Organizational Behavior - Improving performance and commitment in the workplace,Third ed., by Colquitt, Lepine, & Wesson, solutions manual and test bank for 9780078029356

Organizational Behavior - Improving performance and commitment in the workplace,Third ed., by Colquitt, Lepine, & Wesson, solutions manual and test bank for 9780078029356

Organizational Behavior - Improving performance and commitment in the workplace,Third ed., by Colquitt, Lepine, & Wesson, solutions manual and test bank

Organizational Behavior - Improving performance and commitment in the workplace,Third ed., by Colquitt, Lepine, & Wesson, solutions manual and test bank for 9780078029356
Organizational Behavior - Improving performance and commitment in the workplace,Third ed., by Colquitt, Lepine, & Wesson, solutions manual and test bank 
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ch2 test bank 
 

1. (p. 33)

Evaluating an employee's performance based on results alone gives an accurate picture of which employees are worth more to the organization.    FALSE Employees contribute to their organization in ways that go beyond bottom-line results; therefore evaluating an employee's performance based on results alone might give an inaccurate picture of which employees are worth more to the organization.

AACSB: Analytic Blooms: Remember Colquitt - Chapter 02 #1 Difficulty: 1 Easy Learning Objective: 02-01 What is job performance? Topic: Job Performance

2. (p. 33)

Job performance is formally defined as the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.    TRUE Job performance is formally defined as the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.

AACSB: Analytic Blooms: Remember Colquitt - Chapter 02 #2 Difficulty: 1 Easy Learning Objective: 02-01 What is job performance? Topic: Job Performance

3. (p. 34)

Task performance includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.    TRUE Task performance includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces. While reading a description of a job in an employment ad online, that description will focus on task performance behaviors—the tasks, duties, and responsibilities that are a core part of the job.

AACSB: Analytic Blooms: Remember Colquitt - Chapter 02 #3 Difficulty: 1 Easy Learning Objective: 02-02 What is task performance? Topic: What Does It Mean To Be A "Good Performer"?

4. (p. 34)

Task performance is the set of explicit obligations that an employee must fulfill to receive compensation and continued employment.    TRUE Task performance is the set of explicit obligations that an employee must fulfill to receive compensation and continued employment. Example, for a flight attendant, task performance includes announcing and demonstrating safety and emergency procedures and distributing food and beverages to passengers.

AACSB: Analytic Blooms: Remember Colquitt - Chapter 02 #4 Difficulty: 1 Easy Learning Objective: 02-02 What is task performance? Topic: What Does It Mean To Be A "Good Performer"?

5. (p. 34)

Routine task performance involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.    FALSE Routine task performance involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way.

AACSB: Analytic Blooms: Remember Colquitt - Chapter 02 #5 Difficulty: 1 Easy Learning Objective: 02-02 What is task performance? Topic: What Does It Mean To Be A "Good Performer"?

6. (p. 34)

Adaptive task performance involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.    TRUE Adaptive task performance involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable. Adaptive behaviors are becoming increasingly important as globalization, technological advances, and knowledge-based work increase the pace of change in the workplace.

AACSB: Analytic Blooms: Remember Colquitt - Chapter 02 #6 Difficulty: 1 Easy Learning Objective: 02-02 What is task performance? Topic: What Does It Mean To Be A "Good Performer"?

7. (p. 35)

Creative task performance is the degree to which individuals develop ideas or physical outcomes that are both novel and useful.    TRUE Creative task performance is the degree to which individuals develop ideas or physical outcomes that are both novel and useful.

AACSB: Analytic Blooms: Remember Colquitt - Chapter 02 #7 Difficulty: 1 Easy Learning Objective: 02-02 What is task performance? Topic: What Does It Mean To Be A "Good Performer"?

8. (p. 36)

Creative task performance is an expected behavior limited to jobs such as artist and inventor.    FALSE Creative task performance is not only relevant to jobs such as artist and inventor, its emphasis has been increasing across a wide variety of jobs. Indeed, more than half the total wages and salary in the United States are paid to employees who need to be creative as part of their jobs. 110. (p. 49-50) Explain the forced ranking method using Jack Welch's "vitality curve."    Jack Welch's "vitality curve" forces managers to rank all of their people into one of three categories: the top 20 percent (A players), the vital middle 70 percent (B players), or the bottom 10 percent (C players). The A players are thought to possess "the four Es of GE leadership." The B players are developed. According to Welch, B players are the backbone of the company but lack the passion of As. The C players are those who cannot get the job done and are let go. There are some important controversies to consider. For example, some believe the system is inherently unfair because it forces managers to give bad evaluations to employees who may be good performers, just to reach a preestablished percentage. As another example, employees may become hypercompetitive with one another to avoid finding themselves in a lower category. This type of competitiveness is the opposite of what may be needed in today's team-based organizations. AACSB: Analytic Blooms: Understand Colquitt - Chapter 02 #110 Difficulty: 2 Medium Learning Objective: 02-07 How can organizations use job performance information to manage employee performance? Topic: Application: Performance Management   111. (p. 51) Social networking applications can be used to monitor employee performance. How true is this statement? Explain with an example.    Social networking technology has recently been applied in organizational contexts for the purposes of developing and evaluating employee job performance. It could be used by employees to post and update weekly and quarterly goals, or to get anonymous feedback from colleagues. There are some advantages to these types of systems. They provide performance information that is much timelier, relative to traditional practices that measure performance quarterly or even yearly.