BUAD 262- CHAPTER 4

Ted is a manager who runs his department "his way" by imposing strict controls on his employees. Ted is likely a ________ manager. Select one: a. Theory X b. Theory Z c. laissez-faire d. Theory Y e. charismatic

a. Theory X

Jenny is supervising Mildred, a data-entry clerk, who is currently performing at a moderate but unacceptable level, given the department's needs. Jenny consults with Mildred about setting performance goals. To be most effective, these goals should be Select one: a. accompanied by performance feedback. b. kept private, in order to avoid evaluation. c. set at a level that is extremely challenging. d. specified by Jenny, since she is the supervisor. e. based strictly on departmental needs since it is the department's needs that are not being met.

a. accompanied by performance feedback

Alfie Kohn supports ________, and proposes that employees are actually punished by rewards. Kohn believes that employees do lower quality work when they are given rewards such as ________. Select one: a. cognitive evaluation theory; pay incentives b. contingency evaluation theory; money c. cognitive evaluation theory; challenge d. cognitive experimental theory; money e. contingency experimental theory; incentives

a. cognitive evaluation theory; pay incentives

In Katie's department, managers and employees jointly set performance goals that are tangible, verifiable, and measurable. Progress on goals is periodically reviewed, and rewards are allocated on the basis of this progress. This approach to goal setting is known as Select one: a. management by objectives. b. the valence approach. c. the instrumentality approach. d. the expectancy approach. e. the extrinsic approach.

a. management by objectives

Research on employee stock ownership plans indicates that they Select one: a. tend to increase employee satisfaction. b. tend to reduce base salaries. c. tend to reduce stress related to job stability. d. keep performance levels steady. e. tend to reduce innovative growth.

a. tend to increase employee satisfaction

Justin is a recent engineering grad who has started his first job with an engineering firm. Who is Justin most likely to use as a referent in order to determine whether his treatment by the firm is fair? Select one: a. himself in terms of his experience two years ago as a work study student. b. a male engineering grad hired by the firm just one month ago. c. a female engineering grad hired by the firm five years ago. d. a male engineering grad recently hired by another firm in the same industry. e. a commerce grad student hired at the same time as Justin but for a different department.

b. a male engineering grad hired by the firm just one month ago

A real estate salesperson whose pay is based on the price of the home he or she sells is an example of Select one: a. a gainsharing plan. b. commission pay. c. piece-rate pay. d. a modified gainsharing plan. e. skill-based pay.

b. commission pay

The rewards-personal goals relationship in expectancy theory would be enhanced if Select one: a. employees were given a choice of rewards. b. employees valued the reward. c. the organization offered more rewards. d. the rewards were distributed more frequently. e. the rewards were fair.

b. employees valued the reward

Samantha has a strong desire to achieve job status and likes to receive recognition for her accomplishments. Samantha has a strong Select one: a. safety need. b. esteem need. c. affiliation need. d. self-actualization need. Incorrect e. power need.

b. esteem need

Tara often refers to "company policy" when explaining issues to her staff that they find distasteful. With respect to the motivation-hygiene theory, company policy is an example of a ________ factor. Select one: a. physiological b. hygiene c. growth d. intrinsic e. valence

b. hygiene

Although Amanda has some weaknesses as a manager, all of her staff members would agree that the interpersonal treatment that they receive from her is not one of them. The quality of this interaction is known as Select one: a. procedural justice. b. interpersonal justice. c. distributive justice. d. equitable justice. e. cognitive justice.

b. interpersonal justice

Carmen's attitude toward her staff is that employees like work, are creative, seek responsibility, and will use self-direction and self-control if they are committed to the goals. This is reflective of Select one: a. Theory X. b. Theory Z. c. Theory Y. d. management by exception. e. management by objectives.

c. Theory Y

________ theory is associated with ________ theories, and ________ theory is associated with ________ theories. Select one: a. McClelland's; process; Alderfer's; needs b. Alderfer's; process; expectancy; needs c. McClelland's; needs; expectancy; process d. Maslow's; needs; Alderfer's; process e. Herzberg's; process; equity; needs

c. McClelland's; needs; expectancy; process

Heidi is the floor manager at her organization. She would like to have all her employees determine yearly, monthly, weekly, and daily goals. She then would sit down with the employees and review their goals and strategies. She thinks this would benefit the employees because the Select one: a. company would have greater financial stability. b. employees' perception of fairness would improve. c. employees would receive feedback. d. time she spends managing would be less. e. training would take less time.

c. employees would receive feedback

Tim is thinking of leaving his job because one of his co-workers received a bigger raise than he did for what he believed was lesser quality work. This example illustrates Select one: a. valence theory. b. intrinsic theory. c. equity theory. d. self-efficacy theory. e. interactional theory.

c. equity theory

The goals-performance relationship is influenced by five factors. These five factors are Select one: a. task complexity, uncertainty avoidance, self-efficacy, feedback, and a strong self-esteem. b. task complexity, uncertainty avoidance, power distance, feedback, and a strong self-esteem. c. goal commitment, adequate self-efficacy, task characteristics, feedback, and national culture. d. goal commitment, adequate self-efficacy, a strong self-esteem, feedback, and a complex task. e. a complex task, goal commitment, feedback, power distance, and organizational culture.

c. goal commitment, adequate self-efficacy, task characteristics, feedback, and national culture

Martha has been asked by her manager to carry out a complicated task for which she does not have the skills and knowledge. Her manager says there is not time to send her for training. Martha is unmotivated to attempt the task because she doubts very much that she will be able to perform the required job adequately and within the time deadline. Martha's motivation is characterized as Select one: a. having low instrumentality. b. having high instrumentality. c. having low expectancy. d. having a low valence. e. having a high expectancy.

c. having low expectancy

Using Herzberg's theory, working conditions are ________ factors, while job responsibility is a ________ factor. Select one: a. motivator; hygiene b. intrinsic; extrinsic c. hygiene; motivator d. external; internal e. traditional; non-traditional

c. hygiene; motivator

SCENARIO 4-2 Your department is made up of people who are very different in their lifestyles and their stages of life. Mary is a 23-year-old single parent who is working for minimum wage. Jonathan is 60 years old, extremely wealthy, and works because he enjoys it. Jane is single, 45 years old, and has few interests outside the office. You have decided to attempt to apply Maslow's hierarchy of needs to motivate each of these individuals. Referring to SCENARIO 4-2, you would expect that Mary is trying to satisfy her Select one: a. social need. b. esteem need. c. physiological need. d. self-actualization need. e. safety need.

c. physiological need

Jack manages an import/export firm that employs many older workers as well as recent university graduates. When analyzing the best ways to motivate his employees, Jack has discovered that Generation Y employees are most motivated by Select one: a. an ESOP. b. gainsharing. c. recognition from one's company or boss. d. giving back to the community through work. e. socializing with co-workers.

c. recognition from one's company or boss

SCENARIO 4-3 Marjo is the manager of a grocery store that is part of a larger supermarket chain. She would like to implement a goal-setting program for the cashiers, assistant manager, and the managers in the bakery, produce, and meat departments. The staff have asked her to explain the goal-setting program, how it will work, and how it will affect them. Referring to SCENARIO 4-3, an example of an effective goal would be Select one: a. telephone orders will be processed promptly. b. the quality of all products will increase substantially and immediately. c. sales will increase by 2 percent over the next 6 months. d. company costs will decrease as much as possible. e. new customers will be brought in regularly.

c. sales will increase by 2 percent over the next 6 months

What is most important to Donna is a working environment where she feels like she belongs and is accepted. According to Maslow, this reflects Donna's ________ needs. Select one: a. self-actualization b. safety c. social d. physiological e. esteem

c. social

Which of the following statements would most likely be made by a manager who subscribes to the Theory X approach of management? Select one: a. Focus on organizations and people will take care of themselves. b. I treat people different in different ways based on the situation we are facing. c. The only way to get people to work hard is to push them hard. d. People work best if left alone. e. People will generally seek greater responsibility and accountability when given the opportunity

c. the only way to get people to work hard is to push them hard

Li is finding out that the prospect of a pay increase is no longer motivating her staff because they know that the raises will be minimal at best. This reflects the ________ of this reward. Select one: a. expectancy b. equity c. valence d. instrumentality e. justice

c. valence

An employee believes that her efforts will result in excellent performance and that the possible reward would be desirable to her; however, the employee does not expect that her individual performance will be rewarded. According to expectancy theory, Select one: a. Expectancy = 0 Valence = 0 Instrumentality = 0 b. Expectancy = 1 Valence = 1 Instrumentality = 1 c. Valence = 0 Instrumentality = 0 Expectancy = 1 d. Expectancy = 1 Valence = 1 Instrumentality = 0 e. Expectancy = 0 Instrumentality = 1 Valence = 1

d. Expectancy = 1 Valence = 1 Instrumentality = 0

________ justice is the perceived fairness of the process used to determine the distribution of rewards. Select one: a. Equitable b. Interprocess c. Distributive d. Procedural e. Interactional

d. Procedural

Damien is one of the best sales people at his place of work. He works long hours at his job because he knows his efforts are recognized by the manager and the other sales people. At the end of every year the company "surprises" employees who have met their targets with a bonus. Damien's motivation is characterized by Select one: a. a low level of expectancy, but a high level of instrumentality. b. contingency factors. c. a strong level of safety. d. a high level of instrumentality. e. a high level of insight and goal setting.

d. a high level of instrumentality

Generally speaking, in Harry's department, the employees perceive that the amount and allocation of the rewards are fair. This is known as ________ justice. Select one: a. vigilante b. procedural c. interactional d. distributive e. equitable

d. distributive

Yvonne tries to make sure that her staff understands that the rewards they receive are closely related to performance. This is known as Select one: a. valence. b. self-actualization. c. motivation. d. instrumentality. e. expectancy.

d. instrumentality

SCENARIO 4-5 Allied World Exporting Inc. employs many individuals worldwide, and has discovered that not all are motivated by the same things. They have decided to develop different plans for the different segments of their workforce, depending upon their job, culture, and location. Those employed by the company include mill and factory workers, managers, sales people, contingent or temporary workers, part-time workers, and full-time permanent employees. Referring to SCENARIO 4-5, workers in China will likely be most motivated by Select one: a. opportunities for training. b. obtaining flexibility in their position. c. jobs based on performance. d. job security, bonuses, and life-time employment. e. intrinsic rewards.

d. job security, bonuses, and life-time employment

The four key sets of behaviours that managers can use to create intrinsic rewards for employees, as put forth by Professor Kenneth Thomas, are Select one: a. leading for opportunity, establishing credentials, goal-setting, and creating a feedback system. b. creating opportunity, creating feedback, empowerment, and goal setting. c. recognition of accomplishments, leading for competence, leading for meaningfulness, and leading for progress. d. leading for choice, leading for competence, leading for meaningfulness, and leading for progress. e. leading for choice, empowerment, goal setting, and leading for progress.

d. leading for choice, leading for competence, leading for meaningfulness, and leading for progress

Helga feels she received an appropriate salary increase this year, but does not believe that the company's methods for determining salary increases are fair. She believes there is a problem with the firm's Select one: a. interpersonal justice. b. distributive justice. c. equity practices. d. procedural justice. e. reward practices.

d. procedural justice

With respect to the motivation-hygiene theory, an example of a motivator factor is Select one: a. salary. b. supervision. c. working conditions. d. recognition. e. company policy.

d. recognition

SCENARIO 4-5 Allied World Exporting Inc. employs many individuals worldwide, and has discovered that not all are motivated by the same things. They have decided to develop different plans for the different segments of their workforce, depending upon their job, culture, and location. Those employed by the company include mill and factory workers, managers, sales people, contingent or temporary workers, part-time workers, and full-time permanent employees. Referring to SCENARIO 4-5, the mill and factory workers in Russia will likely be most motivated by Select one: a. intrinsic rewards like more autonomy. b. flexible work schedules. c. working with teenagers and retirees. d. recognition and valued extrinsic rewards, like North American T-shirts. e. working less hours.

d. recognition and valued extrinsic rewards, like North American T-shirts

SCENARIO 4-3 Marjo is the manager of a grocery store that is part of a larger supermarket chain. She would like to implement a goal-setting program for the cashiers, assistant manager, and the managers in the bakery, produce, and meat departments. The staff have asked her to explain the goal-setting program, how it will work, and how it will affect them. Referring to SCENARIO 4-3, the goals for each employee will be established by Select one: a. Marjo, as she is the manager and the one who is ultimately held accountable for all goals. b. each employee as they should take ownership of their own goals. c. a committee of colleagues in order to ensure standardization and fairness. d. the employee and Marjo, the manager, together. e. Marjo, the manager, and all the employees together, since all are part of the team.

d. the employee and Marjo, the manager, together.

Jack manages an import/export firm that employs many older workers as well as recent university graduates. When analyzing the best ways to motivate his employees, Jack has discovered that the older workers (Baby Boomers) are most motivated by Select one: a. a form of gainsharing. b. piece-rate wages. c. a steady rate to promotions. d. higher pay and benefits. e. an intellectually stimulating workplace.

e. an intellectually stimulating workplace

SCENARIO 4-4 Bill Leung is the HR director for Copper Inc., a mining firm. The business has been losing money over the past three years due to a worldwide slump in copper prices, and no end is in sight. The pressure is on to reduce labour costs. Bill has been asked to recommend an incentive pay program for miners to attempt to increase the amount of ore they extract from each site, while still meeting quality targets. Safety issues are also very important, as even minor accidents add tremendously to costs. The miners work in teams, so the plan must not upset their team interactions; however, the miners have little involvement in the company outside of their immediate jobs. Referring to SCENARIO 4-4, Bill must also recommend a plan for the research department staff. It is more difficult to assess researchers' performance because of the kind of work they do. Recently, a number of researchers have been laid off because of the company's losses, and so each staff member must get involved in new kinds of projects. Flexibility and communication between project team members is very important. What kind of incentive plan should Bill recommend for the research staff? Select one: a. skill-based pay plan b. piece-rate plan c. profit-sharing plan d. ESOP e. gainsharing

e. gainsharing

Ahmed is always careful to make clear to his employees that what they are doing matters so that they should feel good about what they are doing. In this way, he is trying to increase their ________ motivation. Select one: a. extrinsic b. cognitive c. procedural d. distributive e. intrinsic

e. intrinsic

Peter is pleased to be working for an organization that uses organization-wide programs that distribute compensation based on an established formula designed around a company's profitability. These programs are known as Select one: a. variable pay programs. b. ESOPs. c. gainsharing. d. piece-rate plans. e. profit-sharing plans.

e. profit-sharing plans

Heidi is the floor manager at her organization. She is wondering what she could do so that her employees would want to work longer hours during the store's busy season. She initially offered the employees extra pay. This did not seem to motivate them, as many of them are financially secure. Now, she is thinking of offering them more time off during the slow season. Heidi is hoping this new idea will increase Select one: a. the employees' perception of fairness. b. the instrumentality. c. the expectancy. d. the employee's self-efficacy. e. the valence.

e. the valence