the _______ .
A. incompletion of a particular task within no time period
B. completion of a general task within a predetermined time period
C. completion of a particular task within a predetermined time period
D. None of these
23: Stock options partial owners of the organization by allowing them to purchase a certain number of stock shares at a fixed price in a given time frame
A. True
B. False
24: The extent to which individuals perceive a reward as being attractive or important is known as
A. Valence
B. Value
C. Volume
D. None of these
25: _____ aim to reward employees for the results or goals that they achieve.
A. Pay-for-performance programs
B. Intrinsic motivation programs
C. Goal-setting programs
D. Traditional pay programs
26: Pay-for-performance programs are highly associated with ______.
A. Group cohesion
B. Motivation
C. Voluntary turnover
D. A salary guarantee
27: The direction of motivation refers to ______.
A. The intensity with which an individual pursues goals
B. The types of goals and results an individual pursues
C. The goals or results on which an individual focuses attention
D. The length of time an individual persists in pursuing goals
28: Which theory proposes that if a reward is withheld when an individual displays an undesired behavior, then the individual will be less likely to perform the behavior again in the future?
A. Expectancy theory
B. Goal-setting theory
C. Classical conditioning theory
D. Reinforcement theory
29: In terms of motivation, ______ refers to the perceived connection between individuals’ effort and performance.
A. Instrumentality
B. Expectancy
C. Valence
D. Autonomy
30: ______ theory suggests that the amount of pay influences individuals’ perceptions of valence, such that higher pay is likely to be viewed as more attractive and ultimately more motivating.
A. Expectancy
B. Goal-setting
C. Classical conditioning
D. Reinforcement
31: ______ theory proposes an explanation for understanding how and why certain objectives lead to higher motivation and performance.
A. Expectancy
B. Goal-setting
C. Classical conditioning
D. Reinforcement
32: The SMART acronym illustrates best practices for ______.
A. Setting goals
B. Motivating employees
C. Winning cooperation
D. Gainsharing
33: Providing ______ for the fulfillment of certain goals can direct employees’ attention to the business objectives considered most critical for company-wide success.
A. Relational returns
B. Interpersonal recognition
C. Financial incentives
D. Intrinsic motivators
34: Employees who are paid a percentage of the revenue of each product they sell are receiving ______.
A. A spot award
B. A bonus
C. Merit pay
D. A sales commission
35: Evidence suggests that team rewards are most likely to lead to higher performance when ______.
A. The team tasks are complex in nature
B. The team has a clear leader
C. The team tasks are easy to perform
D. The team is cohesive
36: Employees who receive additional retirement benefits based on how much money their company makes are participating in a(n) ______.
A. Employee stock ownership plan
B. Profit-sharing program
C. Sales commission program
D. Merit pay plan
37: Research has found that subjective performance measures often exhibit ______.
A. Greater face validity
B. Less unconscious bias
C. Lower interrater reliability
D. Greater concurrent validity
38: Employees who ______ are most likely to be attracted to a pay-for-performance program.
A. Have a dispositional aversion to risk-taking
B. Have a higher need for achievement
C. Feel safe to express their ideas in organization
D. Hold values that align with traditional pay programs
39: Planning for unanticipated labor costs associated with pay-for-performance programs can be supported through ______.
A. Statistical modeling
B. A market review
C. Regular calibration meetings
D. A job analysis
40: The extent to which pay-for-performance programs motivate employees is known as ______ .
A. Incentive effects
B. Individual incentives
C. Instrumentality
D. Both a & b
41: Define Traditional-pay programs:
A. Makes employees partial owners of the organization by allowing them to purchase a certain number of stock shares
B. Employees receive compensation based on a fixed hourly pay rate or annual salary.
C. The extent to which individuals perceive a reward as being attractive or important
D. All statement are correct
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Rewarding Performance in Human Resource Management MCQs
