IM-Final.
The focus of attention of this leadership style usually is on work progress, work procedures, and roadblocks that are preventing goal attainment.
Authoritarian
This leadership style is widely used by Theory X managers, who believe that final decisions should be in the hands of the higher-level employees and that a continued focus on the task is compatible with the kind of people they are dealing with.
Authoritarian
Leader behaviors can be translated into three commonly recognized styles. These are:
Authoritarian, paternalistic, and participative
Nevis suggested that a Chinese hierarchy of needs would have four levels, which from lowest to highest would be:
Belonging, physiological, safety, and self-actualization in the service of society
Researchers have suggested that Maslow's theory needs a(n):
Collectivist perspective
Work-motivation theories can be broken down into two general categories, which are:
Content and process
Work-motivation in terms of what arouses, energizes, or initiates employee behavior are explained by:
Content theories
Most research in international human resource management has been
Content-oriented
A worker's QWL is directly related to his or her country's:
Culture
Achievement motivation theory is associated with the work of Harvard psychologist:
David McClelland
"Balance in synergy" would require a moving away from all of the following except:
Holistic and idealistic thinking
The two-factor theory of motivation holds that two sets of factors influence job satisfaction. These are:
Hygiene, motivators
According to the two-factor theory, efforts to motivate human resources must provide recognition, a chance to achieve and grow, advancement, and ______
Interesting work
In an Israeli kibbutz, the following hygiene factor was regarded as a source of satisfaction rather than dissatisfaction:
Interpersonal relations
In work motivation, factors internally controlled, such as responsibility, achievement, and the work itself are referred to as:
Job content factors
In work motivation, factors controlled by the organization, such as conditions, hours, earnings, security, benefits, and promotions are referred to as:
Job context factors
Which of the following needs is correctly matched with its description?
Safety needs-the desire for security, stability, and the absence of pain
Paternalistic leadership uses work-centered behavior coupled with protective employee-centered concern.
T
Process theories of worker motivation explain how employee behavior is initiated, redirected, and halted
T
Recent findings from a leadership study in India showed that participative leadership might be more common and more effective in developing countries than has been reported previously.
T
Recent research reports that EU workers see a strong relationship between how well they do their jobs and the ability to get what they want out of life.
T
Research generally shows that people throughout the world have needs that are similar to those described in Maslow's need hierarchy.
T
Responsible global leadership encompasses value-based leadership, ethical decision-making, and quality stakeholder relationships.
T
Romero found that Mexican managers who worked close to the U.S. border exhibited more participative behavior, and that trend enhanced as globalization increased.
T
The Japanese word for overwork or job burnout is Karoshi.
T
The goal-setting theory focuses on how individuals go about setting goals and responding to them and the overall impact of this process on motivation.
T
The need for achievement is learned
T
Theory Z leadership combines Japanese and U.S. assumptions and approaches to leadership.
T
There is some evidence that paternalistic leadership is still a common leadership approach in greater China, stemming from Confucian ideology.
T
The leadership scholar that coined the terms "Theory X" and "Theory Y" management was:
Douglas McGregor
Content theories of work motivation include all of the following except the ______ theory.
Equity
According to this theory, if people believe they are not being treated fairly, especially in relation to relevant others, they will be dissatisfied, and this belief will have a negative effect on their job performance.
Equity theory
The tables from Hofstede's research show that _____ needs rank highest for professionals and managers.
Esteem and self-actualization
A Theory X manager believes that under the right conditions, people not only will work hard but seek increased responsibility and challenge
F
A Theory Z manager believes that, by their nature, people do not like to work and will avoid it whenever possible.
F
A leader who monitors follower performance and takes corrective action when deviations from standards occur is referred to as a contingent reward leader.
F
According to the GLOBE study, humane-oriented leadership is independent and individualistic.
F
Geert Hofstede and others have suggested that need-satisfaction profiles are a very useful way of addressing motivation.
F
Managers everywhere avoid using rewards to motivate their personnel. FALSE - is important around the world; however, what is meaningful and rewarding may vary from culture to culture.
F
Paternalistic leadership is the use of work-centered behavior that is designed to ensure task accomplishment.
F
The drive to satisfy safety needs is greater than the drive to satisfy any other type of need.
F
The hierarchy-of-needs theory is based primarily on work by David McClelland, a well-known humanistic psychologist.
F
The limiting of uncertainty and the focusing of action on a limited number of alternatives is referred to as variety amplification.
F
The process of influencing people to direct their efforts toward the achievement of some particular goal is referred to as motivation.
F- leadership
The expectancy theory focuses on how motivation is affected by people's perception of how fairly they are being treated.
F-Equity theory focuses on how motivation is affected by people's perception
High achievers tend to be high-risk takers.
F-High achievers tend to be moderate risk
The importance of work in individuals' life relative to other areas of interest is referred to as work salience.
F-Work centrality, which can be defined as the importance of work in an individual's life relative to his or her other areas of interest (family, church, leisure
The equity theory postulates that motivation is largely influenced by a multiplicative combination of a person's beliefs.
F-a) effort will lead to performance, (b) performance will lead to specific outcomes, and (c) the outcomes will be of value to the individual
The two-factor theory of motivation holds that two sets of factors influence job satisfaction: intrinsic and extrinsic.
F-hygiene factors and motivators
British managers tend to use a highly autocratic approach to leadership
FALSE - participative leadership approach.
Process theories of work motivation include the achievement motivation theory, the goal-setting theory, and the expectancy theory.
FALSE-The text focuses on three process theories: equity theory, goal-setting theory, and expectancy theory
To motivate employees, especially in foreign countries with high individualism companies tend to offer:
Financial incentives
The two-factor theory was formulated by well-known work-motivation theorist:
Frederick Herzberg
Which researcher concluded that "the Herzberg model appears to have validity across occupational levels"?
George Hines
The theory that focuses on how individuals go about setting goals and responding to them and the overall impact of this process on motivation is:
Goal-setting theory
In China _____ is an important need and _____ is a goal.
Group affiliation; harmony
One reason that Americans and Japanese work such long hours is due to:
High cost of living
U.S. managers believe that to motivate workers, it is necessary to satisfy their:
Higher-order needs
According to this theory, a great deal of creative potential basically goes untapped and if these abilities can be tapped, workers will provide much higher quantity and quality of output.
Theory Y
This manager believes that, if people are committed to the goals, they will exercise self-direction and self-control.
Theory Y
According to the theory of achievement motivation, all of the following are characteristics of high achievers except:
They tend to be team players
The top-ranking goal for professional technical personnel from various countries is:
Training
The first assumption about the motivation process is that it is:
Universal
The factors Welsh, Luthans, and Sommer observed among the Russian workforce that seemed to increase worker performance are:
Value of extrinsic reward and behavioral management
The importance of work in an individual's life relative to other areas of interest is referred to as:
Work centrality
According to the text, the most important motivational variable in Zambia is
Work nature
A _____ manager believes that people are basically lazy and that coercion and threats of punishment must be used to get them to work.
Theory X
Hygiene factors include all of the following except:
Advancement
Paternalistic leadership is common throughout Latin America.
T
MNCs would be wise to apply motivation-hygiene theory on _______ basis.
A country-by-country or a regional
Salary under Herzberg's theory is:
A hygiene factor
Content-oriented theories examine motivation in more general terms and are more useful in creating a composite picture of employee motivation in
A particular country or region
The least important goal for professional technical personnel from various countries is:
A successful company
theory holds that individuals can have a need to get ahead, to attain success, and to reach objectives.
Achievement motivation
consists of a job's content, the methods that are used on the job, and the way in which the job relates to others in the organization.
Job design
Some believe that _____ are born, but _____ can be shaped.
Leaders; managers
A basic assumption of Maslow's theory is that:
Lower-level needs must be satisfied before higher-level needs become motivators
The Haire and follow-up studies dealt only with
Managers
is a psychological process through which unsatisfied wants or needs lead to drives that are aimed at goals or incentives.
Motivation
In the two-factor motivation theory, the job content factors which include achievement, recognition, responsibility, advancement, and the work itself are referred to as:
Motivators
The three basic elements in the process of motivation are
Needs, drives, and goal attainment
leaders typically encourage their people to play an active role in assuming control of their work, and authority usually is highly decentralized.
Participative
All of the following are assumptions that underlie Theory Z management except:
People are motivated by financial rewards, but not by job security
Researchers like Hofstede recommended that lower-level personnel should be given:
Physical rewards
The desire to fulfill one's basic needs of food, clothing, and shelter are included in:
Physiological needs
Maslow postulated that everyone has five basic needs, which constitute a need hierarchy. In ascending order, beginning with the most basic, they are:
Physiological, safety, social, esteem, and self-actualization needs
In the context of job design and work centrality, the acronym QWL stands for:
Quality of Work Life
The need to interact and affiliate with and, to feel wanted by others are included in
Social needs
The following needs are correctly matched with their descriptions except
Social needs-the need for power and status
designs are job designs that blend personnel and technology.
Sociotechnical
A number of research efforts have been undertaken to replicate the two-factor theory and they:
Support Herzberg's findings
A Theory Y manager believes that under conditions of modern industrial life, the intellectual potential of the average human being is only partially tapped.
T
A Theory Y manager believes that under proper conditions, the average human being learns not only to accept but also to seek responsibility.
T
Bass discovered that there was far more universalism in leadership that had been believed previously.
T
In general, although the process for motivation may be the same across cultures, the content may change from one culture to another.
T
In the two-factor motivation theory, job context variables such as salary, interpersonal relations, technical supervision, work conditions, and company policies and administration are referred to as hygiene factors.
T
In work motivation, those factors controlled by the organization, such as conditions, hours, earning, security, benefits, and promotions are referred to as job context factors.
T
Japan is well known for its paternalistic approach to leadership.
T
Maslow postulated that everyone has five basic needs, which constitute a need hierarchy. In ascending order, beginning with the most basic, they are physiological, safety, social, esteem, and self-actualization needs.
T
Participative leadership is the use of both a work-centered and a people-centered approach.
T
Expectancy theory postulates all of the following except:
The employees are controlled by the external environment
All of the following are assumptions that underlie Theory X management except:
The expenditure of physical and mental effort at work is as natural to people as resting
All of the following are assumptions that underlie Theory Y management except:
The primary need of employees is job security
