Chapter 05: Individual/Organization Relations and Retention: Aplia Assignment

1: Motivation theories

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Use your knowledge of the components of individual performance to select the correct labels for this image. A - Motivation - Work ethic - Attendance - Job design Individual Performance (Including quantity and quality) B - Talents - Interests - Personality factors C - Training and development - Equipment and technology - Performance standards - Management and coworkers Options: 1. Organizational Support 2. Effort Level Expended 3. Individual Ability

A. 2 B. 3 C. 1

Employees who do not trust their managers are more likely to demonstrate which of the following behaviors? Check all that apply. A. Absenteeism B. Slacking on the job C. Increased productivity D. Increased quality of work

A. Absenteeism & B. Slacking on the job

What is the average daily cost of absenteeism? A. 0.5 times the average group productivity rate B. 1.8 times the wages and benefits of the highest paid worker in the group C. 1.3 times the wages of the absent worker D. 2 times the wages of the absent worker

C. 1.3 times the wages of the absent worker

6: Retaining talent

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When trying to motivate their employees, which of the following statements is most important for managers to remember? A. Handout good swag—freebies motivate. B. One size doesn't fit all. C. The more you pay, the more you'll get. D. Fire the shirkers—they're gone if they don't work.

B. One size doesn't fit all.

7: Video case study: MoneyDesktop - Retention (Lead)

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Which of the following statements is not true with regards to retention? A. Recruitment and selection can have a big impact on retention. B. Companies can take steps that will help retain high performers. C. Offering employees training makes them more likely to stay with your company. D. Money is the main reason why people leave companies.

D. Money is the main reason why people leave companies.

2. The psychological contract

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3. Job satisfaction and engagement

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4: Absenteeism

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5. Turnover

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An employee who has been asked to leave the company is classified as __________ turnover, while high performers who leave the company of their own free will are classified as ___________ turnover. A. involuntary B. voluntary C. functional D. dysfunctional

A. involuntary & D. dysfunctional

Ebony receives good compensation for her work, has many close friends, and lives in an upscale part of town, but she does not find her work fulfilling or meaningful. She also does not receive praise and recognition for good performance from her supervisors. As a result, she has low motivation. Identify the theory of motivation that best explains Ebony's low motivation in the given scenario. A. Equity theory B. Game theory C. McGregor's Theory X D. Maslow's need theory

D. Maslow's need theory

Kyra is an HR specialist who has been asked by her manager to create a report detailing employee absenteeism within the company. She creates a report that includes three different measures of absenteeism. Which measure of absenteeism is Kyra reporting when she calculates the average number of hours lost per absent employee in the last month? A. Turnover rate B. Inactivity rate C. Incidence rate D. Severity rate

D. Severity rate

Brian Broderick, the data analyst in client support at MoneyDesktop, says that the things that resonate most for him are autonomy and responsibility. Which of the following actions could Brian's manager take to help retain Brian as an employee? Check all that apply. A. Offer Brian training that will let him assume project leadership duties. B. Give Brian benefits that are not available at other companies, such as offering him a bonus if he takes a vacation. C. Allow Brian to choose the work projects on which he will spend the majority of his time. D. Pay Brian more money.

A. Offer Brian training that will let him assume project leadership duties. & C. Allow Brian to choose the work projects on which he will spend the majority of his time.

Which of the following work opportunities can be used to position high performers to move up in the company? Check all that apply. A. Regular performance feedback B. Mentoring with executives C. Challenging job assignments D. Rerecruiting

ALL APPLY

When trying to analyze a company's turnover data, it is helpful to have information from the Bureau of Labor Statistics on national levels of turnover and job openings. In which of the following databases could you find this information? A. HRIS B. JOLTS C. Employment Database D. O*Net

B. JOLTS

Job satisfaction is ___________ for younger employees than for older employees, possibly because these employees focus on _____________. A. higher B. lower C. relationships D. income and advancement opportunities

B. lower & D. income and advancement opportunities

Josh is a manager at an automotive repair shop. In recent months, he's lost a number of his best mechanics. He's heard rumors that the mechanics are leaving because they had expectations that weren't met by the job. They were dissatisfied with everything from pay to work hours. Josh would like to prevent this from happening in the future, and he believes that he can make things better by helping new employees develop a more realistic psychological contract with the company. Which of the following actions would be the biggest help in that regard? A. Not hiring employees who have expectations that can't be met B. Changing his expectations for what employees want C. Talking about employee and company expectations during new hire orientations D. Asking about employee expectations during performance reviews

C. Talking about employee and company expectations during new hire orientations

Fernando loves his company and his job, and he wants to keep working at his job for as long as possible. Maria also wants to keep her job, but she is not interested in doing her best at work. She is only working because she has to support her family. This demonstrates that _______________ can be either desirable or undesirable from the company's perspective. A. organizational citizenship behavior B. job satisfaction C. commitment D. employee engagement

C. commitment