Final answer:
c) Rewards and consequences in the performance management process must be aligned with predetermined criteria and goals. They should be based on evaluating individual performance and linked to performance metrics to ensure fairness and effectiveness.
Step-by-step explanation:
The correct answer regarding the determination of performance rewards/consequences in the performance management process is c) Rewards and consequences must align with predetermined criteria and goals.
Performance management is a comprehensive process that involves evaluating individual performance based on set criteria, which typically includes both quantitative and qualitative measures.
Rewarding effort, compensating for costs incurred, and recognizing individual contributions are all part of a balanced compensation system.
Performance rewards should reflect the value of an employee's contribution to the organization, and consequences for poor performance should also be clearly defined and understood.
It is important that rewards and consequences are not subjective but rather linked to clearly articulated performance metrics and expectations to ensure fairness and effectiveness.
Moreover, performance appraisals play a vital role in the performance management process. They provide a formal opportunity for supervisors to communicate with employees about their performance, offer positive reinforcement for areas of good performance, and discuss any potential rewards or consequences.
Thus, the management process should aim to motivate employees intrinsically and extrinsically, balancing both tangible and intangible forms of recognition.