HR Quiz 1 - Ch 1 & 13
Outsourcing has caused a dramatic increase in the size of human resource departments.
False Rationale: Outsourcing has resulted in smaller human resource staffs within companies. External consultants are increasingly relied on to provide the services once provided by these staffs.
Scientific management focused on increasing efficiency and productivity.
True Rationale: Scientific management focused on increasing efficiency and productivity.It was one of the earliest approaches to management.
Which of the following bodies created the Human Resource Certification Institute? -- The U.S. Department of Labor -- The National Human Resources Association -- The Society for Human Resource Management -- The National Labor Relations Board -- The National Human Resources Association
Answer: The Society for Human Resource Management Rationale: The Society for Human Resource Management(SHRM) has created the Human Resource Certification Institute (HRCI). The HRCI is the recognized symbol of HR certification.
Which of the following developments did NOT occur in the field of human resource management during the 1950s and 1960s? -- Selection tests from World War II were adapted for use in private industry. -- Reward and incentive systems became more sophisticated. -- Government legislation expanded, adding more complexity to human resource management. -- Labor unions became more powerful and demanded more benefits for their members. -- Personnel management began to be recognized as being critically important to organizational success.
Answer: Rationale: Even though a lot of developments occurred in the field of human resource management during 1950s and 1960s, personnel management was still not considered as important for organizational success. It was seen primarily as a clerical and bookkeeping function.
Which of the following theories addresses the problems that arise when the interests of management are not in line with the stockholders of an organization? -- Goal theory -- Needs theory -- Equity theory -- Agency theory -- Expectancy theory
Answer: Agency theory Rationale: Agency theory addresses potential conflicts of interests among different groups of stakeholders in an organization. Problems arise when the interests of the owners are in conflict with the interests of the managers.
In the context of the equity theory, which of the following is an outcome of underpayment inequity? -- An employee will try to increase his or her inputs. -- An employee's satisfaction level at work tends to increase. -- An employee's valence tends to be positive. -- An employee is not likely to exert effort at work. -- An employee will try to reduce his or her outcomes.
Answer: An employee is not likely to exert effort at work. Rationale: Equity theory is concerned with a person's perceived inputs to a setting and the outcomes received from that setting. Not only is an employee not likely to exert effort at work when underpayment inequity is perceived (because the employee feels that any effort will not be "fairly" rewarded) but also the employee will work to restore equity.
What is the basis of the reinforcement theory? -- Fundamental differences exist between managers' and employees' needs. -- Behavior is a function of its consequences. -- Ability to perform translates into positive performance. -- Rewards are based on motivation. -- People with goals work harder than people without goals.
Answer: Behavior is a function of its consequences. Rationale: Reinforcement theory is a process theory, usually that proposes that all behavior is a function of its consequences. This theory is really about learning behaviors through some type of experience.
Scenario 1.1 The management of a multinational corporation establishes an efficient, specialized human resource (HR) department to manage its human resources effectively. The newly established HR department decides to recommend to its top management the need for revising incentives and compensation in such a way so as to attract the best talents available in the market. It also recommends the setting up of fitness centers and career planning sessions to enhance overall progress of its employees. Refer to Scenario 1.1. The newly formed human resource department organizes charity events and fundraiser programs through which employees can contribute a share of their salaries to various causes. Which of the following goals of human resource management is fulfilled through these activities? -- Complying with legal and social obligations -- Promoting individual growth and productivity -- Facilitating organizational competitiveness -- Enhancing productivity and quality -- Hiring talented employees
Answer: Complying with legal and social obligations Rationale: Activities like charity events and fundraiser programs serve to fulfill the human resource management's goal of complying with legal and social obligations. Modern organizations recognize the need to contribute a part of their profits back to the society in which they function.
Which of the following motivation theories allows for multiple levels of needs being prepotent? -- Hierarchy of needs theory -- Dual factor theory -- ERG theory -- VIE theory -- Goals theory
Answer: ERG theory Rationale: A need-based theory of motivation proposed by Clayton Alderfer, ERG theory, involves three rather than two levels of needs, and also allows for someone to regress from a higher-level need to a lower-level need. The important aspect of Alderfer's theory is that he suggested that people might move either up or down the hierarchy, and he allowed for multiple levels of needs being prepotent.
The recognition that individual and group behavior is important to organizations was facilitated by the _____. -- Hawthorne studies -- scientific management approach -- systems approach to management -- Industrial Revolution -- Theory X framework
Answer: Hawthorne studies Rationale: The recognition that individual and group behavior was important to organizations was facilitated by the advent of the Hawthorne studies. The Hawthorne studies, conducted between 1927 and 1932, initiated the human relations era in management.
Which of the following departments was usually thought of as a staff function? -- Human resource -- Operations -- Finance -- Marketing -- Sales
Answer: Human resource Rationale: Legal, accounting, and HR departments were usually thought of as staff functions. Their role was to support line management's efforts to achieve organizational goals and objectives.
Which of the following is NOT one of the four basic goals of the human resource management function? -- Improving the global economy -- Promoting individual growth and development -- Complying with legal and social obligations -- Enhancing productivity and quality -- Facilitating organizational competitiveness
Answer: Improving the global economy Rationale: Improving the global economy is not one of the basic goals of the human resource function. The human resource management function in any organization must therefore have as one of its basic goals a clear understanding of how the organization competes, the kinds of human resources necessary to promote its ability to compete, and the most appropriate methods for attracting and developing those human resources.
Don, a sales clerk, believes that if he satisfies his customers based on the methods covered in his company's sales training seminar, his incentives would increase. Which of the following components of the expectancy theory does Don's belief illustrate? -- Equity -- Valence -- Expectancy -- Instrumentality -- Agency
Answer: Instrumentality Rationale: Performance-to-outcomes expectancy or instrumentality is a person's perception of the probability that improved performance will lead to certain outcomes. Operationally seen as a correlation coefficient indicating that as performance improves, the chances of gaining outcomes can either go up, remain unchanged, or go down.
According to agency theory, which of the following is NOT a fundamental difference between owners and managers? -- Managers often have more information about the day-to-day business than do the owners. -- Owners are more inclined to accept risk, whereas managers tend to minimize risk-oriented behavior. -- Managers are more likely than owners to focus on a short time horizon. -- Managers are individuals who own most modern organizations, whereas owners actually run them on a day-to-day basis. -- Managers serve as agents who represent owners' interests.
Answer: Managers are individuals who own most modern organizations, whereas owners actually run them on a day-to-day basis. Rationale: Agency theory addresses potential conflicts of interests among different groups of stakeholders in an organization. Some of the basic principles of the theory are derived from the fact that the individuals who own most modern organizations do not actually run them on a day-to-day basis.
Scenario 1.1 The management of a multinational corporation establishes an efficient, specialized human resource (HR) department to manage its human resources effectively. The newly established HR department decides to recommend to its top management the need for revising incentives and compensation in such a way so as to attract the best talents available in the market. It also recommends the setting up of fitness centers and career planning sessions to enhance overall progress of its employees. Refer to Scenario 1.1. The management decides to lighten the responsibilities of the HR department by hiring an external agency to manage the legal affairs of the company. Which of the following concepts does this decision illustrate? -- Utility analysis -- Corporate social responsibility -- Job analysis -- Scientific management -- Outsourcing
Answer: Outsourcing Rationale: The management's decision illustrates the concept of outsourcing. It is the process of hiring outside firms to handle basic HRM functions, presumably more efficiently than an organization.
Rockslide Inc., a manufacturer of sports equipment, hires an external agency to manage its payroll functions. This measure helps Rockslide limit the number of HR staff and ensure specialist service. Which of the following concepts does this scenario illustrate? -- Maslow's hierarchy of needs -- McGregor's Theory X -- Corporate social responsibility -- Psychological contract -- Outsourcing
Answer: Outsourcing Rationale: The scenario illustrates the concept of outsourcing. Outsourcing is the process of hiring outside firms to handle basic human resource management functions of an organization, presumably more efficiently than the organization.
Scenario 1.1 The management of a multinational corporation establishes an efficient, specialized human resource (HR) department to manage its human resources effectively. The newly established HR department decides to recommend to its top management the need for revising incentives and compensation in such a way so as to attract the best talents available in the market. It also recommends the setting up of fitness centers and career planning sessions to enhance overall progress of its employees. Refer to Scenario 1.1. Which of the following concepts explains the company's decision to establish an efficient human resource department? -- Utility analysis -- Job analysis -- Personnel management -- Scientific management -- Outsourcing
Answer: Personnel management Rationale: The concept of personnel management explains the company's decision to establish an efficient human resource department. It is an approach that recognizes the need to manage human resources.
The assembly line workers of an automobile company petitioned the top management to provide basic amenities such as access to potable water and a clean working environment. In the context of Abraham Maslow's hierarchy of needs, which of the following categories of needs is being exemplified in this scenario? -- Physiological -- Security -- Self-actualization -- Esteem -- Social
Answer: Physiological Rationale: In the basic hierarchy of needs model, the lowest level of needs includes such things as the need for food or water. These needs are known as physiological needs.
Thomas, the manager of an automobile showroom, announces a new scheme wherein the company will provide an all-expense paid trip to an exotic island to the salesperson who sells the maximum number of cars in the next quarter. This incentive inspires Thomas's subordinates to work harder and improve their performance. In the context of the reinforcement theory, which of the following is shown in this scenario? -- Intrinsic motivation -- Extinction -- Desired reinforcement -- Positive reinforcement -- Punishment
Answer: Positive reinforcement Rationale: Positive reinforcement refers to the situation in which a behavior is followed by positive consequences and thus is likely to be repeated.
Which of the following activities aligns with the human resource management function of enhancing productivity and quality? -- Arranging self-defense training for employees -- Communicating the latest market regulations to employees -- Maintaining transparency in all business operations -- Revising rewards and incentives to maintain motivation -- Undertaking corporate social responsibility initiatives
Answer: Revising rewards and incentives to maintain motivation Rationale: Revising rewards and incentives to maintain motivation aligns with the human resource management's function of enhancing productivity and quality. Firms also make additional investment in training to groom employees with the required skills to create high-quality products and services.
The _____ is the field's largest professional human resources association. -- Human Resource Professionals' Association -- National Labor Relations Board -- National Human Resource Management Association -- Society for Human Resource Management -- Human Resource Certification Institute
Answer: Society for Human Resource Management Rationale: Many A-Head: Human Resource Managers today belong to the Society for Human Resource Management (SHRM), the field's largest professional HR association. SHRM publishes professional journals that help members stay abreast of the newest developments in the field, sponsor workshops and conferences, and so forth.
According to the expectancy theory, which of the following factors influences an employee to experience greater motivation to perform? -- The outcomes he or she anticipates -- The level of creative behavior -- The level of training received -- The aspect of intrinsic motivation -- The complexity of the goals
Answer: The outcomes he or she anticipates Rationale: Expectancy theory is a fairly complex process theory of motivation that casts the employee in the role of decision maker. Basically, an employee decides whether or not to exert effort depending on the outcomes he or she anticipates receiving for those efforts as based on calculations concerning expectancies, instrumentalities, valences, and the links among these three components.
Scenario 1.1 The management of a multinational corporation establishes an efficient, specialized human resource (HR) department to manage its human resources effectively. The newly established HR department decides to recommend to its top management the need for revising incentives and compensation in such a way so as to attract the best talents available in the market. It also recommends the setting up of fitness centers and career planning sessions to enhance overall progress of its employees. Refer to Scenario 1.1. Which of the following approaches to human resource management explains the management's recognition that selection, training, and compensation are interrelated and that together, they affect the performance of an employee? -- The systems approach -- The scientific management approach -- The line function approach -- The personnel management approach -- The functional approach
Answer: The systems approach Rationale: The systems approach to human resource management explains the company management's recognition that selection, training, and compensation are interrelated and that together, they affect the performance of an employee. It recognizes how human resource management affects and is affected by other factors in an organization.
Which of the following is NOT true of successful human resource managers? -- They are accorded equal status with managers of other operative units. -- They possess solid educational background and professional experience. -- They fully understand the role of human resource function for their organizations. -- Their entry-level employment is limited to human resource departments. -- Their expertise covers different specialized disciplines.
Answer: Their entry-level employment is limited to human resource departments. Rationale: Successful A-Head: Human Resource Managers' entry-level employment is not limited to human resource (HR) departments. More and more firms are beginning to rotate managers through the HR function as part of their own personal career-development program. Thus, people who go to work in marketing or finance may well have an opportunity at some point to sample central HRM responsibilities.
Sally, a salesperson in a supermarket, appreciates and values the management for giving her additional incentives when a customer gives her a positive feedback for her services. Which of the following components of the expectancy theory is illustrated by Sally's appreciation of the management's actions? -- Punishment -- Valence -- Expectancy -- Instrumentality -- Extinction
Answer: Valence
It can be inferred from an integrative model of motivation that: -- reward for an input is seldom likely to lead to an employee volunteering more frequently for work. -- motivation relies on information from individuals related to their personal background. -- the amount of time an individual has spent working in a general capacity is seldom essential. -- the level of performance in any task is solely a function of motivation. -- an employee will exert effort on a job only if that effort will lead to improved performance leading to rewards.
Answer: an employee will exert effort on a job only if that effort will lead to improved performance leading to rewards. Rationale: The basic notion in an integrative model of motivation is that an employee will exert effort on the job only if that effort will lead to improved performance, that performance will lead to rewards, and those rewards are considered to be fair and satisfy important needs of the employee.
Interval schedules are partial reinforcement schedules in which: -- behavior is strengthened as a function of the passage of time. -- behavior is strengthened as a function of how many times it occurs. -- the level of performance in a given task is considered the sole function of motivation. -- motivation relies on information from individuals related to their personal background. -- the information about various personal factors for predicting a person's ability to perform a job effectively is essential.
Answer: behavior is strengthened as a function of the passage of time. Rationale: Interval schedules are partial reinforcement schedules in which behavior is reinforced as a function of the passage of time. For example, rewarding someone every 10 minutes as long as they were exhibiting desired behavior.
Benjamin, an assembly line worker, is consistently producing poor-quality products. His manager decides to reprimand him by cutting down his incentives, following which Benjamin tries to improve his performance and the quality of his work. This is an example of _____. -- intrinsic motivation -- creative behavior -- agency problem -- behavior modification -- expectancy
Answer: behavior modification Rationale: Behavior modification is the combination of positive reinforcement with either punishment or extinction that replaces an undesired behavior with a desired behavior. Changing a behavior by focusing on positive reinforcement rather than on punishment brings better results.
The _____ theory identifies motivators and hygiene factors as two sets of conditions at work that can satisfy needs. -- hierarchy of needs -- VIE -- agency -- ERG -- dual factor
Answer: dual factor Rationale: A need-based theory proposed by Frederick Herzberg, dual factor theory, identifies motivators and hygiene factors as two sets of conditions at work that can satisfy needs. Research into this theory, however, has provided little empirical support for its model.
In a _____, the number of times a behavior must occur before it is rewarded remains constant over time. -- fixed interval schedule -- variable interval schedule -- fixed ratio schedule -- variable ratio schedule -- compressed work schedule
Answer: fixed ratio schedule Rationale: Fixed ratio schedules are ratio schedules in which the number of times a behavior must occur before it is rewarded remains constant over time.
Scenario 13.1 John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan. There are two groups of operating employees. Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service. To do this, line personnel must undergo regular training to update their customer service skills. Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed. Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis. If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises. However, when performance evaluations are inadequate, employees do not receive any rewards. This method of appraisal is creating conflicts between the employees and the top management of the organization. John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers. Refer to Scenario 13.1. Refer to Scenario 13.1. The different pay structures used among many line employees could create a perception of injustice on the basis of the _____ theory when an employee finds that his income is lower than his co-worker, even though both their input-outcome ratio is same. -- goal -- expectancy -- equity -- needs -- agency
Answer: equity Rationale: Equity theory is concerned with a person's perceived inputs to a work setting and the outcomes received from that setting. This theory suggests that everyone calculates the ratio of inputs to outcomes, similar to considering a return on any investment.
In the context of Abraham Maslow's hierarchy of needs, _____ needs include the need to have a positive view of oneself. -- physiological -- security -- self-actualization -- esteem -- social
Answer: esteem Rationale: In the context of Abraham Maslow's hierarchy of needs, esteem needs include the need to have a positive view of oneself.
Scenario 13.1 John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan. There are two groups of operating employees. Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service. To do this, line personnel must undergo regular training to update their customer service skills. Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed. Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis. If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises. However, when performance evaluations are inadequate, employees do not receive any rewards. This method of appraisal is creating conflicts between the employees and the top management of the organization. John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers. Refer to Scenario 13.1. John works in an organization where additional incentives are paid to employees in accordance with their levels of outcome. Owing to the cost-cutting measures adopted by the organization, the additional incentives scheme was removed. On the basis of the _____ theory, an individual's motivation is reduced when the anticipated outcome for their efforts is not met. -- agency -- expectancy -- equity -- goal -- need-based
Answer: expectancy Rationale: Expectancy theory (or VIE theory) is a fairly complex process theory of motivation that casts the employee in the role of decision maker. Basically, an employee decides whether or not to exert effort, depending on the outcomes he or she anticipates receiving for those efforts as based on calculations concerning expectancies, instrumentalities, valences, and the links among these three components.
The _____ theory suggests that organizations can best influence performance by establishing clear links between increased performance and rewards. -- equity -- expectancy -- agency -- needs -- reinforcement
Answer: expectancy Rationale: Expectancy theory is a fairly complex process theory of motivation that casts the employee in the role of decision maker. This theory suggests that organizations can best influence performance by establishing clear links between increased performance and rewards.
Scenario 13.1 John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan. There are two groups of operating employees. Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service. To do this, line personnel must undergo regular training to update their customer service skills. Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed. Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis. If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises. However, when performance evaluations are inadequate, employees do not receive any rewards. This method of appraisal is creating conflicts between the employees and the top management of the organization. John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers. Refer to Scenario 13.1. In this scenario, when employees do not receive rewards when their performance appraisals are not up to the mark is an example of _____. -- self-actualization -- extinction -- valence -- positive reinforcement -- ratio schedule
Answer: extinction Rationale: Extinction refers to a situation in which a behavior is followed by no consequences and eventually disappears. Generally, extinction is not what an organization wants.
The material resources of an organization constitute: -- business partners, competitors, and market analysts. -- strategies employed to meet organizational goals. -- ownership investments, sales revenue, and bank loans. -- people that it employs to carry out various jobs. -- factories, equipment, raw materials, computers, and offices.
Answer: factories, equipment, raw materials, computers, and offices. Rationale: The material resources of an organization constitute factories, equipment, raw materials, computers, and offices. The material resources, combined with physical and human resources produce goods or services for an organization.
A _____ refers to a schedule in which the amount of time that must pass before a reward is given is constant over time. -- fixed interval schedule -- variable interval schedule -- fixed ratio schedule -- variable ratio schedule -- compressed work schedule
Answer: fixed interval schedule Rationale: Fixed interval schedules are interval schedules in which the amount of time that must pass before a reward is given is constant over time.
TechUp Inc., a manufacturer of computer chips, hires an external specialist agency to perform background checks of its new employees. By doing this, TechUp ensures quality service and saves both time and labor costs. This scenario illustrates the concept of _____. -- Theory Y -- Theory X -- organizational culture -- formal mentoring -- outsourcing
Answer: outsourcing Rationale: The scenario illustrates the concept of outsourcing. Outsourcing is the process of hiring outside firms to handle basic HRM functions, presumably more efficiently than an organization.
Fulfilling the psychological contract between employers and employees aligns with the human resource management goal of _____. -- facilitating organizational competitiveness -- enhancing productivity and quality -- promoting individual growth and development -- complying with legal and social obligations -- regulating labor costs
Answer: promoting individual growth and development Rationale: Fulfilling the psychological contract between employers and employees align with the human resource management's goal of promoting individual growth and development. Human resource departments in modern organizations attempt to provide employees a meaningful work experience.
Scenario 1.1 The management of a multinational corporation establishes an efficient, specialized human resource (HR) department to manage its human resources effectively. The newly established HR department decides to recommend to its top management the need for revising incentives and compensation in such a way so as to attract the best talents available in the market. It also recommends the setting up of fitness centers and career planning sessions to enhance overall progress of its employees. Refer to Scenario 1.1. Organizing career planning sessions and establishing the fitness center aligns with the human resource management goal of _____. -- complying with legal obligations -- complying with social obligations -- enhancing productivity and quality -- promoting individual growth and development -- facilitating organizational competitiveness
Answer: promoting individual growth and development Rationale: Organizing career planning sessions and establishing the fitness center aligns with the human resource management goal of promoting individual growth and development of employees. Organizations also attempt to make jobs more attractive and creative to enhance the development prospects of employees.
Abigail, a human resource executive in a company, plans and implements a wide range of employee engagement activities for improving the mental and physical health of the employees. These include personality enhancement sessions, career development lectures, and annual office trips. She also works with the management to provide employees with a creative space where they can share their innovative ideas. In this scenario, Abigail's initiatives fulfill the human resource management goal of: -- complying with legal and social obligations. -- controlling costs. -- facilitating organizational competitiveness. -- enhancing productivity and quality. -- promoting individual growth and development.
Answer: promoting individual growth and development. Rationale: Abigail's activities fulfill the human resource management goal of promoting individual growth and development of employees. The activities of human resource departments in this direction are an essential part of the psychological contract between employers and employees.
The basic premise of the human relations movement was that: -- employees had to be intimidated to be motivated. -- individual jobs should be structured to maximize productivity. -- satisfied employees would work harder for a company. -- union activities were harmful for an organization. -- teamwork must be avoided in large companies.
Answer: satisfied employees would work harder for a company. Rationale: The basic premise of the human relations movement was that satisfied employees would work harder for a company. The movement led to an increased awareness of the importance of human behavior and helped organizations manage their human resources effectively.
A health drink advertisement features athletes describing the benefits of the product when consumed every day. According to B. F. Skinner's reinforcement theory, the advertisement acts as a(n) _____. -- valence -- extinction -- outcome -- response -- stimulus
Answer: stimulus Rationale: Reinforcement theory, usually associated with B. F. Skinner, proposes that all behavior is a function of its consequences. The model has three components only: stimulus, response, and outcomes. The stimulus is something in the environment that cues us about a behavior. In this scenario, the health drink advertisement acts as a stimulus.
Line managers are best defined as: -- those who are responsible for an indirect or support function. -- those who run the personnel department. -- those who contribute to an organization with their knowledge. -- those who are directly involved in creating goods and services. -- those who conduct job analysis in an organization.
Answer: those who are directly involved in creating goods and services. Rationale: Line managers are best defined as those who are directly involved in the production of goods and services. Their contribution to an organization can be assessed in terms of their actual contribution to the organization's bottom line.
In a _____, the amount of time that must pass before a reward is given can change from one reward period to another. -- fixed interval schedule -- variable ratio schedule -- fixed ratio schedule -- variable interval schedule -- compressed work schedule
Answer: variable interval schedule Rationale: Variable interval schedules are interval schedules in which the amount of time that must pass before a reward is given can change from one reward period to another. With a variable interval schedule, employees are promoted as a function of time with a firm, but the amount of time between promotions can vary substantially.
General goals are much more effective at increasing employee performance than are specific goals.
False Rationale: Goal theory is a fairly simple model of motivation based on the premise that people with goals work harder than people without goals. Beyond that, the theory suggests that not all goals are created equal, and that goals that are difficult and yet specific and concrete will motivate employees best.
Maslow's theory suggests that people always march neatly up the hierarchy of needs.
False Rationale: The hierarchy of needs model proposed by Abraham Maslow specifies five levels of needs that are capable of motivating behavior physiological, security, social, esteem, and self-actualization. Maslow's theory suggests that not everyone would be motivated by the same set of needs at any one time and that people do not always march neatly up the hierarchy.
In modern organizations, the human resource function is viewed as a key activity that can enhance the bottom line.
True Rationale: In modern organizations, the human resource function is viewed as a key activity that can enhance the bottom line. Hiring the right people, equipping them with the right skills, and providing an environment in which they can truly contribute are crucial for an organization's success.
According to reinforcement theory, the response is the behavior that a person exhibits in reaction to the stimulus.
True Rationale: Reinforcement theory is a process theory that proposes that all behavior is a function of its consequences. The response is the behavior that a person exhibits in reaction to the stimulus.
Scientists and lawyers are considered to be knowledge workers.
True Rationale: Scientists and lawyers are considered to be knowledge workers. Knowledge workers are employees whose jobs are primarily concerned with the acquisition and application of knowledge.