Reference no: EM133350652
True and False Statements
1. Team incentive plans are counterproductive. Inequity is the problem because usually a few people do the work but everyone shares the reward.
2. Execution deficiency that comes from inadequate feedback about performance can be handled through training programs.
3. Bonus is any increase in the basic salary awarded to the employee based on his/her individual performance. ( )
4. Participative set goals produce higher performance, only, when they are higher than the assigned ones; thus, they do not consistently result in higher performance than assigned goals.
5. The performance management system must identify the desired behaviors and provide a form on which managers can rate employees in terms of those behaviors.
6. Compensation is not a consequence of the level of competitiveness prevailing in each industry.
7. Salary Compression is an inequity problem generally results in that longer-term employees earn less than the newly hired for similar position.
8. Benefits have a direct effect on performance; thus, they are provided to the employee regardless of his/her performance.
9. The HR department monitors the performance appraisal system, but it is typically not involved in rating employees.
10. Training fosters engagement but it cannot do miracles due to individuals differences.
11. Hiring highly-skilled employees with great potential eliminates the need to provide orientation and training.
12. Self-ratings are neither reliable nor valid in most cases.