Chapter 12.4

Question 1

Role perceptions

Answer 1

The employee’s beliefs about what is required to do the job successfully

Question 2

Performance can be rewarded in two ways:

Answer 2

-Extrinsic rewards

-Intrinsic rewards

Question 3

Guidelines for performance management

Answer 3

-Traditional performance monitoring and assessment methods need to be reconsidered.

-Considerations include the use of remote management technology to monitor individuals and teams working remotely.

-This technology can assist in monitoring daily time utilisation and applications usage as well as assisting in workflow management

Question 4

Enhancing employees’ performance

Answer 4

-Design jobs with high motivating potential

-Clearly identify the behaviours and performance achievements that will be rewarded

-Align rewards with what employees’ value

-Provide plenty of feedback

-Provide equitable rewards

Question 5

Diagnosing performance deficiencies

Answer 5

-Assess whether employees have the necessary competencies

-Verify that employees perceive their goals as feasible, yet challenging

-Verify that employees believe that the performance desired by managers is what will be rewarded

Question 6

The principles underlying remuneration ethics include the following:

Answer 6

-Participation of employees in decision-making on remuneration policy, practices, and decisions that affect them.

-Compliance with accepted best professional practice, the prescriptions of good governance as well as statutory requirements.

-Fair and non-discriminatory policy and practices that seek to advance the common good, rather than to advance the interests of any specific group at the expense of others.

Question 7

a list of considerations for ethical remuneration

Answer 7

-Risky business practice
-Performance relatedness
-Remuneration policy and procedure guidelines

-Changing the ‘goal posts’
-Demanding yet achievable performance expectations