CH 15 questions

According to Maslow's hierarchy of needs, which of the following satisfies security needs? a. A challenging job opportunity b. An organization-sponsored lunch c. A good work environment d. An effective grievance system

An effective grievance system Security needs can be satisfied in a workplace by job continuity (no layoffs), a grievance system (to protect against arbitrary supervisory actions), and an adequate insurance and retirement benefit package (for security against illness and provision of income in later life)

Which of the following conditions must exist for empowerment to enhance organizational effectiveness? a. An organization should take away control to provide motivation for the employees to work harder. b. An organization should routinely conceal information regarding its high output. c. An organization should quickly turn over power and control to its employees. d. An organization should be sincere in its efforts to spread autonomy to lower levels.

An organization should be sincere in its efforts to spread autonomy to lower levels.

Which of the following kinds of reinforcement strengthens a desired behavior? a. Punishment b. Avoidance c. Negligence d. Extinction

Avoidance is used to strengthen behavior by avoiding unpleasant consequences that would result if the behavior were not performed. For example, an employee may come to work on time to avoid a reprimand. In this instance, the employee is motivated to perform the behavior of punctuality to avoid an unpleasant consequence that is likely to follow tardiness

Which of the following is a similarity between individual and group incentives? a. Both are paid to the employees as they are earned. b. Both are added to employees' base salary. c. Both are types of gainsharing programs. d. Both tie indirectly to performance increases of employees.

Both are paid to the employees as they are earned.

_____ try to answer the question of what factor or factors motivate people in a workplace. a. Planar perspectives b. Process perspectives c. Reinforcement perspectives d. Content perspective

Content perspectives on motivation deal with the first part of the motivation process—needs and need deficiencies

The _____ suggests that people's needs are grouped into three possibly overlapping categories—existence, relatedness, and growth. a. goal-setting theory b. two-factor theory of motivation c. relatedness theory d. ERG theory of motivation

ERG theory of motivation

Which of the following is true of using flextime? a. Employees are assigned to jobs in different departments. b. Employees are allowed to select the hours they work. c. Two part-time employees share one full-time job. d. Employees can spend part of their time working offsite.

Employees are allowed to select the hours they work.

A manager at a supermarket has set a goal of increasing sales even though this will involve making decisions that might be unpopular among the workers. To set an example, the manager starts to put in extra hours at work and takes shorter breaks. The manager has high _____. a. goal specificity b. goal intensity c. goal requirement d. goal commitment

Goal commitment -the extent to which an individual is personally interested in reaching a goal. Factors that can foster goal acceptance and commitment include participating in the goal-setting process, making goals challenging but realistic, and believing that goal achievement will lead to valued rewards.

Which of the following is true of telecommuting? a. It is used to compensate for compressed work schedules. b. It increases the office space needs of companies. c. It is becoming easier with the increased sophistication of modern communication technology. d. It prevents more than half of the U. S. workforce from utilizing alternative methods of work.

It is becoming easier with the increased sophistication of modern communication technology.

Which of the following is true of the variable-ratio schedule? a. It gives reinforcement after a predetermined number of behaviors. b. It does not provide much incentive for good work. c. It uses time as the basis for reinforcement. d. It is difficult to use for formal rewards

It is difficult to use for formal rewards The variable-ratio schedule, the most powerful schedule in terms of maintaining desired behaviors, varies the number of behaviors needed for each reinforcement. A variable-ratio schedule is difficult (if not impossible) to use for formal rewards such as pay because it would be too complicated to keep track of who was rewarded when

Which of the following is true of the fixed-interval schedule? a. It provides incentives in the form of sales commissions. b. It is used to provide rewards after a fixed number of behaviors. c. It provides the least incentive for an employee's good work. d. It is appropriate for rewards based on inspections.

It provides the least incentive for an employee's good work.

Fines are an example of _____ as a means of reinforcement. a. rewarding b. punishment c. avoidance d. mediation

Punishment -used by some managers to weaken undesired behaviors. When an employee is loafing, coming to work late, doing poor work, or interfering with the work of others, the manager might resort to reprimands, discipline, or fines.

The motivation process begins with: a. a resource. b. a need deficiency. c. a challenge. d. an ability.

a need deficiency -For example, when a worker feels that she is underpaid, she experiences a need for more income. In response, the worker searches for ways to satisfy the need, such as working harder to try to earn a raise or seeking a new job

People with a strong need for _____ are likely to prefer a job that entails a lot of social interaction. a. security b. power c. achievement d. affiliation

affiliation

In contrast to human relations view on motivation, the human resource view: a. gives workers an illusion of involvement to satisfy their social needs. b. believes that the illusion of contribution and participation will enhance motivation. c. makes workers feel important by giving them a modicum of self-direction in carrying out all job activities. d. assumes that contributions are valuable to both the individuals and the organizations

assumes that contributions are valuable to both the individuals and the organizations Whereas the human relationists believed that the illusion of contribution and participation would enhance motivation, the human resource view assumes that the contributions themselves are valuable to both individuals and organizations. It assumes that people want to contribute and are able to make genuine contributions

The traditional approach to motivation: a. shows that employees know more about the jobs being performed than managers do. b. takes a broad view of the role of monetary compensation. c. assumes that the job people perform is more important than the money they earn. d. assumes that work is inherently unpleasant for most people.

assumes that work is inherently unpleasant for most people and that the money they earn is more important to employees than the nature of the job they are performing

Managers wanting to explicitly use reinforcement theory to motivate their employees generally do so with a technique called _____. a. behavior assimilation b. integration c. behavior modification d. diversification

behavior modification

Through which of the following methods do senior executives traditionally receive incentive pay? a. Bonuses b. Salaries c. Scanlon plans d. Stock option plans

bonuses

According to the goal-setting theory, an employee is motivated to perform if his or her goals are: a. difficult and unattainable. b. broad and generic in nature. c. very easy to accomplish. d. clear and precise.

clear and precise

_____ is the process of enabling workers to set their own work goals, make decisions, and solve problems within their sphere of responsibility and authority. a. Diversification b. Reinforcement c. Attenuation d. Empowerment

empowerment

The Porter-Lawler extension of _____ suggests that if performance results in equitable rewards, people will be more satisfied. a. expectancy theory b. goal-setting theory c. equity theory d. hierarchy of needs theory

expectancy theory

_____ are designed to share the cost savings from productivity improvements with employees. a. Stock programs b. Incentive share plans c. Merit pay plans d. Gainsharing programs

gainsharing -The underlying assumption of gainsharing is that employees and the employer have the same goals and thus should appropriately share in incremental economic gains.

The human resource approach to motivation: a. advocates an incentive pay system. b. guides most contemporary thinking about employee motivation. c. believes that the illusion of participation enhances employee motivation. d. fails to consider motivational factors other than monetary compensation.

guides most contemporary thinking about employee motivation

According to Maslow's hierarchy of needs theory, esteem needs: a. are the most difficult to address. b. include the need for recognition. c. involve realizing one's potential for continued growth. d. are met entirely from within an individual.

include the need for recognition -Esteem needs actually comprise two different sets of needs: the need for a positive self-image and self-respect, and the need for recognition and respect from others. A manager can help address these needs by providing a variety of extrinsic symbols of accomplishment, such as job titles, nice offices, and similar rewards, as appropriate.

According to equity theory, outcomes from a job include _____. a. loyalty b. intrinsic rewards c. education d. time

intrinsic rewards According to equity theory, outcomes from a job include pay, recognition, promotions, social relationships, and intrinsic rewards. To get these rewards, the individual makes inputs to the job, such as time, experience, effort, education, and loyalty.

In _____, two part-time employees divide one full-time job. a. job sharing b. compressed work schedules c. v-time d. telecommuting

job sharing

Which of the following compensation plans formally bases at least some meaningful portion of compensation on the relative value of the contributions of employees? a. Piece-rate incentive plans b. Individual incentive plans c. Merit pay plans d. Stock option plans

merit pay plans

_____ is defined as the set of forces that causes people to behave in certain ways. a. Determination b. Motivation c. Need d. Choice

motivation

The _____ is the desire to be influential in a group and to control one's environment. a. need for affiliation b. need for achievement c. need for power d. need for satisfaction

need for power

In the context of expectancy theory, _____ refer to the consequences of behaviors in an organizational setting, usually rewards. a. outcomes b. schisms c. equities d. valences

outcomes

_____ focus on why people choose certain behavioral options to satisfy their needs and how they evaluate their satisfaction after they have attained these goals. a. Content perspectives b. Process perspectives c. Reinforcement perspectives d. Linear perspectives

process prospectives Three useful process perspectives on motivation are the expectancy, equity, and goal-setting theories.

Which of the following is an example of an individual incentive? a. Scanlon plans b. Gainsharing programs c. Sales commissions d. Employee stock ownership plans

sales commission

A(n) _____ is established to give senior managers the option to buy company stock in the future at a predetermined fixed price. a. merit pay plan b. piece pay plan c. employee stock ownership plan d. stock option plan

stock option plan The basic idea underlying stock option plans is that if the executives contribute to higher levels of organizational performance, then the company stock should increase in value.

_____ is a work arrangement that allows employees to work offsite, usually at home. a. A flexible work schedule b. A compressed work schedule c. Job sharing d. Telecommuting

telecommuting

Reinforcement perspectives are primarily concerned with: a. the different levels of needs that motivate people to perform well at work. b. two specific goal characteristics—goal difficulty and goal specificity. c. the role that rewards play in causing behavior to change or remain the same. d. empowering individuals to realize their own goals and how to achieve them.

the role that rewards play in causing behavior to change or remain the same.

Which of the following refers to the resources needed to do a job? a. Task design b. Ability c. Work environment d. Motivation

work environment