BUS Chapter 9

A manager who thinks that workers dislike and avoid work has what Douglas McGregor labeled Theory Y assumptions about people

False

Expectancy theory suggests that managers do not need to show employees that they can obtain things they want.

False

Intrinsic rewards are benefits and recognition you receive from someone else.

False

Job enlargement involves incorporating motivational factors, such as achievement, recognition and so on, into a job

False

Maslow's hierarchy lists the most basic needs people strive to fill at the top of his pyramid

False

Equity theory relates a person's willingness to contribute to the organization to the perceived fairness of the rewards received

True

Human relations is the study of individual and group behavior in organizational setting

True

Hygiene factors include achievement, recognition, the work itself, responsibility, and advancement

True

Job rotation allows employees to move from one job to another in an effort to relieve the boredom that is often associated with job specialization

True

Morale is important to managers, although it doesn't affect profits

True

Motivation explains why people behave the as they do

True

Studies conducted by Frederick W. Taylor and Frank and Lillian Gilbreth led to the application of scientific principles to management

True

The Hawthorne Studies marked the beginning of a concern for human relations in the workplace

True

The personal enjoyment you feel from doing a good job or learning something new is an intrinsic reward

True

Theory Z is more participate and encourages life long employee commitment more than traditional management approaches

True

When laid off, a person's attention probably shifts from fulfilling esteem needs to fulfilling physiological and security needs

True