MGMT6206 - Group 5

Video Quiz

A video quizz on Employee Reward and Performance

Téléchargez la version pour jouer sur papier

Dupliquer

Créer un défi

Imprimer le PDF

À propos de Video Quiz

management

rewards

Âge recommandé: 18 ans

2 fois fait

Créé par

Agustin Smith

Belize

Top 10 résultats

1

Agustin Smith

10 Juillet 2019

01:24

temps

48

but

Voulez-vous apparaître dans le Top 10 de ce jeu?

Connectez-vous

pour vous identifier.

Créez votre propre jeu gratuite à partir de notre créateur de jeu

Créez video quiz

Affrontez vos amis pour voir qui obtient le meilleur score dans ce jeu

Créer un défi


MGMT6206 - Group 5Version en ligne A video quizz on Employee Reward and Performance par Agustin Smith 1 Who created the goal-setting theory? Written answer 2 According to Adam’s theory, what motivates employees? Select one or more answers a Money b Fairness c Appreciation d Bonus 3 What does the expectancy theory state? Written answer 4 Select the extrinsic reward Select one or more answers a Salary Increase b Pat on the back c Growth d Knowledge 5 Identify the intrinsic reward Select one or more answers a Bonuses b Gifts c Feedback d Trophies 6 What are the three components of performance? Written answer 7 1. Choose the most appropriate answer when rewards do not contribute to high performance Select one or more answers a Review and revise compensation package (monetary and nonmonetary) b Development job knowledge/skills c Motivate by purpose and not on rewards only d All of the above 8 Name 3 factors for better performance and personal satisfaction Written answer 9 Do you think the employee was happy? Select one or more answers a Yes b No Explanation 1 Learn more: Clarity: goals need to be clear and easy to understand Challenge: Goals should be challenging enough to motivate an employee to increase performance Commitment: The employee must be committed. The manager should agree on realistic and sensible targets, make sure the rewards associated with the goals are wanted, desirable and the reward process transparent. Feedback: As the employee work towards the goal regular feedback should be given. Task Complexity: For a goal to be motivating it should not be too complexed. High complicated goals can be overwhelming and demotivating 2 What are inputs and outputs? Inputs – are the employee’s contribution to the organization. For example, commitment shown, number of hours worked, experience brought to the role etc. Outputs are what the employee receives as a result of their inputs. These benefits can be tangible (salary, bonus) or intangible (recognition, sense of achievement etc.) 3 Rewards must be linked directly to performance and how the recipient is rewarded should be transparent. Rewards should also be deserved and wanted. 4 Examples of extrinsic rewards • Bonuses: Usually annually, Bonuses motivates the employee to put in all activities and efforts during the year to achieve more than a satisfactory appraisal that increases the chance of earning several salaries as lump sum. • Salary raise: Is achieved after hard work and effort of employees, attaining and acquiring new skills or academic certificates and as appreciation for employee’s duty (yearly increments) in an organization. This type of reward offers long-term satisfaction to employees • Gifts: Are considered short-term. Mainly presented as a token of appreciation for an achievement or obtaining an organization's desired goal. Any employee would appreciate a tangible matter that boosts their self-esteem for the reason of recognition and appreciation from the management. 5 Examples of intrinsic rewards • Information / feedback: This type of rewards offers guidance to employees whether positive (remain on track) or negative (guidance to the correct path). This also creates a bond and adds value to the relationship between managers and employees. • Recognition: This type of reward may take the presence of being formal for example meeting or informal such as a "pat on the back" to boost employee self-esteem and happiness which will result into additional contributing efforts. • Trust/empowerment: Trust is a vital aspect between living individuals in order to add value to any relationship. This form of reliance is essential in order to complete tasks successfully. Also, takes place in empowerment when managers delegate tasks to employees. 9 Give your reason in the forum.

MGMT6206 - Group 5Version en ligne

A video quizz on Employee Reward and Performance

Who created the goal-setting theory?

Written answer

According to Adam’s theory, what motivates employees?

Select one or more answers

Money

Fairness

Appreciation

Bonus

What does the expectancy theory state?

Written answer

Select the extrinsic reward

Select one or more answers

Salary Increase

Pat on the back

Growth

Knowledge

Identify the intrinsic reward

Select one or more answers

Bonuses

Gifts

Feedback

Trophies

What are the three components of performance?

Written answer

1. Choose the most appropriate answer when rewards do not contribute to high performance

Select one or more answers

Review and revise compensation package (monetary and nonmonetary)

Development job knowledge/skills

Motivate by purpose and not on rewards only

All of the above

Name 3 factors for better performance and personal satisfaction

Written answer

Do you think the employee was happy?

Select one or more answers

Yes

Explanation

Learn more: Clarity: goals need to be clear and easy to understand Challenge: Goals should be challenging enough to motivate an employee to increase performance Commitment: The employee must be committed. The manager should agree on realistic and sensible targets, make sure the rewards associated with the goals are wanted, desirable and the reward process transparent. Feedback: As the employee work towards the goal regular feedback should be given. Task Complexity: For a goal to be motivating it should not be too complexed. High complicated goals can be overwhelming and demotivating

What are inputs and outputs? Inputs – are the employee’s contribution to the organization. For example, commitment shown, number of hours worked, experience brought to the role etc. Outputs are what the employee receives as a result of their inputs. These benefits can be tangible (salary, bonus) or intangible (recognition, sense of achievement etc.)

Rewards must be linked directly to performance and how the recipient is rewarded should be transparent. Rewards should also be deserved and wanted.

Examples of extrinsic rewards • Bonuses: Usually annually, Bonuses motivates the employee to put in all activities and efforts during the year to achieve more than a satisfactory appraisal that increases the chance of earning several salaries as lump sum. • Salary raise: Is achieved after hard work and effort of employees, attaining and acquiring new skills or academic certificates and as appreciation for employee’s duty (yearly increments) in an organization. This type of reward offers long-term satisfaction to employees • Gifts: Are considered short-term. Mainly presented as a token of appreciation for an achievement or obtaining an organization's desired goal. Any employee would appreciate a tangible matter that boosts their self-esteem for the reason of recognition and appreciation from the management.

Examples of intrinsic rewards • Information / feedback: This type of rewards offers guidance to employees whether positive (remain on track) or negative (guidance to the correct path). This also creates a bond and adds value to the relationship between managers and employees. • Recognition: This type of reward may take the presence of being formal for example meeting or informal such as a "pat on the back" to boost employee self-esteem and happiness which will result into additional contributing efforts. • Trust/empowerment: Trust is a vital aspect between living individuals in order to add value to any relationship. This form of reliance is essential in order to complete tasks successfully. Also, takes place in empowerment when managers delegate tasks to employees.

Give your reason in the forum.

MGMT6206 - Group 5

Video Quiz

Téléchargez la version pour jouer sur papier

Créé par

Top 10 résultats

Top Jeux

Compléter

Completar un texto en inglés.

Compléter

partes de una planta

MGMT6206 - Group 5Version en ligne

par Agustin Smith

Who created the goal-setting theory?

Written answer

According to Adam’s theory, what motivates employees?

Select one or more answers

What does the expectancy theory state?

Written answer

Select the extrinsic reward

Select one or more answers

Identify the intrinsic reward

Select one or more answers

What are the three components of performance?

Written answer

1. Choose the most appropriate answer when rewards do not contribute to high performance

Select one or more answers

Name 3 factors for better performance and personal satisfaction

Written answer

Do you think the employee was happy?

Select one or more answers

Explanation