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