BUSI 240 quiz 3 solutions complete answers

BUSI 240 quiz 3 solutions complete answers 

 

Job specialization increases efficiency because it includes fewer mental and physical skills, shorter work cycles, less variety of tasks, and more precise job matching.

 

Tess is new to the team. She comes with quite the résumé of experience, yet it is from another company. She will need to interact with others to get the job done by sharing materials, information, and expertise. She will be engaging in task

 

Employees assembling complete computer modems would have higher task identity than those assembling only one component and passing it along to others for further assembly.

 

Employees are more likely to feel meaningfulness in jobs with a high degree of task variety, task identity, and task significance.

 

Goal setting is most effective when

 

Treating people with respect is one of the rules of ________ justice.

 

According to ________ theory, leaders with a strong need for personalized power will be less effective.

 

A person’s hierarchy of needs is influenced by his or her

 

People with a high need for ________ tend to be more effective in jobs responsible for cultivating long-term relationships.

 

The core elements of organizational behavior modification are depicted by the A-B-C model, in which A, B, and C stand for

 

According to expectancy theory, providing coaching to an employee who lacks self-confidence is most likely to increase the employee’s ________ expectancy.

 

When people experience procedural injustice, a common response is that they

 

The scientific management toolkit consists of all of the following except

 

Gainsharing plans tend to

 

In expectancy theory, the ________ expectancy is the perceived probability that a specific behavior or performance level will lead to a particular outcome.

 

Which of the following jobs might have difficulty working within Taylor's scientific management principles?

 

Which of the following rewards motivate employees to compete for promotions?

 

Which of the following is  not a main source of multisource (360-degree) feedback?

 

According to the needs hierarchy theory, the concept of ________ suggests that people are naturally motivated to reach their potential.

 

Jalen takes his work very seriously. He feels his work has direct impact on the job outcomes. He has a sense of

 

One of the strongest advocates of job specialization was

 

Which of the following is not a main source of multisource (360-degree) feedback?

 

________ occurs when an individual's outcome/input ratio is lower than the outcome/input ratio of a comparison other.

 

According to four-drive theory, the drive to __________________ is the foundation of competition and the basis of our need for esteem. 

 

Team rewards

 

A need for achievement is when people

 

Which of the following components are enhanced by individualizing rewards?

 

Equity theory research has found that employees who feel _____ tend to alter their perceptions of inputs and outcomes rather than attempt to actually change them. 

 

Which one of the following characteristic is considered the core motivational element of job design?

 

Which of the following steps occurs in self-leadership immediately after identifying goals that are specific, relevant, and challenging?

 

Question 1 
2 out of 2 points

 
 
 
Which of the following does the expectancy theory explain about employees?
 
 
 
 
 
 
 
Question 2 
2 out of 2 points

 
 
 
According to ________ theory, social norms, past experience, and personal values translate emotional signals into goal-directed effort. 
 
 
 
 
 
 
 
Question 3 
2 out of 2 points

 
 
 
Scenario C

Jill is a manager at a call center that recently received some bad reviews of its performance. Recently, her supervisor discussed her need to increase morale among her subordinates because he believed that this would result in better customer service, which in turn would increase repeat business and decrease customer complaints. Jill has decided that following expectancy theory would be the best way to motivate her subordinates.

If Jill wanted to increase E-to-P expectancies, what should she do?
 
 
 
 
 
 
 
Question 4 
2 out of 2 points

 
 
 
According to ________ theory, the drives to acquire, bond, and learn are proactive. 
 
 
 
 
 
 
 
Question 5 
2 out of 2 points

 
 
 
________ is an individual's perceived probability that a particular level of effort will result in a particular level of performance.
 
 
 
 
 
 
 
Question 6 
2 out of 2 points

 
 
 
When employees want to improve their ________, they seek out positive feedback from social sources. 
 
 
 
 
 
 
 
Question 7 
2 out of 2 points

 
 
 
According to expectancy theory, an outcome that opposes our values has
 
 
 
 
 
 
 
Question 8 
2 out of 2 points

 
 
 
________ states that much learning and motivation occurs by observing and modeling others, as well as by anticipating the consequences of our behavior.
 
 
 
 
 
 
 
Question 9 
2 out of 2 points

 
 
 
The most effective reinforcement schedule for learning new tasks is
 
 
 
 
 
 
 
Question 11 
2 out of 2 points

 
 
 
According to ________ theory, companies should not hire leaders with a strong need for personalized power. 
 
 
 
 
 
 
 
Question 12 
2 out of 2 points

 
 
 
Goal setting is most effective when
 
 
 
 
 
 
 
Question 13 
2 out of 2 points

 
 
 
A mid-sized city introduced a reward system whereby employees would find ways to reduce costs and increase work efficiency. Every employee would receive a portion of the surplus budget resulting from these cost savings. Which of the following reward systems is this city using?
 
 
 
 
 
 
 
Question 14 
2 out of 2 points

 
 
 
Which of the following is the primary aspect of job enlargement?
 
 
 
 
 
 
 
Question 17 
2 out of 2 points

 
 
 
Which of the following refers to the result of the division of labor in which work is subdivided into separate jobs assigned to different people?
 
 
 
 
 
 
 
Question 18 
2 out of 2 points

 
 
 
Tasha is new to the team. She comes with quite the résumé of experience, yet it is from another company. She will need to interact with others to get the job done by sharing materials, information, and expertise. She will be engaging in
 
 
 
 
 
 
 
Question 19 
2 out of 2 points

 
 
 
Which of the following is an advantage of using competency-based financial rewards?
 
 
 
 
 
 
 
Question 21 
2 out of 2 points

 
 
 
________ is influencing oneself to establish the self-direction and self-motivation needed to perform a task.
 
 
 
 
 
 
 
Question 22 
2 out of 2 points

 
 
 
________ is the process of keeping track at regular intervals of one's progress toward a goal by using naturally occurring feedback.
 
 
 
 
 
 
 
Question 23 
2 out of 2 points

 
 
 
Scenario C

A cable TV company redesigned jobs so that one employee interacts directly with customers, connects and disconnects their cable service, installs their special services, and collects overdue accounts in an assigned area. They also decided to do away with scripted customer interaction manuals and allow each employee to determine how best to interact with each customer. Previously, each task was performed by a different person, and the customer interacted only with someone at the head office.

This change is an example of
 
 
 
 
 
 
 
Question 24 
2 out of 2 points

 
 
 
Which of the following is true about skill-based pay plans?
 
 
 
 
 
 
 
Question 25 
2 out of 2 points

 
 
 
Employees are said to be empowered when they
 
 
 
 
 
 
 
 

· Question 1

2 out of 2 points

 
 
 
________ is higher when the decision maker is perceived as unbiased.
 
 
 
 
 
 
 
·         Question 2

2 out of 2 points

 
 
 
________ coaching is the approach to feedback in which an employee's potential is maximized by focusing on his or her strengths rather than weaknesses.
 
 
 
 
 
 
 
·         Question 3

2 out of 2 points

 
 
 
Effective feedback
 
 
 
 
 
 
 
·         Question 4

2 out of 2 points

 
 
 
A significant discovery in equity theory research is that people tend to keep ________ comparison other(s) throughout their working lives.
 
 
 
 
 
 
 
·         Question 5

2 out of 2 points

 
 
 
Which of the following does Maslow's needs hierarchy theory include?
 
 
 
 
 
 
 
·         Question 6

2 out of 2 points

 
 
 
________ are events preceding the behavior.
 
 
 
 
 
 
 
·         Question 7

2 out of 2 points

 
 
 
The main implication of the four-drive theory of motivation is that
 
 
 
 
 
 
 
·         Question 8

2 out of 2 points

 
 
 
Goal setting influences employee behavior and performance mainly by improving
 
 
 
 
 
 
 
·         Question 9

2 out of 2 points

 
 
 
According to the four-drive theory, which of the following drives is the foundation of competition and the basis of our need for esteem?
 
 
 
 
 
 
 
·         Question 10

2 out of 2 points

 
 
 
The distributive justice rule employs the concept of
 
 
 
 
 
 
 
·         Question 11

2 out of 2 points

 
 
 
________ is an individual's perceived probability that a particular level of effort will result in a particular level of performance.
 
 
 
 
 
 
 
·         Question 12

2 out of 2 points

 
 
 
In expectancy theory, ________ expectancies are influenced by the individual's belief that he or she can successfully complete the task.
 
 
 
 
 
 
 
·         Question 14

2 out of 2 points

 
 
 
When applied to non-management employees, which of the following has a weak connection between the reward and individual effort?
 
 
 
 
 
 
 
·         Question 15

2 out of 2 points

 
 
 
________ is influencing oneself to establish the self-direction and self-motivation needed to perform a task.
 
 
 
 
 
 
 
·         Question 16

 

 
 
 
Scenario D

Michael is a new manager for a high-powered company. He has inherited a unit that has low morale, poor performance, and high turnover. He needs to find a way to empower his employees. Based on the information below, identify which dimension he has chosen to employ.

The first thing Michael did was stop the micromanagement of the employees' daily time, where they were e-mailing the entire team "here," "at lunch," "on break," etc. This is an example of
 
 
 
 
 
 
 
·         Question 17

2 out of 2 points

 
 
 
According to Herzberg, which of the following is a hygiene factor?
 
 
 
 
 
 
 
·         Question 19

2 out of 2 points

 
 
 
Which of the following is a concept that is represented by four dimensions: self-determination, meaning, competence, and impact of the individual's role in the organization?
 
 
 
 
 
 
 
·         Question 20

2 out of 2 points

 
 
 
Which of the following is a component of empowerment?
 
 
 
 
 
 
 
·         Question 21

2 out of 2 points

 
 
 
Scenario E

Staff Up! is determined to begin to grow their own leaders because they see it as being key to success. They know they will have to work with each employee to build their skills. Answer the following questions.

Manuel is often seen sitting at his desk mumbling. When asked if all is alright, he often comments that he cannot perform like the others on his team. He is engaging in
 
 
 
 
 
 
 
·         Question 22

2 out of 2 points

 
 
 
________ occurs when the source of motivation is controlled by the individual and experienced from the activity itself.
 
 
 
 
 
 
 
·         Question 23

2 out of 2 points

 
 
 
Before meeting a new client, a salesperson visualizes the experience of meeting the person and effectively answering some of the challenging questions the client might ask. This activity is an example of
 
 
 
 
 
 
 
·         Question 25

 

 
 
 
In order to have high self-leadership ability, you must also be
 
 
 
 
 
 
 
 

· Question 1

2 out of 2 points

 
 
 
According to ________ theory, social norms, past experience, and personal values translate emotional signals into goal-directed effort.
 
 
 
 
 
 
 
·         Question 2

2 out of 2 points

 
 
 
The ________ refers to the fairness of the procedures used to decide the distribution of resources.
 
 
 
 
 
 
 
·         Question 3

2 out of 2 points

 
 
 
According to equity theory
 
 
 
 
 
 
 
·         Question 4

2 out of 2 points

 
 
 
According to four-drive theory, organizations maximize motivation by focusing employees on opportunities to fulfill ________ of the four drives.
 
 
 
 
 
 
 
·         Question 5

2 out of 2 points

 
 
 
In expectancy theory, "valence" refers to the
 
 
 
 
 
 
 
·         Question 6

2 out of 2 points

 
 
 
Which of the following statements portrays the essence of appreciative coaching?
 
 
 
 
 
 
 
·         Question 7

 

 
 
 
The typical employee is ________ the organization.
 
 
 
 
 
 
 
·         Question 8

2 out of 2 points

 
 
 
With respect to procedural justice, the "value-expressive" function that "voice" provides refers to the
 
 
 
 
 
 
 
·         Question 9

2 out of 2 points

 
 
 
People with a high need for affiliation tend to
 
 
 
 
 
 
 
·         Question 10

2 out of 2 points

 
 
 
Which of these theories states that we are motivated by several needs, but the strongest source is the lowest unsatisfied need?
 
 
 
 
 
 
 
·         Question 11

2 out of 2 points

 
 
 
Which of the following does the expectancy theory explain about employees?
 
 
 
 
 
 
 
·         Question 12

2 out of 2 points

 
 
 
________ potentially improves employee performance by increasing motivation and clarifying role perceptions.
 
 
 
 
 
 
 
·         Question 13

2 out of 2 points

 
 
 
________ is the process of keeping track at regular intervals of one's progress toward a goal by using naturally occurring feedback.
 
 
 
 
 
 
 
·         Question 14

2 out of 2 points

 
 
 
Johnson Inc. has introduced job rotation to the line workers. Management is hoping that they will see less injuries and improved
 
 
 
 
 
 
 
·         Question 15

2 out of 2 points

 
 
 
Scenario D

Michael is a new manager for a high-powered company. He has inherited a unit that has low morale, poor performance, and high turnover. He needs to find a way to empower his employees. Based on the information below, identify which dimension he has chosen to employ.

At the next unit meeting, Michael asked for feedback on what was working and what needed improvements. He wanted the employees to feel free to share their opinions because their work was key to the success of the company. He wanted them to see their
 
 
 
 
 
 
 
·         Question 16

2 out of 2 points

 
 
 
Scenario E

Staff Up! is determined to begin to grow their own leaders because they see it as being key to success. They know they will have to work with each employee to build their skills. Answer the following questions.

Manuel is often seen sitting at his desk mumbling. When asked if all is alright, he often comments that he cannot perform like the others on his team. He is engaging in
 
 
 
 
 
 
 
·         Question 17

2 out of 2 points

 
 
 
Which of the following refers to the result of the division of labor in which work is subdivided into separate jobs assigned to different people?
 
 
 
 
 
 
 
·         Question 18

2 out of 2 points

 
 
 
________ is influencing oneself to establish the self-direction and self-motivation needed to perform a task.
 
 
 
 
 
 
 
·         Question 19

2 out of 2 points

 
 
 
Which of the following is an advantage of job specialization?
 
 
 
 
 
 
 
·         Question 20

2 out of 2 points

 
 
 
How can companies improve the pay–performance linkage?
 
 
 
 
 
 
 
·         Question 21

2 out of 2 points

 
 
 
Empowerment is higher in organizations that
 
 
 
 
 
 
 
·         Question 22

2 out of 2 points

 
 
 
With the right individuals, job characteristics, and organizational environment, empowerment can substantially improve motivation and performance. However, organizational and cultural conditions can limit the extent to which the conditions for empowerment produce feelings of empowerment because of
 
 
 
 
 
 
 
·         Question 23

2 out of 2 points

 
 
 
Which of the following is true about stock option plans?
 
 
 
 
 
 
 
·         Question 24

2 out of 2 points

 
 
 
Scenario C

A cable TV company redesigned jobs so that one employee interacts directly with customers, connects and disconnects their cable service, installs their special services, and collects overdue accounts in an assigned area. They also decided to do away with scripted customer interaction manuals and allow each employee to determine how best to interact with each customer. Previously, each task was performed by a different person, and the customer interacted only with someone at the head office.

This change is an example of
 
 
 
 
 
 
 
·         Question 25

2 out of 2 points

 
 
 
Which one of the following rewards represents the largest part of most paychecks?
 
 
 
 
 
 
 
 

·         Question 1

2 out of 2 points

 
 
 
What are some of the drivers of employee engagement discussed in the text?
 
 
 
 
 
 
 
·         Question 2

2 out of 2 points

 
 
 
Which of the following theories of motivation is based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes?
 
 
 
 
 
 
 
·         Question 3

2 out of 2 points

 
 
 
________ theory states that everyone has the drive to acquire, bond, learn, and defend.
 
 
 
 
 
 
 
·         Question 4

2 out of 2 points

 
 
 
Four-drive theory recommends that organizations should
 
 
 
 
 
 
 
·         Question 5

2 out of 2 points

 
 
 
A way to increase an employee's ________ expectancy regarding a specific task is to increase the person's self-confidence through counseling and coaching.
 
 
 
 
 
 
 
·         Question 6

2 out of 2 points

 
 
 
Goal setting tends to be more effective when goals are
 
 
 
 
 
 
 
·         Question 7

2 out of 2 points

 
 
 
Which of the following statements portrays the essence of appreciative coaching?
 
 
 
 
 
 
 
·         Question 8

2 out of 2 points

 
 
 
________ is higher when the decision maker is perceived as unbiased.
 
 
 
 
 
 
 
·         Question 10

2 out of 2 points

 
 
 
To increase goal performance, employees should participate in the goal-setting process
 
 
 
 
 
 
 
·         Question 11

2 out of 2 points

 
 
 
According to expectancy theory, an outcome that opposes our values has
 
 
 
 
 
 
 
·         Question 12

2 out of 2 points

 
 
 
Which drive in the four-drive theory is reactive rather than proactive?
 
 
 
 
 
 
 
·         Question 13

2 out of 2 points

 
 
 
Which one of the following rewards represents the largest part of most paychecks?
 
 
 
 
 
 
 
·         Question 14

2 out of 2 points

 
 
 
________ is the process of keeping track at regular intervals of one's progress toward a goal by using naturally occurring feedback.
 
 
 
 
 
 
 
·         Question 15

2 out of 2 points

 
 
 
Which one of the following types of rewards motivates employees to learn new skills?
 
 
 
 
 
 
 
·         Question 16

2 out of 2 points

 
 
 
________ is the degree to which employees can tell how well they are doing on the basis of direct sensory information from the job itself.
 
 
 
 
 
 
 
·         Question 17

2 out of 2 points

 
 
 
The problem with membership- and seniority-based rewards is that they
 
 
 
 
 
 
 
·         Question 18

2 out of 2 points

 
 
 
When applied to non-management employees, which of the following has a weak connection between the reward and individual effort?
 
 
 
 
 
 
 
·         Question 19

2 out of 2 points

 
 
 
Employees are said to be empowered when they
 
 
 
 
 
 
 
·         Question 21

 

 
 
 
Rewards work best when they are valued. Which reward below would an employee value?
 
 
 
 
 
 
 
·         Question 22

2 out of 2 points

 
 
 
Scenario E

Staff Up! is determined to begin to grow their own leaders because they see it as being key to success. They know they will have to work with each employee to build their skills. Answer the following questions.

As the unit supervisor, Dionne has begun to allow flexible scheduling for those who want to try it. She is hoping by allowing the flexibility, production will increase. Which self-leadership strategy is she employing?
 
 
 
 
 
 
 
·         Question 23

2 out of 2 points

 
 
 
Which of the following is true about skill-based pay plans?
 
 
 
 
 
 
 
· Question 1 
 

 
 
 
When people are assigned to jobs for which they are qualified and they receive coaching to improve their self-confidence, employee motivation improves by
 
 
 
 
 
 
 
· Question 2 
2 out of 2 points

 
 
 
People with a high need for ________ tend to be more effective in jobs that require them to mediate conflicts.
 
 
 
 
 
 
 
· Question 3 
2 out of 2 points

 
 
 
Scenario B

Jessie and Paul have worked in the same office at DEF Insurance LLC for 6 years. Jessie has always taken extra care to follow the office norms and ensure that everyone has a happy and harmonious working experience. Paul has been very driven during his years at DEF Insurance, and though he started as an insurance agent, he has since been promoted to the agency manager and proudly displays all of his awards on the wall of his new office.

According to four-drive theory, Paul most likely has a high
 
 
 
 
 
 
 
· Question 4 
2 out of 2 points

 
 
 
In expectancy theory, ________ expectancies are influenced by the individual's belief that he or she can successfully complete the task.
 
 
 
 
 
 
 
· Question 5 
2 out of 2 points

 
 
 
To learn about their progress toward goal accomplishment, employees usually prefer
 
 
 
 
 
 
 
· Question 6 
2 out of 2 points

 
 
 
Goal setting tends to be more effective when goals are
 
 
 
 
 
 
 
· Question 7 
2 out of 2 points

 
 
 
________ is higher when the decision maker is perceived as unbiased.
 
 
 
 
 
 
 
· Question 8 
2 out of 2 points

 
 
 
According to ________ theory, companies should not hire leaders with a strong need for personalized power.
 
 
 
 
 
 
 
· Question 9 
2 out of 2 points

 
 
 
The best reinforcement schedule for motivating employees is
 
 
 
 
 
 
 
· Question 10 
2 out of 2 points

 
 
 
________ feedback is information about an employee's performance, collected from a full circle of people, including subordinates, peers, supervisors, and customers.
 
 
 
 
 
 
 
· Question 11 
2 out of 2 points

 
 
 
Which of the following is a major criticism of Maslow's needs hierarchy theory?
 
 
 
 
 
 
 
· Question 12 
2 out of 2 points

 
 
 
________ coaching is the approach to feedback in which an employee's potential is maximized by focusing on his or her strengths rather than weaknesses.
 
 
 
 
 
 
 
· Question 13 
2 out of 2 points

 
 
 
Which of the following is a criticism of Taylor's theory of scientific management?
 
 
 
 
 
 
 
· Question 14 
2 out of 2 points

 
 
 
Which reward system tends to discourage poor performers from voluntarily leaving the organization?
 
 
 
 
 
 
 
· Question 15 
2 out of 2 points

 
 
 
According to Taylor, the most effective companies have
 
 
 
 
 
 
 
· Question 16 
2 out of 2 points

 
 
 
Which of the following is true about stock option plans?
 
 
 
 
 
 
 
· Question 17 
2 out of 2 points

 
 
 
Which of the following minimizes health risks from repetitive strain and heavy lifting because employees use different muscles and physical positions in the various jobs?
 
 
 
 
 
 
 
· Question 18 
2 out of 2 points

 
 
 
Scenario C

A cable TV company redesigned jobs so that one employee interacts directly with customers, connects and disconnects their cable service, installs their special services, and collects overdue accounts in an assigned area. They also decided to do away with scripted customer interaction manuals and allow each employee to determine how best to interact with each customer. Previously, each task was performed by a different person, and the customer interacted only with someone at the head office.

This change most likely increased all of the following for each employee except
 
 
 
 
 
 
 
· Question 19 
2 out of 2 points

 
 
 
Which of these contemporary organizational behavior practices was popularized by Fredrick Taylor in his work on scientific management?
 
 
 
 
 
 
 
· Question 20 
2 out of 2 points

 
 
 
Which of these statements about self-leadership is true?
 
 
 
 
 
 
 
· Question 21 
2 out of 2 points

 
 
 
The motivational effect of money is ________ was previously believed, and this effect is due more to its symbolic value than to what it can buy.
 
 
 
 
 
 
 
· Question 22 
2 out of 2 points

 
 
 
________ is the degree to which employees can tell how well they are doing on the basis of direct sensory information from the job itself.
 
 
 
 
 
 
 
· Question 23 
2 out of 2 points

 
 
 
Scenario C

A cable TV company redesigned jobs so that one employee interacts directly with customers, connects and disconnects their cable service, installs their special services, and collects overdue accounts in an assigned area. They also decided to do away with scripted customer interaction manuals and allow each employee to determine how best to interact with each customer. Previously, each task was performed by a different person, and the customer interacted only with someone at the head office.

This change is an example of
 
 
 
 
 
 
 
· Question 24 
2 out of 2 points

 
 
 
Scenario E

Staff Up! is determined to begin to grow their own leaders because they see it as being key to success. They know they will have to work with each employee to build their skills. Answer the following questions.

In Scenario E, Jillian has a determination but she is struggling to complete her professional development plan for the upcoming year. She needs guidance with
 
 
 
 
 
 
 
· Question 25 
2 out of 2 points

 
 
 
The problem with membership- and seniority-based rewards is that they
 
 
 
 

 

A problem with seniority-based rewards is that they cause higher turnover.

 

A video journalist is someone who performs all jobs previously done by a traditional news team—from operating the camera to reporting the story. Thus, a video journalist is an example of job enlargement and job enrichment.

 

According to Herzberg's motivation-hygiene theory, only characteristics of the job (and not the work environment) motivate employees.

 

According to the job characteristics model, experienced meaningfulness increases with the level of job feedback.

 

Adam Smith introduced the principles of scientific management.

 

All employees feel more motivated to perform their jobs when the core job characteristics are increased.

 

An advantage of competency-based rewards is that measuring employee competencies is mostly done through objective measurement methods.

 

An element of self-leadership involves keeping track of our progress toward goals.

 

Companies are applying job specialization when employees are made directly responsible for specific customers and having them communicate directly with those customers.

 

Companies motivate employees mainly by designing interesting and challenging jobs.

 

Companies should use individual-level performance-based pay when jobs are highly interdependent.

 

Competency-based rewards are consistent with the concept of employability.

 

Competency-based rewards pay employees based on their seniority in the organization.

 

Competency-based rewards tend to improve levels of product and service quality.

 

Cycle time is the time required to complete the task before starting over with another item or client.

 

Employee stock ownership plans and stock options are two types of organizational-level performance-based rewards.

 

Employee stock ownership plans and stock options tend to create an "ownership culture" in which employees feel aligned with the organization's success.

 

Employee stock ownership plans give employees the right to purchase company stock at a predetermined price up to a fixed expiration date.

 

Employees are more likely to engage in self-monitoring in companies that emphasize infrequent measurement of performance.

 

Employees are more likely to feel empowered in jobs with a high degree of autonomy, task identity, and task significance.

 

Employees assembling complete computer modems would have higher task identity than those assembling only one component and passing it along to others for further assembly.

 

Employees experience more meaningfulness when working in jobs that allow them to receive feedback about their performance and accomplishments.

 

Employees in jobs with low task variability have nonroutine work patterns.

 

Employees require some degree of autonomy to engage in self-leadership.

 

Empowerment flourishes in organizations with a learning orientation.

 

Empowerment tends to decrease personal initiative among employees.

 

Forming natural work units tends to increase task identity and task significance.

 

Gainsharing plans appropriate only for production jobs, not for services such as medical operations.

 

Gainsharing plans focus on cost reductions and increased labor efficiency.

 

Inconsistencies and bias in reward systems are often increased because of gainsharing.

 

Increasing the core job characteristics will not increase employee motivation for those who lack the required skills.

 

Job design is the result of division of labor in which work is subdivided into separate jobs assigned to different people. 

 

Job enlargement increases skill variety.

 

Job enrichment tends to increase the quality of products or services.

 

Job evaluation mainly supports the competency approach to rewards.

 

Job specialization increases efficiency because it includes fewer mental and physical skills, shorter work cycles, less variety of tasks, and more precise job matching.

 

Job specialization increases work efficiency, but it tends to reduce employee motivation.

 

Job specialization increases training costs and makes it more difficult for companies to match employee aptitudes to jobs for which they are best suited.

 

Job status-based rewards discourage employees from hoarding resources.

 

Job status-based rewards potentially motivate employees to compete with each other.

 

Longer work cycles give employees more frequent practice with the task, so jobs are mastered more quickly.

 

Mental imagery excludes visualizing completion of a task.

 

Mental imagery helps us to anticipate and work out solutions to potential obstacles in our work.

 

Money is the only thing that motivates people to join an organization and perform effectively.

 

Most job evaluation methods give higher value to jobs that require more skill and effort.

 

Motivator-hygiene theory has been soundly rejected by research studies.

 

Motivator-hygiene theory highlights the idea that job content is an important source of employee motivation.

 

People are empowered when they feel self-determination, meaning, competence, and impact regarding their role in the organization.

 

People with a high level of conscientiousness have difficulty applying self-leadership strategies.

 

People with a high power distance tend to have a high respect and priority for money.

 

Positive self-talk motivates employees by increasing their effort-to-performance expectancy.

 

Research suggests that increasing job enlargement increases employee motivation almost as much as job enrichment.

 

Required social interaction with other employees is known as task interdependence.

 

Scientific management is mainly associated with high levels of job specialization.

 

Scientific management is the process of systematically dividing work into its smallest possible elements and standardizing work activities to achieve maximum efficiency.

 

Self-leadership borrows ideas from social learning theory and research in sports psychology on constructive thought processes.

 

Self-leadership includes the practice of self-reinforcement.

 

Self-leadership suggests that goals should be set by the employee's supervisor with or without the employee's involvement.

 

Skill-based pay plans give an employee a higher pay rate for those days that he or she performs two or more jobs at the same time.

 

Task identity is the degree to which the job has a substantial impact on the organization and/or larger society.

 

Task significance is the degree to which the job affects the organization and/or larger society.

 

Task variability refers to how much the job can be performed using known procedures and rules.

 

Team rewards increase employee preferences for team-based work arrangements.

 

The dimension of "meaning" in discussing empowerment is when employees view themselves as active participants in the organization; that is, their decisions and actions have an influence on the company's success.

 

The job characteristics model identifies five core job characteristics and three psychological states.

 

The largest portion of most paychecks is based on a person's membership and seniority in an organization.

 

Two ways to enrich jobs are by clustering jobs into natural groups and by establishing client relationships.

 

Very large rewards (relative to an employee's regular income) can result in lower, rather than higher, performance.

 

Where subjective measures of performance are necessary, companies should rely on multiple sources of information.

 

_____ is the degree to which a job requires completion of a whole or identifiable piece of work, such as assembling an entire broadband modem rather than just soldering in the circuitry.

 

_____ is the degree to which employees can tell how well they are doing on the basis of direct sensory information from the job itself.

 

_____ is the degree to which the job affects the organization and/or larger society.

 

_____ is the process of keeping track at regular intervals of one's progress toward a goal by using naturally occurring feedback.

 

A cable TV company redesigned jobs so that one employee interacts directly with customers, connects and disconnects their cable service, installs their special services and collects overdue accounts in an assigned area. They also decided to do away with scripted customer interaction manuals and allow each employee to determine how best to interact with each customer. Previously, each task was performed by a different person and the customer interacted only with someone at the head office. This change is an example of:

 

A cable TV company redesigned jobs so that one employee interacts directly with customers, connects and disconnects their cable service, installs their special services and collects overdue accounts in an assigned area. They also decided to do away with scripted customer interaction manuals and allow each employee to determine how best to interact with each customer. Previously, each task was performed by a different person and the customer interacted only with someone at the head office. This change most likely increased each employee's _______________.

 

A high degree of autonomy, task identity, and task significance are important conditions for:

 

A large retail organization previously divided work among its four employee benefits staff into distinct specializations. One person answered all questions about superannuation (pension plans), another answered all questions about various forms of paid time off (e.g. vacations), and so on. These jobs were recently restructured so that each employee benefits person answers all questions for people in a particular geographic area. For example, one staff member is responsible for all employee benefits inquiries from anyone in a particular geographic region.

This job restructuring is an example of:

 

A large retail organization previously divided work among its four employee benefits staff into distinct specializations. One person answered all questions about superannuation (pension plans), another answered all questions about various forms of paid time off (e.g. vacations), and so on. These jobs were recently restructured so that each employee benefits person answers all questions for people in a particular geographic area. For example, one staff member is responsible for all employee benefits inquiries from anyone in a particular geographic region.

This restructuring most likely increased each employee's _________________.

 

A mid-sized city introduced a reward system whereby employees would find ways to reduce costs and increase work efficiency. Every employee would receive a portion of the surplus budget resulting from these cost savings. Which of the following reward systems is this city using?

 

A unique feature of Herzberg's motivator-hygiene theory is that it:

 

A video journalist's job consists of operating the camera, reporting the story, and often editing the work, whereas these three tasks were traditionally performed by three people.

Video journalism is an example of:

 

According to Herzberg, which of the following is a hygiene factor?

 

According to the self-leadership model, which of the following is true about positive selftalk?

 

According to the survey reported in the text, what percentage of Americans say their pay is "variable, such that a portion is dependent upon your individual performance/productivity" targets?

 

Before meeting a new client, a salesperson visualizes the experience of meeting the person and effectively answering some of the challenging questions the client might ask.

This activity is an example of:

 

Employees at CyberTech perform repetitive jobs that have resulted in boredom as well as repetitive strain injury. Technology makes it difficult to combine existing jobs, but the company wants employees to have more skills. Which of the following would best help CyberTech to improve this situation?

 

In repetitive jobs, the positive effect of higher proficiency is easily offset by the negative effect of lower attentiveness and motivation caused by:

 

Katie decided to do a more enjoyable task after completing a task that she disliked. This instance is an example of:

 

Steelweld, a car parts manufacturer, pays employees a higher hourly rate as they learn to master more parts of the work process. Employees earn $10 per hour when they are hired and they can earn up to $20 per hour if they master all 12 work units in the production process.

Which of the following is most likely a benefit Steelweld is trying to achieve with this reward system?

 

Steelweld, a car parts manufacturer, pays employees a higher hourly rate as they learn to master more parts of the work process. Employees earn $10 per hour when they are hired and they can earn up to $20 per hour if they master all 12 work units in the production process.

Which of these reward systems is being applied by Steelweld?

 

Team rewards are better than individual rewards when employees work in highly interdependent jobs because:

 

The characteristic of a job that refers to how much the job can be performed using known procedures and roles is known as:

 

The characteristic of a job that refers to how predictable job duties are from one day to the next is called:

 

The problem with membership and seniority-based rewards is that they:

 

The process of influencing oneself to establish the self-direction and self-motivation needed to perform a task is known as:

 

When applied to non-management employees, which of the following has a weak connection between the reward and individual effort?

 

When are employees said to be empowered?

 

Which core job characteristic(s) affect(s) experienced responsibility for work outcomes?

 

Which of the following are "golden handcuffs" that potentially increase continuance commitment?

 

Which of the following are included under constructive thought patterns in selfleadership?

 

Which of the following dimensions is possessed by employees, when they feel empowered, care about their work, and believe that what they do is important?

 

Which of the following directly contributes to a feeling of experienced meaningfulness?

 

Which of the following does scientific management include?

 

Which of the following elements does self-leadership include?

 

Which of the following is a component of empowerment?

 

Which of the following is a concept that is represented by four dimensions: selfdetermination, meaning, competence, and impact of the individual's role in the organization?

 

Which of the following is a disadvantage of financial rewards based on membership or seniority?

 

Which of the following is an advantage of job specialization?

 

Which of the following is an advantage of using competency based financial rewards?

 

Which of the following is an individual incentive?

 

Which of the following is most consistent with employability—namely, that employees are expected to continuously learn skills that will keep them employed?

 

Which of the following is the first step in self-leadership?

 

Which of the following is the primary aspect of job enlargement?

 

Which of the following is true about skill-based pay plans?

 

Which of the following is true about stock option plans?

 

Which of the following minimizes health risks from repetitive strain and heavy lifting because employees use different muscles and physical positions in the various jobs?

 

Which of the following refers to the result of the division of labor in which work is subdivided into separate jobs assigned to different people?

 

Which of the following rewards motivate employees to compete for promotions?

 

Which of the following rewards represent the largest part of most paychecks?

 

Which of the following steps occurs in self-leadership immediately after identifying goals that are specific, relevant, and challenging?

 

Which of the following tend to create an ownership culture and align employee behaviors more closely to organizational objectives?

 

Which of the following type of reward systems uses job evaluations?

 

Which of these contemporary organizational behavior practices was popularized by Fredrick Taylor in his work on scientific management?

 

Which of these job design actions is a form of job enlargement?

 

Which of these performance-based rewards tends to create a connection between the employee's work effort and the reward received?

 

Which of these statements about self-leadership is true?

 

Which reward system tends to discourage poor performers from voluntarily leaving the organization?