University Leadership and People: Performance Management Assignment

This assignment solution focuses on the core concepts of people and leadership, specifically addressing performance management. The document begins with a series of true/false questions, testing the understanding of key principles such as performance evaluation, goal setting, and the impact of reinforcement schedules on employee behavior and organizational outcomes. Following this, multiple-choice questions assess comprehension of the performance management process, different types of goals (performance and learning), and the SMART goal framework. The assignment concludes with an explanation of how organizations can leverage reinforcement schedules to enhance organizational performance, emphasizing the importance of positive reinforcement, regular feedback, and recognizing small accomplishments to maintain employee motivation and drive overall success. The solution provides a comprehensive overview of the subject matter.

Running head: PEOPLE AND LEADERSHIP
People and Leadership
Name of the Student:
Name of the University:
Author note:

1PEOPLE AND LEADERSHIP
True and False:
1. Performance management involves monitoring, measuring, and evaluating, but does not
include providing consequences for employees' performance- False
2. Performance management is the same thing as performance appraisal. – False
3. Research has shown that effective performance management generates better organizational
outcomes in areas such as turnover, customer satisfaction, employee commitment, and profits. –
True
4. An effective performance management system consists of four steps that form a feedback
loop. – True
5. The functions of performance management processes include getting employment
development and making employee-related decisions- True.
6. Most performance management systems are considered effective by employees- False
7. One problem with performance management systems is that they aren't adaptable to changing
circumstances. – True
8. Step 1 of the performance management process is defining performance- True
9. A performance goal involves enhancing knowledge or skill. – False
10. Typically, managers overemphasize performance goals and underemphasize learning goals. –
True

2PEOPLE AND LEADERSHIP
Multiple Choice Questions:
The set of processes and managerial behaviors that involve defining, monitoring, measuring,
evaluating, and providing consequences for performance expectations is known as:
Answer: Performance Management.
Which of the following is not a part of effective performance management?
Answer: All of the above are parts of effective performance management.
The first step in effective performance management is:
Answer: Defining performance.
The two basic types of goals are:
Answer: Performance and learning.
A head chef of a restaurant always encouraged his subordinates to be creative in the culinary art.
He did not believe in using prescribed recipes while cooking. He allowed them to create unique
recipes and use different ingredients to prepare dishes. This implied that the head chef
established _________ goals.
Answer: Learning goals.
Barry set himself a goal of bowling at least one game above 250 (out of 300 possible) before the
end of the season. This is a ________ goal.
Answer: Performance Goal
The steps of implementing a goal-setting program are, in order:

3PEOPLE AND LEADERSHIP
Answer: Set the goal, create the action plan, promote goal commitment, and provide
support and feedback
In the context of goal setting, SMART stands for:
Answer: Specific, measurable, attainable, realistic, time-bound.
Which of the following is not a tip for increasing goal commitment and success?
Answer: Keep your goals to yourself.
What kind of goals can be used in most jobs?
Answer: Behavioral goals.

4PEOPLE AND LEADERSHIP
Explain how organizations can use the ideas behind reinforcement schedules to increase
organizational performance.
The importance of schedules of reinforcement in influencing organizational performance
cannot be undermined. By reinforcing the performance of an employee in a positive way, the
employer can essentially increase the likelihood of the employee performing well in the next
time as well. However, reinforcements should take place after each step of a goal is
accomplished. At every step, financial rewards may not be given. However, the employer can
offer performance certificate of appreciation to the deserving employee, or offer him a free
movie ticket for the little progress he has made by working overtime on the concerned project.
The accomplishment of a bog project takes time, and in the process employees often lose
enthusiasm. Hence, employers should encourage them with positive reinforcements for small
accomplishments such as for meeting project deadline or recommending an innovative idea
relevant to the project at hand. The more an employee will be positively reinforced, the more
motivated will he feel to work dedicatedly till the end. Further, if he feels his performance is
reviewed and monitored at regular intervals, he will stay more focused on work. This will boost
the organizational performance of the company. Thus, every instance of the target behavior
needs to be reinforced.