Intro to Management Ch 13

positively valent

Increasing expectancies, identifying ________ outcomes, and making performance instrumental toward positive outcomes are all managerial implications of the expectancy theory.

perceived likelihood that performance will be followed by a particular outcome

Instrumentality is the

job dissatisfaction

"Tucker, I have some disturbing data," said, Adrian, Vice President of Human Resources. "Our company has suffered increases in turnover, absenteeism, lawsuits by employees and former employees, injury and illness claims, and customer complaints. About the only thing that hasn't increased is our productivity." Tucker replied, "I have unfortunately come to recognize these workforce characteristics. They are a sign of

extrinsic reward

A bonus is an example of a(n)

extinction

Failure to provide positive feedback for a job well done, resulting in lower motivation thereafter is an example of a(n)

remain in the organization

Premium Water, a manufacturer of jet boats and related accessories, has designed its job positions to ensure that people are attracted to the organization, show up every day, and work hard while they are there. Yet most employees stay no longer than five years. In this case, the company should focus more on motivating their employees to

motivation

Janice works to achieve the goals she sets for herself. Pansy works to earn money. Jed works to earn his employer's praise. These three different reasons for working all fall under the general category of

influencing people's behavior

Organizational behavior modification focuses on

It is the value the expected outcome holds for the person contemplating it

Which of the following best describes valence?

negative reinforcement

Which of the following implies a favorable consequence?

giving a pay raise

Which of the following is an example of positive reinforcement?

It involves restructuring a job to make it more rewarding and motivating

Which of the following is true of job enrichment?

experienced meaningfulness of the work

Which of the following psychological states does the Hackman and Oldham model link with the core job dimensions of skill variety, task identity, and task significance?

allowing employees to participate in setting their goals

Which of the following techniques is useful for generating goals that employees accept willingly?

autonomy

According to Hackman and Oldham's model of job design, the degree to which a job provides independence and discretion in making decisions refers to

hygiene factors and motivators

According to Herzberg's theory, the two factors that affect people working on their jobs are categorized into

important to most American managers

According to McClelland's research, the need for achievement is

personalized

According to McClelland, when the need for power is used as a negative force it is called ________ power.

negative reinforcement

According to the Hackman and Oldham model of job design, which of the following is not a core dimension of enriched jobs?

personalized power

Diana, a team lead, realizes that her team is composed of people with varying interests. Jin has a strong desire to influence others and encourage them to improve and enhance organizational goals. Merle wishes to be liked by others in the organization. Maria has the tendency to control others and often tries to manipulate and exploit them. Sam is obsessed with accomplishing his goals and strives to succeed. Diana often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Diana assigns them undesirable tasks. According to McClelland's theory, Maria has a need for

achievement

Diana, a team lead, realizes that her team is composed of people with varying interests. Jin has a strong desire to influence others and encourage them to improve and enhance organizational goals. Merle wishes to be liked by others in the organization. Maria has the tendency to control others and often tries to manipulate and exploit them. Sam is obsessed with accomplishing his goals and strives to succeed. Diana often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Diana assigns them undesirable tasks. According to McClelland's theory, Sam has a need for

procedural justice

Dwayne, project manager for MaxBuild Construction, reprimanded his superintendent, "Trip, I'm going to have to write you up for not properly securing yourself on that elevated work site. I've written up others, and the crew will be watching to see what I will do." Trip replied, "C'mon, Dwayne! I've been up there dozens of times, and we're on a tight schedule. There's no time to fool with every safety procedure!" In writing up Trip as he did other employees, Dwayne was implementing

extinction

Jorge, the office manager of Metalblock Inc., believes that providing positive consequences for a job well done will increase the likelihood of good work performance in the future. Jorge personally sends e-mails to his employees to commend their efforts when they perform well. Karla, the CEO of Descriptive Designs Inc., takes her employees off probation early when they perform to her expectations. Barney, the sales manager of Queenstar Corp., often shouts at his employees when they perform poorly. He also fails to appreciate employees when they perform well, which often results in poor performances. Barney has failed to appreciate his employees when they perform well, which has resulted in poor performances. This is an example of

punishment

Jorge, the office manager of Metalblock Inc., believes that providing positive consequences for a job well done will increase the likelihood of good work performance in the future. Jorge personally sends e-mails to his employees to commend their efforts when they perform well. Karla, the CEO of Descriptive Designs Inc., takes her employees off probation early when they perform to her expectations. Barney, the sales manager of Queenstar Corp., often shouts at his employees when they perform poorly. He also fails to appreciate employees when they perform well, which often results in poor performances. Which of the following behavioral modification methods does Barney utilize?

opportunities for personal growth and recognition

Julian said to his employee, "Joe, I don't know what else I can do for you. You have a job, a paycheck, competitive benefits, a suitable office space, and reasonable people with whom to work." Joe replied, "I'm sorry, Julian, but those things don't motivate me." According to Herzberg's two-factor theory, what is Joe looking for?

telling Amy he will withhold her punishment if she keeps showing improvement

Sven directs a small team of managers. When he is conducting meetings, Amy frequently interrupts Sven and others. Sven finally warns Amy that if she does not stop interrupting, he will administer a punishment. At the next meeting, he notices that Amy interrupts less than half as much as she usually does. Sven does not want to go so far as to reward Amy, but he does want this behavior to continue. What step would best help him accomplish this?

satisfy the full range of employee needs

The general goal of quality of work life programs is to

socialized power

Diana, a team lead, realizes that her team is composed of people with varying interests. Jin has a strong desire to influence others and encourage them to improve and enhance organizational goals. Merle wishes to be liked by others in the organization. Maria has the tendency to control others and often tries to manipulate and exploit them. Sam is obsessed with accomplishing his goals and strives to succeed. Diana often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Diana assigns them undesirable tasks. According to McClelland's theory, Jin shows a need for

Dolly feels the negative consequences of the new program outweigh the benefits

Dolly is a mid-level manager. Her supervisor wants her to take a tough stance with her employees. If Dolly cracks down on disciplinary issues, she will easily qualify for a bonus for adhering to the employee discipline system supported by her supervisor, and she knows he will quickly give her the bonus as an incentive for other supervisors to follow the same steps. Dolly is a bit concerned that the new program is too restrictive of the employees' ability to individualize their work, and even though it will streamline the production process, she feels certain it will ultimately lead to lower output by restricting the creativity and motivation of her workers. Dolly knows which employees are violating procedures and exactly how she could implement the plan to get her bonus. Nonetheless, Dolly is not really motivated to enact the new discipline plan. What factor is causing Dolly to lack motivation?

shared power

Drew, marketing/sales manager for QQL Corporation, said to his employee, "Greg, I will be out next week on client business. In my absence, I'd like you to serve as acting manager. On Monday, I'd like you to lead our weekly sales meeting. Also, please assign client contacts to the sales staff for the upcoming trade show. Lastly, decide upon final terms for our contract with Systems Manufacturing, and negotiate that contract to closure. I'm glad that I can count on you." In empowering Greg, Drew has

positive

Following the completion of a difficult assignment, Candace's supervisor told her that he was very pleased with her performance and her help in completing the project. The praise Candace received is an example of ________ reinforcement.

He should avoid punishing Missy for missing the goal and recognize that she still had an exceptional month

Herman manages a production facility that makes furniture. He asked Missy, a shift supervisor, to reach a goal of producing less than 2 percent scrap during the past month, instead of the 9 percent usually produced on her shift. This goal seemed impossible since the industry averages 10 percent scrap, and the best month ever at Herman's facility still produced 5 percent scrap. Missy's shift did not reach the goal, producing 6 percent scrap during the month. How should Herman respond?

the company will not follow through on its commitment to provide a bonus (instrumentality)

Jerome, a marketing professional who reports to you, believes that he is capable of meeting his $1 million sales goal this year (expectancy). And he would truly value the $10,000 bonus (valence) that he might earn as a result. In the past, your company has failed to pay out promised rewards. Therefore, in accordance with the expectancy theory, Jerome is concerned—and hence demotivated—that

specific and quantifiable

Martin was one of Sloane's lower-quartile performers, mainly due to lack of punctuality. In Martin's annual performance review, he submitted his draft goals for the upcoming year. One of his goals was to "Improve my punctuality." Sloane responded, "No, Martin. That goal is not acceptable. Your goal needs to be more ________ so that you and I can monitor and measure whether or not you are attaining your goal."