SPEA V185 FINAL actual QUESTIONS ANSWERS

SPEA V185 FINAL actual / QUESTIONS + ANSWERS verified/GRADED A+

What strategies should managers and policymakers use to reduce/eliminate these behaviors?add new/additional measures; change existing measures; rely/cultivate intrinsic norms to limit misbehavior; avoid high- powered incentives (top-down v. bottom-up efforts)

What reasons would explain why internal/voluntary uses of performance data may be more effective than external accountability-oriented performance management policies?less heterogeneity in preferences of actors within an agency than within Congress or the public; fewer veto points and less gridlock; agency officials and employees may be more strongly motivated than politicians to ensure that policy implementation is effective; if data use is cast as a tool for learning and growth, it can be used to empower and motivate employees, rather than to simply reward

How do data learning teams in K-12 use performance data to improve teaching and student outcomes?

BOTTOM-UP APPROACH: data is collected by each teacher that

shows which outcomes students have learned well and which 1 / 4

have not been learned as well, NOT designed as an accountability mechanism, but rather as a tool to better learn about what works best in the classroom

What factors should leaders consider when designing and implementing a performance management system within their organization?

selection of performance indicators: feasible to collect and

measure, based on the outcomes or goals that are most important, refined/detailed enough to provide actionable information, appropriate for comparisons (over time and across agencies or unites), achievable but aspirational goals, participative processes to select and evaluate performance

Communication of Data: performance should be put into

context and system should be open and transparent

What were the Hawthorne experiments?multiyear study by the Elton Mayo team at the Hawthorne Plant

Began with the classical organization theory assumption that productivity was shaped by organizational settings such as amount of light, flow of materials, and wage plans

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Instead, discovered that social psychological factors had more significant effect on the work behavior's of employees than physiological factors

How did the Hawthorne experiment findings set the stage for modern efforts to understand and improve employee motivation?showed that complex, interacting variables make the difference in motivating people (attention paid to workers as individuals, workers' control over their own work, differences between individuals' needs, management's willingness to listen, etc)

What is the Hawthorne effect?the discovery that production increases were due to the presence of observers (not environmental factors such as lighting)

According to the two-factor theory of motivation described by Herzberg, what are motivation needs and what are hygiene needs?Hygiene needs are those factors that provide dissatisfaction at

work, if they are not attended to (example: you will probably

less motivated in the course if the room is always too hot/cold or if it smells bad)). If these things are satisfactory, it won't really lead to motivation. Hygiene factors are the things that 3 / 4

are necessary for you to get started, but they won't drive you

to success. Includes: work conditions, salary, status, and

security

Motivators are the things that get you working because you get

some intrinsic reward from them: achievement, recognition,

responsibility, etc.

According to the two-factor theory by Herzberg, what practices should managers employ to improve motivation?Managers need to eliminate the causes of dissatisfaction by dealing with hygiene needs. In addition, they also have to create satisfaction, which is achieved through job enlargement and job enrichment.

What assumptions do Theory X and Theory Y make about employees?

Sees employees as two schools of thought: lazy, lack of

ambition dislike responsibility, self-centered, gullible (Theory X). Or, energetic, ambitious, selfless, want to contribute to business growth and change, etc. (Theory Y).

What are the implications for each set of assumptions when it comes to managing and supervising employees?

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