mgt ch 12
When a manager stops nagging a subordinate, the manager is using A. positive reinforcement. B. negative reinforcement. C. punishment. D. intrinsic motivation. E. extrinsic motivation.
B
The process of reducing the number of tasks a worker performs is called A. job enlargement. B. job design. C. job simplification. D. job rotation. E. job enrichment.
C
According to Herzberg, __________ make people _________, and _________ make people __________. A. motivators; satisfied; hygiene factors; dissatisfied B. hygiene factors; satisfied; motivators; dissatisfied C. hygiene factors; satisfied; motivators; satisfied D. motivators; dissatisfied; hygiene factors; dissatisfied E. Both motivators and hygiene factors may make people either satisfied or dissatisfied.
A
According to Herzberg, which of the following is an example of a motivating factor? A. the work itself B. working conditions C. company policy D. supervisors E. security
A
According to McClelland's theory, a well-balanced person should have A. needs for achievement, power, and affiliation that are about the same. B. higher need for power than for achievement and affiliation. C. higher need for affiliation than for power and achievement. D. higher need for achievement than for power and affiliation. E. higher needs for achievement and power than for affiliation.
A
As a result of a successful project you led, your manager offers you a promotion; she is using A. positive reinforcement. B. negative reinforcement. C. extinction. D. intrinsic motivation. E. valence.
A
Bethany is writing a paper for her management class. She already has a strong 'A' in the class, and only needs to get a C on the paper to keep her A. As she prepares the final version of the paper, she takes special care that the paper is well-written, insightful, and error-free, something that she can be proud of. Bethany is experiencing A. an intrinsic reward. B. high equity. C. a belongingness need. D. a hygiene factor. E. a high need for affiliation.
A
How much do I want the outcome? This question is asked for the ________ element of the expectancy theory. A. valence B. expectancy C. instrumentality D. outcomes E. performance
A
Hygiene factors are connected with the job's ________, while motivating factors are connected to the job's _________. A. context; content B. context; supervision C. supervision; content D. working conditions; supervision E. content; context
A
Increasing the number of tasks in a job to increase variety and motivation is called A. job enlargement. B. job design. C. job simplification. D. job rotation. E. job enrichment.
A
Mark prefers working alone, is comfortable taking moderate risks, and feels good when excelling at his goals. Mark probably has a A. high need for achievement. B. high need for affiliation. C. high need for power. D. low need for achievement. E. high need for leadership.
A
Simplified jobs lead to A. job dissatisfaction. B. better mental health. C. a sense of accomplishment. D. a sense of personal growth. E. decreased worker productivity.
A
The need that is met by providing autonomy and control to employees over how they do their jobs is A. self-actualization. B. esteem. C. love. D. safety. E. physiological.
A
The use of desirable consequences to encourage desirable behavior is called A. positive reinforcement. B. negative reinforcement. C. extinction. D. intrinsic motivation. E. valence.
A
When workers perceive they are being treated fairly on the job, they are most likely to A. support organizational change. B. feel less committed to the organization. C. be absent more often. D. quit their jobs. E. steal supplies and equipment.
A
Which of the following is a contingency factor in the job characteristics model? A. desire for personal growth B. task identity C. experienced responsibility for work outcomes D. high work motivation E. feedback
A
Which of the following is a need-based perspective on motivation? A. Alderfer's ERG theory B. Expectancy Theory C. Job Characteristics Model D. Goal-setting Theory E. Equity theory
A
Which theory has no classification for lower-level needs? A. McCelland's Acquired Needs Theory B. Maslow's Hierarchy of Needs C. Herzberg's Two-Factor Theory D. All of these theories have a classification for lower-level needs.
A
__________ is the belief that a particular level of effort will lead to a particular level of performance. A. Expectancy B. Instrumentality C. Valence D. Reinforcement E. Self-esteem
A
A piece rate system is an example of a ________ compensation plan. A. pay for knowledge B. pay for performance C. profit sharing D. gainsharing E. Scanlon
B
According to Herzberg, which of the following is an example of a hygiene factor? A. the work itself B. supervisors C. recognition D. responsibility E. advancement and growth
B
According to the job characteristics model, skill variety, task identity, and task significance combine to affect A. knowledge of results. B. meaningfulness of work. C. responsibility for results. D. autonomy. E. feedback.
B
Giorgio, a manager, redesigns the work of his subordinates, such that each person completes one part of the total work process, repeating this part throughout the day. Previously, each person completed several steps of the process. Giorgio has A. increased task identity. B. decreased task identity. C. increased task significance. D. decreased task significance. E. decreased autonomy.
B
In equity theory, employees are motivated to A. work harder all the time. B. resolve feelings of injustice. C. believe they aren't working hard enough. D. quit their jobs when they miss a day's work. E. work hard enough to get what they want.
B
Job _________ is the opposite of job ___________. A. simplification; enrichment B. simplification; enlargement C. rotation; enrichment D. rotation; enlargement E. loading; enrichment
B
Last year, Diana's boss promised her a big bonus if she met her goals. At the end of the year, after Diana had exceeded her goals, she found her bonus was very small. In the future, Diana's __________ will probably be __________. A. valence; low B. instrumentality; low C. expectancy; low D. expectancy; high E. instrumentality; high
B
Of the following which is a core job characteristic? A. skill specificity B. task identity C. task uniformity D. teamwork E. task variety
B
The need for status, reputation, and recognition are part of A. self-actualization. B. esteem. C. love. D. safety. E. physiological.
B
The removal of unpleasant consequences following a desired behavior is called A. positive reinforcement. B. negative reinforcement. C. extinction. D. intrinsic motivation. E. punishment.
B
The theory that focuses on employee perceptions as to how fairly they think they are being treated by the organization is A. Expectancy theory. B. Equity theory. C. Reinforcement theory. D. Goal-setting theory. E. Acquired needs theory.
B
The theory that suggests that people are motivated by how much they want something and how likely they think they are to get it is called A. goal-setting theory. B. expectancy theory. C. reinforcement theory. D. equity theory. E. two-factor theory.
B
When using goal-setting theory to motivate employees, managers should A. set "stretch" targets that are just out of employees' reach. B. help workers understand and accept the goals. C. set general goals that are visually attractive. D. hold employees responsible for getting their own feedback. E. set goals that are easily achievable.
B
Which of the following is necessary in goal setting? A. allowing employees to set vague goals B. setting target dates for goals C. setting easily attainable goals D. setting stretch goals just outside of the employees' reach E. random reinforcement
B
Which of the following is the best statement of a goal? A. Do your best. B. Increase sales by ten percent by the end of this month. C. Reduce customer response time. D. Be late to work less often. E. Complete some reports by 9/1.
B
A department store pays its salespeople a percentage of the earnings from the goods the salespeople sell. This is an example of a ___________ compensation plan. A. pay for performance B. pay for knowledge C. bonus D. profit sharing E. gainsharing
C
According to Herzberg's theory, the first thing managers should do is to A. provide opportunities for achievement. B. publicly recognize good performance. C. make sure pay levels and company policies are reasonable. D. create opportunities for personal growth. E. increase employees' responsibility.
C
By giving stock options to all employees who work 20 hours or more hours a week, Starbucks Corp., has been able to hold its annual turnover rate to ______ percent—in an industry in which 300% is not unheard of. A. 40 B. 50 C. 60 D. 70 E. 80
C
For managers, the importance of Maslow's contribution is that he showed that workers A. are only interested in earning a paycheck. B. expect an employer to fulfill every level of their hierarchy of needs. C. have needs beyond that of just earning a paycheck. D. are as complex as their organization. E. have needs that cannot be fulfilled by their employer.
C
Jerry, a worker, goes to Hilary, his boss, and complains that even though he's the best performer in the work unit, he is being paid the least. Hilary should A. tell Jerry "That's just the way it is." B. suggest that Jerry quit. C. expect that Jerry's performance will decline. D. start documenting Jerry's complaints for future disciplinary action. E. expect that Jerry's performance will improve.
C
McClelland's need for achievement corresponds most closely to A. Herzberg's hygiene factors. B. Maslow's esteem needs. C. Maslow's self-actualization needs. D. extrinsic rewards. E. Alderfer's relatedness needs.
C
The "motivating potential score" is calculated as part of using ___________. A. reinforcement theory B. McClelland's acquired needs theory C. the job characteristics model D. goal-setting theory E. equity theory
C
The desire to excel is part of the need for A. affiliation. B. power. C. achievement. D. self-actualization. E. belongingness.
C
The extent to which a job requires the worker to perform all the tasks needed to complete a job from beginning to end is called A. horizontal loading. B. vertical loading. C. task identity. D. task significance. E. autonomy.
C
The process of building into a job such motivating factors as recognition and achievement is called A. MBO. B. job design. C. job enrichment. D. job enlargement. E. horizontal loading.
C
The theory that attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated while behavior with negative consequences tends not to be repeated, is called A. equity theory. B. expectancy theory. C. reinforcement theory. D. acquired needs theory. E. Maslow's hierarchy.
C
The withholding or withdrawal of positive rewards for a particular behavior, so that the behavior is less likely to occur in the future, is called A. positive reinforcement. B. negative reinforcement. C. extinction. D. intrinsic motivation. E. punishment.
C
Theories that try to understand the thought processes by which people decide how to act are called A. needs-based perspectives. B. reinforcement perspectives. C. process perspectives. D. job design perspectives. E. compensation perspectives.
C
What outcome will I receive if I perform at this level? This question is asked for the ________ element of expectancy theory. A. valence B. expectancy C. instrumentality D. outcomes E. performance
C
When a manager stops giving a worker a positive reward as she had previously been doing, the manager is engaged in A. positive reinforcement. B. negative reinforcement. C. extinction. D. intrinsic motivation. E. punishment.
C
Which of the following is a process perspective on motivation? A. Two-factor theory B. ERG theory C. Goal-setting theory D. Acquired needs theory E. Hierarchy of needs theory
C
__________ assumes that three basic needs influence behavior. A. Maslow's theory B. Expectancy theory C. Alderfer's ERG theory D. Hertzberg's theory E. Equity theory
C
__________ is the heightened emotional connection that an employee feels for his or her organization, which influences him or her to exert greater discretionary effort in his or her work. A. Job enrichment B. Job equity C. Employee engagement D. Employee satisfaction E. Job satisfaction
C
A Scanlon plan is a type of ________ compensation plan. A. pay for knowledge B. pay for performance C. profit sharing D. gainsharing E. benchmarking
D
A manager wants to improve how her employees' belongingness or love needs are met. To do so, she could A. give public recognition for good job performance. B. hire a guard for the parking lot. C. send employees to a training class. D. redesign individual jobs into teams. E. allow employees flextime.
D
Janet prefers work that involves talking to many people and being very social. Janet probably has a A. low need for affiliation. B. low need for power. C. low need for achievement. D. high need for affiliation. E. high need for achievement.
D
Maslow's levels of needs, in order from basic to highest level, are A. self-actualization, esteem, love, safety, and physiological. B. self-actualization, love, esteem, safety, and physiological. C. physiological, safety, esteem, love, and self-actualization. D. physiological, safety, love, esteem, and self-actualization. safety, physiological, love, esteem, and self-actualization.
D
The amount of internal work motivation associated with a specific job is called A. verticality. B. Hobb's characteristic score. C. job enrichment. D. motivating potential score. E. job diagnostic score.
D
A simple model of motivation includes which of the following? A. unfulfilled need B. motivation C. behaviors D. rewards E. A simple model of motivation includes all of the above.
E
In Vernon's department at XYZ Company, employees get money based on how much the department has been able to save in costs. This is an example of a ____________ compensation plan. A. pay for performance B. pay for knowledge C. bonus D. profit sharing E. gainsharing
E
In using reinforcement, a manager should A. avoid using punishment. B. reward both desired and undesired behavior. C. give all subordinates the same rewards to insure fairness. D. save rewards for weekly or monthly celebrations. E. clearly communicate the desired and undesired behavior.
E
Research suggests that job enlargement affects job performance in which way? A. Job enlargement has a strong positive effect on job performance B. Job enlargement has a strong negative effect on job performance C. Job enlargement has a weak positive effect on job performance D. Job enlargement has a weak negative effect on job performance E. Job enlargement does not have a significant, lasting effect on job performance
E
The application of negative consequences to stop or change undesirable behavior is called A. positive reinforcement. B. negative reinforcement. C. extinction. D. intrinsic motivation. E. punishment.
E
When a manager says to a worker, "I'm docking your pay," the manager is using A. positive reinforcement. B. negative reinforcement. C. extinction. D. intrinsic motivation. E. punishment.
E
When using punishment, a manager should A. ignore undesirable behaviors. B. save reprimands until the end of the workday. C. combine punishment with negative reinforcement. D. make sure that other employees see you punishing the offender. E. clearly communicate the undesired behavior.
E
Which of the following is a practice in creating a flexible workplace? A. job sharing B. telecommuting C. part-time work D. compressed workweeks E. All of the above can be used to create a flexible workplace.
E