11.Because incentives tied to goal accomplishment have a strong effect on employees’ __________, it is critical to ensure that goals do not have unintended consequences.
a.reparationc.compensation
b.behaviord.performance
12.__________specify what level of results will be considered acceptable.
a.Goalsc.Standards
b.Objectivesd.Results
13.__________ are typically linked to different levels of rewards and punishments.
a.Goalsc.Standards
b.Objectivesd.Results
14.In setting goals and __________, it is important to identify which outcomes and measures mean the most to internal and external customers, stakeholders, and employees.
a.conclusionsc.standards
b.objectivesd.results
15.Having too many __________ is distracting rather than performance enabling.
a.goalsc.managers
b.coworkersd.ideas
16.Goals affect __________ by affecting the direction of action, the degree of effort exerted, and persistence in pursuing the goal.
a.understandingc.compensation
b.performanced.strategy
17.In situations where the primary objective is the acquisition of knowledge and skills rather than an increase in effort and persistence, specific challenging learning goals are more appropriate than __________ goals.
a.outcomec.compensation
b.performanced.corrective
18.Nancy is working very hard to make sure the goals for her department are reasonable and __________ with other organizational objectives and motivational tools.
a.rationalc.corrective
b.balancedd.informative
19.Performance feedback from the employee’s supervisor as well as others who are familiar with an employee’s job performance is called a(n) __________.
a.multi-source assessmentc.upward review
b.task acquaintanced.performance information
20.The amount and type of work contact an evaluator has with the person being assessed is called task __________.
a.assessmentc.reviews
b.acquaintanced.information