The process of rewarding employees by giving them a stake in the company, which further enhances their performance is called the

Related MCQs

• Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?
• How organizations should be rewarding their employees is based:
• The process of giving employees the authority, skills and freedom to perform their task is known as.
• Supervisors can ensure that employees are satisfied with their performance appraisals by ensuring that employees:
• As little as 20% of all human performance problems is attributable to individual employees; as much as 80% of all such problems is attributable to the work environments or systems in which employees work. An example of such problems would be:
• The primary purpose of providing employees with feedback during a Performance eappraisal is to motivate employees to _
• The _____ performance appraisal method ranks the highest employees and lowest employees in alternate order.
• Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the _____ method of performance appraisal.
• Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.
• Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance. What should Stacey do next?