Need help to answer these.

Q1.A performance measure is said to be contaminated when:

a.It does not measure all aspects of performance.

b.It evaluates irrelevant aspects of performance.

c.It is a subjective supervisory measure of job performance.

d.It is not reliable over time.

e.All of the above.

Q2.According to the expectancy theory, compensation systems differ according to their impact on the components of motivation; the main influence of compensation is on _____.

a.expectancy

b.instrumentality

c.reinforcement

d.valence

e.equity

Q3.Overtime pays better performers more in_______ programs.

a.Merit pay

b.Profit sharing

c.Gainsharing

d.Skill-based

e.Ownership

Q4.The process through which an organization gets information on how closely an employees actual performance meets his or her performance plan is known as__________.

a.Performance appraisal

b.Job analysis

c.Performance feedback

d.Ability analysis

e.Achievement discrepancy

Q5.______ refers to the relative pay of jobs in an organization.

a.Pay level

b.Pay grade

c.Compa-ratio

d.Job structure

e.None of the above.

Q6.Which of the following is most likely to provide extrinsic motivation to employees?

a.Autonomy

b.Challenging tasks

c.Variety of work

d.Recognition

e.Responsibility

Q7.Which of the following is an example of a behavior-oriented contract?

a.Stock option

b.Profit sharing

c.Commission

d.Merit pay

e.Revenue sharing

Q8.An employee is set a task that is challenging, yet achievable and specifically is told what is expected from him.This represents an intervention that draws on

a.Intrinsic motivation theory

b.The Pygmalion effect

c.Goal setting theory

d.Need theory

e.Expectancy theory

Q9.Effective performance measurement focuses on:

a.Task

b.Behavior

c.Management expectation

d.The cognition of the employee

e.All of the above

Q10.An employee is angry about promotion decision.Though he is not sure that he was the best candidate, he feels that he never really got the chance to demonstrate his skills.His dissatisfaction is consistent with research on:

a.Distributive equity

b.Procedural consistency

c.Distributive justice

d.Procedural justice

e.None of the above.

Q11.Why is objective performance data limited?

a.They fail to tap into why some people perform better than others

b.They are not subjective

c.They are not limited

d.They fail to predict task performance

e.b and d are correct

Q12.How can performance rating scales be improved to prevent bias?

a.Made longer

b.Use clear anchors

c.Use a forced distribution

d.All of the above

e.None of the above

Q13.Perceptions of the accuracy of feedback is related to perceptions of:

a.Communicator credibility

b.Managerial training

c.Performance-related pay

d.Equity

e.Performance

Q14.Elle Inc. is a firm that holds frequent reviews and feedback sessions for its employees. It demands that the same person should review the employees of a team to ensure that the performance evaluation is consistent; testsretests are conducted periodically to make sure the evaluation is consistent. These two steps taken by Elle focus on the _____ of performance management.

a.reliability

b.strategic congruence

c.specificity

d.acceptability

e.validity

Q15.The performance effectiveness of employees is provided to them during the _______ process.

a.Performance appraisal

b.Achievement discrepancy

c.Ability analysis

d.Performance feedback

e.a and d are correct