RECAP Chapter 4: Performance management and rewards

Performance management is __________.

• About ensuring that the organization recruits the right people

• About your favourite sports team winning the competition

• About getting rid of underperforming staff

• An on-going activity pertaining to all scenarios where people convene for the purpose of attaining objectives

       The primary purpose of the performance review or appraisal meeting is to __________.

• Reprimand employees to get improved performance

• Fill in the form and send it back to the H.R. Dept.

• Motivate staff for the purpose of improved performance and development

• Give staff their objectives or targets for the period

During the performance review or appraisal meeting the manager should __________.

• Never praise or give positive feedback to the employee.

• Do all of the talking.

• Threaten staff with dismissal.

• Give appropriate positive feedback to motivate staff.

   A S.M.A.R.T. objective is one that is __________.

•    Specific, Measurable, Agreed\Acceptable, Realistic and Timebound *

• Sensitive, Motivational, Assertive, Rounded and Trackable

• Super, Mundane, Achievable, Replaceable and Tuned In

• Specific, Measurable, Achievable, Realistic and Timebound

The key objective of a reward management system is to __________.

• Pay employees for their contribution to the company

• Motivate staff

• Align employees behaviours with organizational outcomes

• All of the above

Which of the following is an example of non-financial workplace rewards?

• Employee assistance programmes

• Bonuses

• Job security

• Maternity/paternity Leaves

Which of the following statements is false about the link between pay and motivation?

• Pay acts as a motivation for people in different ways and is individual to each person

• Maslow believed that pay motivates people throughout their careers

• Direct and indirect pay motivates employees in the workplace

• All of the above

Which of the following statement regarding TOTAL REWARDS is FALSE?

• A total rewards perspective means that an organisation's reward system includes non-financial rewards in addition to direct and indirect compensation.

• Total Rewards includes additional reward dimensions to increase employee attraction, motivation, retention and engagement.

• Total Rewards has far-reaching implications for organisations, as it can focus in part on employee empowerment rather than employer command.

• Job security and flexible of work is not part of the Total rewards.