Final answer:
The statement about the three criteria for the distribution of rewards—based on performance results, performance actions and behaviors, and nonperformance considerations—is true. These criteria encompass a range of factors from measurable results to individual behaviors and external factors such as cost of living.
Step-by-step explanation:
The statement regarding the three general criteria for the distribution of rewards is true. Generally, rewards in a work environment or an organization are based on different criteria. These can be:
- Performance: Results - Rewards are given based on the outcomes or the tangible results of one's work activity. This could include meeting sales targets, completing projects on time, etc.
- Performance: Actions and behaviors - This aspect focuses on how the work is done, encompassing the individual's actions, behaviors, professionalism, adherence to company values, teamwork, and more.
- Nonperformance considerations - These factors might include tenure, market rates, cost of living adjustments, or other factors not directly tied to job performance.
Additionally, other philosophies of reward distribution mentioned could include:
- Contribution: People should be rewarded for their work activity according to the value of their contribution to the social product.
- Effort: Rewards should be given according to the effort expended in work activity.
- Compensation: Rewards should be based on the costs individuals incur in their work activity.
When individual performance cannot be evaluated, or the task is easy, alternate criteria outside of direct performance measures may be used for reward distribution.