ch. 6 MHR

Frederick Taylor's principles of scientific management include all of the following EXCEPT:

C.) increasing job content by giving workers more responsibility.

All of the following statements about gain sharing are true EXCEPT: a) gain sharing plans decrease personal responsibility. b) gain-sharing plans involve a specific measurement of productivity combined with a calculation of a bonus designed to offer workers a share of any increase in total organizational productivity. c) gain sharing increases work motivation because of pay-for-performance incentives. d) with gain sharing, employees have a greater sense of personal responsibility for making performance contributions to the organization. e) gain sharing encourages workplace cooperation and teamwork.

A. gain sharing plans decrease personal responsibility.

All of the following are steps in a typical sequence of performance management EXCEPT:

B.) assigning people into the roles required to perform job responsibilities.

Although research supports the logic and theoretical benefits of merit pay, it also indicates that ____________. a) human resources specialists are necessary to administer merit pay plans b) employees are overpaid for the jobs they perform c) employees like merit pay plans d) the implementation of merit pay plans is not easy e) managers believe that merit pay plans properly reflect employee productivity

D. the implementation of merit pay plans is not easy

Which of the following increases job breadth by having the worker perform more and different tasks, but all at the same level of responsibility and challenge?

D.) Job enlargement

When measuring employee performance, managers should make sure that measurements are all of these EXCEPT:

E. always positive as to not discourage employees.

According to the integrated model of of individual work motivation, a person's job performance is influenced most directly by all of the following EXCEPT: a. ability b. experience c. work effort d. organization support such as resources and technology e. supervision

E. supervision

_____________ is a pay system that rewards people for acquiring and developing job-relevant skills..

Skill-based pay

___________ rewards employees based on the entire organizations performance

a profit-sharing plan

Which of the following is not a correct way of raising a motivating potential score?

a) Reducing tasks to create smaller jobs.

112. The most common form of __________ is a "4-40" schedule--that is, 40 hours of work is accomplished in four 10-hour days.

a) the compressed workweek

A method of performance appraisal whereby each person is directly compared with every other person being rated is known as a(n) __________.

a. paired comparison

For a performance appraisal system to be reliable, it must______

a. provide consistent results each time it is used

Which of the following is a defining characteristic of the "best" job design?

a.) A job design that meets organizational requirements for high performance.

Which of the following statements is NOT correct with regard to skill-based pay?

a.) Although it has popular appeal, it is appeal, it is a fairly slow-growing pay innovation.

The typical reward systems of organizations emphasize_______ a) a mix of intrinsic and extrinsic rewards b) only intrinsic rewards c) only extrinsic rewards d) only intrinsic rewards for high-level positions e) only extrinsic rewards for high-level positions

a.) a mix of intrinsic and extrinsic rewards

One disadvantage of skill-based pay is ____________.

a.) the possible higher pay and training costs that are not offset by greater productivity

Accenture and Booz Allen Hamilton offer suggestions for attracting and retaining talented working mothers. These include all of the following EXCEPT:

b) requiring employees to take challenging jobs requiring travel.

A comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the work unit is known as a(n):

b. 360 degree assessment

In a(n) ____________, employees are rewarded by being given company stock or by being allowed to purchase it at a price below market value.

b. ESOP

Since stock prices can fall as well as rise, there is a risk associated with respect to ________ and that risk must be considered in respect to the motivational value of such pay systems.

b. ESOPs

From which perspective do performers measures facilitate decisions relating to planning for and gaining commitment to the continued training and personal development of workers?

b. developmental

All of the following are correct statements regarding the behaviorally anchored rating scales EXCEPT:

b. the procedure for developing a behaviorally anchored rating scale approach with the employee documenting job requirements.

The potential disadvantages of job simplification include all of the following EXCEPT:

b.) reduction in the skills required to perform a job

A company that requires employees to be at work between 9:30 a.m. and 3:30 p.m. but allows them to schedule their remaining work day to fit personal needs is using __________.

c) flexible working hours

In the context of performance appraisal dimensions and standards, which type of measures are typically obtained from the evaluator's observation and rating?

c. Activity

Rankings, paired comparisons, and forced distributions are types of which performance appraisal method?

c. Comparative

_____________________ is a method of performance appraisal that uses a small number of performance categories, such as "very good," "good," "adequate," and "very poor," and slots a certain proportion of people into each category.

c. Forced distribution

When Jason rates Jamie on several different dimensions and gives a similar rating for each dimension, which of these errors has occured?

c. Halo error

Which of the following statements does NOT accurately describe what is needed to make a merit pay plan work well? a) Merit pay should be based on realistic and accurate measures of individual work performance. b) Merit pay should create a belief among employees that they must perform at high levels to achieve high pay. c) Merit pay should be higher for those employees whom the manager personally favors. d) Merit pay should clearly differentiate between high and low performers in the amount of pay received. e) Managers should avoid confusing "merit" aspects of a pay increase with "cost-of-living" adjustments.

c. Merit pay should be higher for those employees whom the manager personally favor.

Job simplification is a job design approach that_______________.

c. Standardizes work procedures and employs people in clearly defined and highly specialized tasks

According to the integrated model of individual work motivation, whether or not a work setting proves motivational for an individual depends on the _____ a) support given by the individual's team members b) level of pay the person receives c) availability of rewards and their perceived value d) amount of camaraderie the individual believes exist in the workplace e) quality of supervision and direction the individual receives

c. availability of rewards and their perceived value

Skill-based pay plans reward people__________.

c. for the mix and depth of skills they possess.

When your manager increases your job content by giving you more responsibility for planning and evaluating duties, which job design approach is being used?

c. job enrichment

When your manager increases your job content by giving you more responsibility for planning and evaluating duties, which job design approach is being used?

c. job rotation

The degree to which the job gives the employee substantial freedom, independence, and discretion in scheduling the work and determining the procedures used in carrying it out is referred to as:

c.) autonomy

The research of Lawler generally concludes that ___________. a) Americans believe that they are paid more fairly than workers in other countries b) pay must be combined with fringe benefits to create a significant total compensation package for employees c) for pay to serve as a motivator, high levels of job performance must be viewed as the path through which high pay can be achieved d) managers do not believe that they pay their workers enough money e) workers do not feel that they are paid fairly

c.) for pay to serve as a motivator, high levels of job performance must be viewed as the path through which high pay can be achieved

ABC Manufacturing is able to employ two persons as one by having one person work mornings and the other person work afternoons on the same job. ABC is reaping the benefits of:

d) job sharing.

All of the following are core job characteristics as identified by Hackman and Oldham EXCEPT:

d) motivating potential.

_____________ is a pay system that links pay and performance by giving the workers the opportunity to share in productivity gains through increased earnings. a) Skill-based pay b) Sanctioned pay c) Performance pay d) Gain sharing e) Statutory pay

d. Gain sharing

A performance appraisal that involves ordering each individual from best to worst on each performance dimension being considered is called a(n)____________

d. Ranking

________________ are positively valued work outcomes that are given to an individual or group by some other person or source in the work setting. a) Expected rewards b) Implied rewards c) Valence rewards d) Extrinsic rewards e) Intrinsic rewards

d. extrinsic rewards

In the context of performance appraisal dimensions and standards, the goal of meeting product specification standards is an example of a(n)____________.

d. output measure

Merit pay is an attempt to make pay contingent upon _________. a) tenure in the organization b) specific competencies c) a willingness to acquire and develop job related skills d) performance e) years of experience in the industry

d. performance

Intrinsic rewards ___________ a) such as pay and benefits are important to employees b) are exemplified by symbolic tokens of accomplishment such as posted award certificates c) are positively valued work outcomes that are given to an individual or group d) do not require the participation of another person or source in the work setting e) are given to an individual or group by some other person or source in the work setting

d.) do not require the participation of another person or source in the work setting.

The ___________, _________, ___________ relationship underlies the logic of any performance-based pay system.

d.) effort, performance, reward

Bill is an employee at Burgers-Are-Us. He works hard each and every day so that his picture may be displayed in the restaurant lobby and that he ear the title "Employee-of-the-Month." Bill is motivated by _______ rewards. a) expected b) implied c) valence d) extrinsic e) intrinsic

d.) extrinsic

Which of the following statements about job rotation is correct? Job rotation:

d.) increases task variety by shifting workers among jobs involving tasks of similar difficulty

the awarding of cash bonuses is especially common in the ________ of organizations.

d.) senior executive ranks

Which of the following is a positive statement about telecommuting?

e) Freedom to be their own boss

Alternative work arrangements commonly used today include all of the following EXCEPT:

e) job rotation.

When Cynthia lumps everyone together around the average, or middle, category; this gives the impression that there are no very good or very poor performers on the dimensions being rated, which of these errors has occurred?

e. Central tendency error

Which settlement regarding comparative methods of performance appraisal is incorrect?

e. Critical incident diaries are probably the most utilized comparative method of performance appraisal.

Which of the following are considered advantages of skill-based pay?

e.) a reduction in compensation costs.

performance appraisal system is valid only if it____________.

e.) actually measures people on relevant job content

If your roommate asks you to describe the potential advantages of job simplification, you would include all of the following EXCEPT:

e.) increased employee turnover

Jason works as a social worker at a local hospital. He loves his job and derives great satisfaction from feeling as though he has helped others and made a difference in the community. Jason is motivated by __________ rewards a) unexpected b) implied c) outside d) extrinsic e) intrinsic

e.) intrinsic

All of the following statements about profit-sharing are true EXCEPT:

e.) profit sharing plans have no criticisms