What is the fundamental tenet of Efficiency Wages

Subject: Business / General Business
Question
1)

What is the fundamental tenet of Efficiency Wages application?

Encouraging a competition among employees by high wages.

Motivating employees by wages to do the right things.

Paying the employees the same as competitors to keep efficiency.

The organization pays its employees more than its competitors.

2.

The Mir Space Station Case is a good illustration of:

Conformity.

Goal Setting.

Attribution bias.

Rewarding A while hoping for B.

3.

According to Professor Cappelli’s lecture, the biggest challenge with designing incentive systems is:

Constant incentives demotivate employees.

Different employees are motivated by different incentives.

The ability to capture and measure employee performance.

Incentives can create competition among employees.

4.

According to research, organizational-level incentives:

May create a “rewarding A while hoping to B” problem.

Are more effective for employees than individual-level incentives.

Are more effective for employees than for executives.

Are effective for employees in the same manner as individual-level incentives.

5.

According to Path Goal Theory, the key element for motivating employees is through:

Providing autonomy in how to achieve the goals.

Providing constructive and close guidance.

Providing challenging goals.

Providing a clear direction to achieve the goals.

6.

Conformity is likely to be most effective for organizations during:

Recruiting stage.

Performance appraisals.

Hiring process.

Onboarding among newcomers.

7.

The Milgram Study is a powerful illustration of:

Behavior Modification.

Imitation.

Compliance.

Conformity.

8.

The Pygmalion Effect is characterized by:

Shaping individuals’ behavior by providing high expectations.

Shaping individuals’ behavior through high compliance.

Shaping individuals’ behavior by providing clear and specific goals.

Shaping individuals’ behavior through role models.

9.

According to Professor Cappelli’s lecture, the biggest reason employee’s leave their job is:

Imbalance between proposed job description and actual job content.

Imbalance between promised career progress and actual promotion.

Imbalance between expected and received salary.

All the above reasons are equally significant and influential.

10.

The common biases of supervisors during performance appraisals are:

Overconfidence and fundamental attribution error.

Fundamental attribution error, self-fulfilling prophecy, and similarity effect.

Similarity effect, attractiveness and dissonance cognitive.

Fundamental attribution error, self-fulfilling prophecy, and Pygmalion effect.

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