Chapter 8

The degree to which a job requires the completion of a whole or identifiable piece of work is known as​ __________. A. skill identity B. skill variety C. autonomy D. task variety E. task identity

task identity

What percentage of organizations globally offer a​ variable-pay plan in some​ form? A. 80% B. 90% C. 22% D. 68% E. 73%

80%

If we assume that intrinsic motivation can increase employee​ motivation, while extrinsic rewards such as pay or vacation can only increase or decrease​ satisfaction, which motivational theory does this align​ with? A. Maslow's Hierarchy of Needs B. Herzberg's Two-Factor Theory C. McClelland's Needs Theory D. Goal Setting Theory E. Reinforcement theory

Herzberg's two factor theory

Although employee involvement and participation​ (EIP) programs are​ valuable, researchers caution that organizations should modify their involvement program practices dependent on​ _________. A. product B. industry C. size D. local laws E. culture

culture

Which of the following focuses on how employees can make a difference in the lives of​ others? A. Expanding jobs vertically B. Relational job design C. Job rotation D. Combining tasks E. Rational job design

relational job design

A job that might lend itself to telecommuting would be a​ ________________. A. lawyer B. team-based product designer C. bartender D. dentist E. clerk

lawyer

Which of the following benefits plans includes essential benefits and a​ menu-like selection of others from which employees can​ select? A. Flexible benefits B. Flexible spending plans C. HMO plan D. PPO plan E. Core-plus plans

core-plus plans

​________________increases take-home pay because employees are not taxed on dollars spent from these accounts. A. Flexible spending plans B. Menu selection plans C. Modular plans D. Contributory plans E. Portable spending plans

flexible spending plans

Which of the following best describes the difference between internal equity and external​ equity? A. Internal equity is the worth of the job to the​ organization; external equity is the worth of the job to the employee. B. Internal equity is the​ employee's sense of financial​ worth; external equity is the​ employee's sense of self worth. C. Internal equity is the​ employee's sense of​ self-worth; external equity is the​ employee's sense of financial worth. D. Internal equity is the worth of feedback to the​ organization; external equity is the worth of the vacation time to the employee. E. Internal equity is the worth of the job to the​ employee; external equity is the worth of the job to the organization.

internal equity is the worth of the job to the organization, external equity is the worth of the job to the employee

The way in which elements of a job are organized is known as​ ________________. A. job enrichment B. job engagement C. job characteristics D. job design E. job structure

job design

Which of the following offers a reduction in boredom and increased motivation and helps employees better understand how their work contributes to the​ organization? A. Forming natural work units B. Mutual assistance programs C. Work simplification D. Job rotation E. Job enrichment

job rotation

Decisions which are made jointly between the employee and the direct supervisor is commonly known as​ ______. A. cooperative management B. employee empowerment C. team based management D. objective management E. participative management

participative management

One of the cited drawbacks of telecommuting may be that​ _______________________. A. people are not productive when they work from home B. people need structure C. people are more collaborative when they are together D. people are not as accountable when they work from home E. people are not motivated

people are more collaborative when they are together

Which of the following is an​ organization-wide program that distributes compensation based on a formula dependent on the​ company's profitability? A. Gain sharing B. Job sharing C. Cost sharing D. Merit sharing E. Profit sharing

profit sharing

Which of the following would be an intrinsic​ reward? A. Health insurance B. Recognition C. Bonus plan D. Pay increase E. Additional vacation time

recognition

Approximately, which of the following percentages of employees now fit the traditional​ "one benefits plan fits​ all" program? A. 10% B. 45% C. 25% D. 0% E. 20%

10%

Sunshine Automotive Company recently implemented a benefit plan in which employees acquire stock in Sunshine Automotive at a reduced price as part of their benefits. This is commonly known as​ a(n) ____________________. A. 401K plan B. employee stock purchase plan C. skill based benefit plan D. bonus plan E. merit plan

employee stock purchase plan

Flexible benefit plans are most closely aligned with which motivational​ theory? A. Path goal theory B. Goal Setting Theory C. Self-efficacy theory D. Expectancy theory E. Maslow's Hierarchy

expectancy theory

Melissa: We must become more flexible if we are to meet our personnel needs and maximize efficiency. In the​ past, we simply hired as many​ full-time employees as we thought we needed.​ But, this focus has caused us to lose many valuable employees. We should offer flextime and job sharing options to help us keep and attract talented employees. ​Jennifer: Alternatives to traditional job design approaches can lead to significant cost savings. We are expected to have 500 more employees than our current facility allows next​ year, but my analysis reveals 600 of our employees could telecommute.​ Therefore, we can avoid costly actions such as moving our offices or building extensions if these workers became telecommuters. Job sharing can also reduce facility costs as well as payroll costs. Which of the​ following, if​ true, would strengthen​ Melissa's argument? A. Flextime arrangements are more common in service industries than in other industries. B. The number of employees interested in flextime is higher than the number of employees interested in job sharing. C. Employees tend to believe that employees in nontraditional job arrangements are the most vulnerable to layoffs. D. Most of the jobs at the organization do not require the employee to be physically present. E. A large number of people with desirable job skills cannot commit to taking​ full-time positions.

A large number of people with desirable job skills cannot commit to taking full-tine positions

Pam works at an organization that has a number of international offices where she and her fellow team members service select accounts. Because of​ this, Pam and the rest of her team have differing hours which are available to them. Although Pam and the rest of the team have core hours from​ 11:00 a.m. to​ 3:00 p.m. that they must be in the​ office, Pam was able to choose the rest of her 4 hours each day that worked best for her. This is an example of​ ________________. A. telecommuting B. flextime C. virtual organizing D. core office time E. job sharing

flextime

Laura Schendell makes only​ $8.50 per hour working at her​ fast-food job in​ Pensacola, Florida, and the job​ isn't very challenging or interesting. Yet Laura talks enthusiastically about the​ job, her​ boss, and the company that employs her.​ "What I like is the fact that Guy​ [her supervisor] appreciates the effort I make. He compliments me regularly in front of the other people on my​ shift, and​ I've been chosen Employee of the Month twice in the past six months. Did you see my picture on that plaque on the​ wall?" Laura is experiencing which type of​ reward? A. Intrinsic rewards B. Preferential benefit package C. Extrinsic reward D. Flextime E. Incentive

intrinsic rewards

Luis really loved his new job at the automobile plant. As part of the engine​ department, Luis spends 90 days in a variety of positions before moving on to another position within the department. In this​ way, Luis could become familiar with each facet of the organization and would eliminate any possibility of the job becoming too routine.​ Luis' job is an example of​ _________________. A. job rotation B. job connection C. relational job design D. job enrichment E. job engagement

job rotation

According to the job characteristics model​ (JCM), which dimensions combine to create meaningful work the employee will view as​ important, valuable, and​ worthwhile? A. Financial​ reward, recognition, and simplicity of tasks B. Task​ identity, autonomy, and task significance C. Feedback, financial​ reward, and opportunity for advancement D. Skill​ variety, task​ identity, and task significance E. Skill​ variety, task​ identity, and financial reward

skill variety, task identity, and task significance

Although redesigning jobs on the basis of job characteristics theory is likely to make work more intrinsically motivating to​ people, more contemporary research is focusing on how to make jobs more​ pro-socially motivating to people. In​ today's business arena focusing on customer relationship management and building repeat business when management strives to make jobs more​ pro-socially motivating, it is striving to improve the​ organization's relationship with​ ________. A. stakeholder groups of​ customers, clients,​ patients, and users of products or services B. stockholders C. employees D. the management of the organization E. vendors

stakeholder groups of customers, clients, patients, and users of products or services

The Windsong Automobile Manufacturing Company produces luxury automobiles made to order. The ownership of the firm recognizes the importance of happy employees. In addition to an excellent salary and benefits​ package, they have also decided to give each employee autonomy over their job and allow each specialist to complete an identifiable piece of work. Using teams of four employee​ specialists, each team completes a car from start to finish. Using the job characteristics​ model, which of the five core job dimensions describes these work​ teams? A. Feedback B. Task identity C. Autonomy D. Task significance E. Skill variety

task identity