MGMT 3005 Chapter 6
absenteeism and turnover are considered to be counterproductive work behaviors
false
according to Frederick Herzberg's motivator hygiene theory of job satisfaction, hygiene factors are motivational
false
according to McClelland, top managers should have a high need for affiliation coupled with a low need for power
false
achievement motivated people rely on external factors such as luck rather than internal factors such as hard work in order to master a task
false
discrepancy models propose that satisfaction is a result of value attainment
false
employees are more likely to engage in CWB's if their jobs offer autonomy
false
horizontal loading consists of giving workers more autonomy and responsibility
false
in the job characteristics model, experienced meaningfulness is determined buy skill variety, autonomy, and feedback
false
in the job characteristics model, researchers proposed three moderators: growth need strength, skill variety, and job satisfaction
false
individuals with a high need for affiliation are the most effective managers
false
job enlargement is also referred to as vertically loading the job
false
organizational commitment represents the extent to which an individual is personally involved with his/her work role
false
the latest approach to job design attempts to merge the top down and bottom up perspectives an dis referred to as employee engagement
false
the need for achievement reflects an individuals desire to influence, coach, teach, or encourage others to achieve
false
the scientific management approach to job design is most heavily influenced by the work of Frederick Herzberg
false
Abraham Maslow believed that human needs generally emerge in a predictable stair step fashion
true
Contextual factors that influence motivation and employee engagement include communication technology such as email and social media
true
Hackman and Oldham recognized that not everyone wants a job containing high amounts of the five core job characteristics
true
Herzberg found job dissatisfaction to be associated primarily with factors in the work context or environment
true
Needs can be strong or weak and are influenced by environmental factors
true
it is generally accepted that need fulfillment is correlated with job satisfaction
true
job design focuses on increasing employee motivation by changing the type of tasks we complete in the course of doing our jobs
true
managers should create challenging task assignments or goals because the need for achievement is positively correlated with goal committeemen, which, in turn, influences performance
true
one of the main advantages of scientific management is that it leads to increased employee efficiency and productivity
true
psychological safety occurs when people feel safe to display engagement
true
research does not clearly support Maslow's need hierarchy theory
true
research does not support the two factor aspect of Herzberg's theory
true
task identity is high when a person works on a product or project from beginning to end and sees a tangible result
true
Frederick Herzberg hypothesized that motivators cause a person to move from a state of satisfaction to dissatisfaction
false
Need theories attempt to pinpoint external factors that energize behavior
false
