MANA3335 Ch. 10 Practice Test

Geert has worked on Junhua's construction crew for five years. The job site and expectations are consistent with those in previous years. Yet this year Geert has been both unreliable and unproductive. What is most likely the cause of Geert's poor performance?

*A lack of motivation {In this case, it appears Geert's insufficient desire to perform the job impacts his performance}

Based on the motivation framework, what is the first step in motivation?

*A need or deficiency {The motivation process does not begin with a need satisfaction. It begins with a need deficiency}

According to expectancy theory, in order for motivated behavior to occur, which condition must be met?

*A person must believe that if effort is expended, high performance will result {Porter and Lawler suggested that there may be a relationship between satisfaction and performance but that it goes in the opposite direction—that is, high performance may lead to high satisfaction}

According to the basic expectancy model, what should effort be combined with to result in performance?

*Ability and environmental factors {Expectancy theory recognizes that a person's behavior results in a variety of outcomes, or consequences, in an organizational setting. A high performer, for example, may get bigger pay raises, faster promotions, and more praise from the boss}

As a new employee, Yui likes to meet with her manager regularly to see what she did well and how she can improve. She sets difficult goals and likes specific and immediate feedback. Which type of need does Yui have?

*Achievement {The need for affiliation is a desire for human companionship and acceptance. People with a high need for achievement have a desire to assume personal responsibility, a tendency to set moderately difficult goals, and a desire for specific and immediate feedback}

Which need, similar to Maslow's belongingness, is a desire for human companionship and acceptance?

*Affiliation {Like Maslow's belongingness need, the need for affiliation is a desire for human companionship and acceptance}

Dorina has an internship at a firm she has always wanted to work for. She knows this firm hires entry-level employees only if they do well in their internships, so Dorina is working hard to achieve her goals during the internship. In this case, which type of outcome will have the highest valence for Dorina?

*An entry-level job offer {Dorina's behavior is determined by her desire for certain results and the likelihood that they are achievable. Based on these motivational factors, she will assign the highest value to the outcome of a job offer}

What is the most general form of merit pay?

*Annual salary increases {Under a piece-rate incentive plan, the organization pays an employee a certain amount of money for every unit she or he produces}

Kaia's company has just started a safety program for the plant floor in order to improve safety. For every month that the plant has no on-the-job injuries, all employees receive a bonus. What is Kaia's company using to motivate employees?

*Behavior modification {Merit pay generally refers to pay awarded to employees on the basis of the relative value of their contributions to the organization}

Which type of executive compensation is determined by the performance of the organization with the board of directors sometimes determining distribution?

*Bonuses {The traditional method of incentive pay for executives is in the form of bonuses. Bonuses, in turn, are usually determined by the performance of the organization}

In which way does avoidance act as a reinforcement?

*By allowing escape from undesirable consequences {Avoidance strengthens behavior by allowing escape from an undesirable consequence}

Aviva is trying to save money for college this fall, and her current job does not offer any overtime. After speaking with her manager, Aviva took on some of the harder, less desirable jobs, with the idea that this type of work would result in a higher hourly wage. At this point, Aviva is at what step in the motivation framework?

*Choice of behavior to satisfy need {At this point, Aviva has selected a behavior to satisfy her need. After a while, she will reevaluate her success and if her increased performance is not recognized, she is likely to try another option}

Amina uses work teams in her department, and she allows them to plan and direct their own work. What is Amina's role for her work teams?

*Coach {Valence is an index of how much a person values a particular outcome. If the individual wants the outcome, its valence is positive; if the individual does not want the outcome, its valence is negative. Amina does not set valence}

Willa's employer has announced a goal of increasing production by 12 more units each day, a challenging but reasonable number. Because Willa will not be paid any extra for reaching this goal, she is not willing to work harder to produce the extra units. Which attribute of the expanded goal-setting theory is not being met in this example?

*Commitment {The goal is clear and precise in terms of the number of units and the time frame. Goal commitment is the extent to which someone is personally interested in reaching the goal. Willa is not committed to this goal}

As a nurse, Raj works four ten-hour days per week. This allows him to have better control over patient care. Which type of scheduling does Raj's hospital use?

*Compressed {Job sharing entails two or more people doing one full-time job}

Which of the following must be present in any reinforcement method in order for it to be effective?

*Consistency {Extinction can be used to weaken behavior, especially behavior that has previously been rewarded. This does not apply an incentive; it simply takes away reinforcement}

Julius is looking at various motivational tools for his department. Before he decides on one, he decides to try and determine which factor or factors really motivate people. Which view of motivation is Julius using?

*Content perspective {The ERG theory collapses the needs hierarchy developed by Maslow into three levels, existence, relatedness, and growth}

Which of the following refer(s) to an approach to motivation that tries to answer the question, "What factors motivate people?"

*Content perspectives {The two-factor theory of motivation suggests that people's satisfaction and dissatisfaction are influenced by two independent sets of factions—motivation factors and hygiene factors. Content perspectives refer to an approach to motivation that tries to answer the question, What factors motivate people?}

Raul's department uses flextime, but all employees must be at the office each afternoon between 1:00 and 4:00. What is this required block of time when employees must be in the office called?

*Core {When companies offer their employees flextime work schedules, there is a core time when all employees must be available on site to facilitate interaction between departments}

Mikel runs the marketing department, and he assigns accounts to groups of employees instead of just one employee. He allows the group to control the work, including who does the work and when it is done. Which type of method does Mikel use to empower his employees?

*Decentralized teams {Flextime work schedules are work schedules in which employees have some control over the hours they choose to work}

Which of the following suggests that people's needs are grouped into three possible overlapping categories and that more than one level of need can cause motivation at the same time?

*ERG theory {Content perspectives on motivation deal with the first part of the motivation process—needs and need deficiencies. More specifically, content perspectives address this question: What factor or factors in the workplace motivate people?}

According to Frederick Taylor and his traditional approach to motivation, what is the primary thing that motivated everyone?

*Economic gain {Human relations advocates emphasized the role of social processes in the workplace}

Sabine's company allows all employees to become meaningful stakeholders in the organization. What type of group-level reward system does Sabine's company use?

*Employee stock ownership plans {Employee stock ownership plans (ESOPs) also represent a group-level reward system that some companies use. Under the employee stock ownership plan, employees are gradually given a meaningful stake in ownership of a corporation}

In what way is a Scanlon plan different from other gainsharing plans?

*Employees receive the majority of the cost savings that the plan achieves {The Scanlon plan has the same basic strategy as gainsharing plans, in that teams or groups of employees are encouraged to suggest strategies for reducing costs. However, the distribution of these gains is usually tilted much more heavily toward employees, with employees usually receiving between two-thirds and three-fourths of the total cost savings that the plan achieves}

Which of the following best describes flextime?

*Employees select the hours they work {Flextime gives employees personal control over the times they work. The workday is typically broken down into two categories: flexible time and core time. All employees must be at their workstations during core time, but they can choose their own schedules during flexible time}

According to Herzberg, what do managers try to achieve by providing hygiene factors at appropriate levels?

*Employees who are not dissatisfied {By providing hygiene factors at an appropriate level, managers do not necessarily stimulate motivation but merely ensure that employees are "not dissatisfied." Employees whom managers try to "satisfy" through hygiene factors alone will usually do just enough to get by}

Which of the following enables workers to set their own work goals, make decisions, and solve problems within their sphere of responsibility and authority?

*Empowerment {Behavior modification is a method for applying the basic elements of reinforcement theory in an organizational setting}

Rabeya gives her employees a lot of freedom as to how they get their work done and the goals they set for themselves. She also allows them to make decisions that will allow them to resolve issues that arise. What does Rabeya use to motivate her employees?

*Empowerment {Empowerment is the process of enabling workers to set their own work goals, make decisions, and solve problems within their sphere of responsibility and authority}

Which of the following contends that people are motivated to seek rewards that reflect their level of effort and performance?

*Equity theory {Equity theory contends that people are motivated to seek social equity in the rewards they receive for performance. Equity is an individual's belief that the treatment he or she is receiving is fair relative to the treatment received by others}

Although she makes a good salary, Arayla does not think she gets the recognition she deserves from her supervisor or her colleagues. According to Maslow's hierarchy, which need is not being met?

*Esteem {Arayla's physiological needs are being met, but not her esteem needs. Esteem needs include the need for recognition and respect from others}

After taking night classes and receiving his degree, Raphael agreed to stay in his current job, but has found he is bored and unchallenged. He is evaluating his current job and his desire to stay longer. Which step in the motivation framework is Raphael in?

*Evaluation of need satisfaction {Raphael has already found ways to satisfy the need. At this point, Raphael is evaluating the success of his chosen option}

As a sales rep, Polani is paid a low base salary and makes commissions on every sale. However, she does not feel she makes enough and has asked her manager for a raise. Her manager told Polani that if she wants to make more money, she will have to work harder. Which motivation theory does this manager subscribe to?

*Expectancy {Equity theory contends that people are motivated to seek social equity in the rewards they receive for performance. Equity is an individual's belief that the treatment he or she is receiving is fair relative to the treatment received by others}

Which theory suggests that motivation depends on how much we want something and how likely we think we are to get it?

*Expectancy {The goal-setting theory of motivation assumes that behavior is a result of conscious goals and intentions. Expectancy theory suggests that motivation depends on two things—how much we want something and how likely we think we are to get it}

As an intern, Dezmon believes that if he does a good job, he will be offered a full-time position after college. Therefore, he looks for opportunities to demonstrate his skills and to develop creative solutions. Which process perspective is the basis for Dezmon's behavior?

*Expectancy theory {The two-factor theory of motivation is a content perspective rather than a process perspective}

Tariq runs a small manufacturing plant, and he knows how skilled his employees are. Recently, he started offering a bonus for any suggestion implemented that increases productivity or decreases costs. What is Tariq doing to allow his employees a greater say in how they do their jobs?

*Extending participation {Many organizations have actively sought ways to extend participation beyond the traditional areas. Simple techniques, such as suggestion boxes and question-and-answer meetings, allow a certain degree of participation, for example. The basic motive has been to better capitalize on the assets and capabilities inherent in all employees}

Which type of reinforcement weakens previously rewarded behavior?

*Extinction {Extinction weakens behavior, especially previously rewarded behavior}

During a staff meeting, Eloisa made a rude comment about a coworker who missed a deadline. Eloisa's manager ignored the comment and moved on to the next topic. Which type of reinforcement did Eloisa's manager use to discourage this type of behavior?

*Extinction {Ignoring behavior they want to discourage is Eloisa's manager's method of weakening undesired behavior. This is called extinction}

Employees at LevelTech are paid every Friday. This is an example of reinforcement that is provided on which type of schedule?

*Fixed-interval {A fixed-ratio schedule gives reinforcement after a fixed number of behaviors, regardless of the time that elapses between behaviors. The fixed-interval schedule provides reinforcement at fixed intervals of time, regardless of behavior}

Which type of reinforcement provides the least incentive for good work?

*Fixed-interval {A variable-interval schedule uses time as the basis for reinforcement, but the time interval varies from one reinforcement to the next. When employees do not know when their boss is going to drop by, they tend to maintain a reasonably high level of effort all the time}

For every fifth new hire, Kumar, a staffing specialist, receives a bonus. Which type of reinforcement schedule is Kumar's company using?

*Fixed-ratio {The variable-ratio schedule, the most powerful schedule in terms of maintaining desired behaviors, varies the number of behaviors needed for each reinforcement}

Because of the nature of the work done in Ozlem's department, work must be done on site. However, Ozlem has found that many of her employees want to get out earlier to be home when their children get home from school. An almost equal number of employees find it difficult to be at their desks by 8:30 in the morning. What type of work schedule should Ozlem try?

*Flextime {Telecommuting would not be appropriate since the work must be done on site. Flextime gives employees personal control over the times they work}

Which type of reinforcement would a speeding ticket be?

*Punishment {Fines are an example of punishment as a means of reinforcement. Punishment is used to weaken the incidence of undesired behaviors. When a person receives a speeding ticket, it is hoped this provides incentive not to speed again}

Jolanta's department using a reward system. When employees offer ideas that save the company money, the group will receive up to 20 percent of the money the company saves. Which type of reward system does Jolanta's department use?

*Gainsharing {This type of group reward system is a gainsharing program. Gainsharing programs distribute costs savings associated with gains in productivity that are achieved by employees. The Scanlon plan has the same basic strategy, but the distribution of gains is tilted much more heavily toward employees and would be distributed across the entire organization}

As a highly organized person, Eli writes a list of things he wants to achieve each day. Each of those things will help him accomplish longer-term goals that he has. Which of the following describes the extent to which Eli is personally interested in reaching his goals?

*Goal commitment {Equity theory contends that people are motivated to seek social equity in the rewards they receive for performance. Equity is an individual's belief that the treatment he or she is receiving is fair relative to the treatment received by others}

During his performance review, Ramon was given objectives that included dates and levels of expectation. Which of the following was his manager using to help Ramon achieve these goals?

*Goal specificity {Goal specificity is the clarity and precision of the goal. A goal of "increasing productivity" is not very specific; a goal of "increasing productivity by 3 percent in the next six months" is quite specific}

According to the ERG theory, which need corresponds to the physiological and security needs?

*Growth {This theory collapses the needs hierarchy developed by Maslow into three levels. Existence needs correspond to the physiological and security needs. Relatedness needs focus on how people relate to their social environment. In Maslow's hierarchy, these would encompass both the need to belong and the need to earn the esteem of others. Growth needs, the highest level in this schema, include the needs for self-esteem and self-actualization}

Ugar wants to reward positive behaviors, but he wants to do so in a way that is most effective. What should Ugar do to reward his employees for those behaviors he wants to encourage?

*He should provide reinforcements after a variable number of observed behaviors {Ugar should provide reinforcements after a variable number of observed behaviors. A variable-ratio schedule is the most effective schedule for shaping desired behavior}

Recently, Lupita has not been performing as well at work as she used to. She has been showing up to work late and claims the work simply is boring and unfulfilling. What should Lupita's manager do to strengthen Lupita's performance?

*He should try to determine the nature of Lupita's problem {Lupita's capabilities, the work setting, and the job expectations are unchanged. In this case, a need deficiency reduces motivation and individual performance}

During a staff meeting, L'Meese told her staff about impending budget cuts and asked her staff for their suggestions. By including her employees in the decision-making process, what did L'Meese likely achieve?

*Higher levels of commitment to the decision {The successful process of making a decision, executing it, and then seeing the positive consequences can help satisfy one's need for achievement, provide recognition and responsibility, and enhance self-esteem}

Which of the following is not part of a typical compensation plan for senior executives?

*Hourly wages {Most senior executives receive compensation through base pay, stock option plans, and bonuses}

As a manager, Zereth provides her team with broad goals, then allows them to be self-directed in carrying out routine activities that support those goals. Which of the following does Zereth use to motivate her employees?

*Human relations approach {The ERG theory of motivation suggests that people's needs are grouped into three possibly overlapping categories—existence, relatedness, and growth}

Apoorva believes her employees value the contributions they make to the organization, and as a manager, she wants to create a work environment that makes full use of the human resources available. Which type of approach to motivation does Apoorva follow?

*Human resources {An assumption of the traditional approach was that work is inherently unpleasant for most people and that the money they earn is more important to employees than the nature of the job they are performing. Hence, people could be expected to perform any kind of job if they were paid enough}

Which approach to motivation claims that contributions to the work environment have value to both the worker and the organization?

*Human resources {Whereas human relations advocates believed that the illusion of contribution and participation would enhance motivation, the human resource view assumes that the contributions themselves are valuable to both individuals and organizations}

In addition to various theories, research has focused on other needs that are important to organizations, including achievement, affiliation, and power. Which type of needs are these?

*Individual {Research has focused on specific individual human needs that are important in organizations. The three most important individual needs are achievement, affiliation, and power}

According to Herzberg's two-factor theory of motivation, which of the following is a hygiene factor on the job?

*Interpersonal relations {Hygiene factors include supervisors, working conditions, interpersonal relations, pay and security, and company policies and administration}

Which of the following is true of job sharing?

*It allows the organization to benefit from the talents of more people {Job sharing allows the organization to benefit from the talents of more people}

Which of the following compensation plans formally base at least some meaningful portion of compensation on the relative value of the contributions of employees?

*Merit pay plans {Merit pay plans are compensation plans that formally base at least some meaningful portion of compensation on merit. Merit pay generally refers to pay awarded to employees on the basis of the relative value of their contributions to the organization}

Which of the following is the set of forces that cause people to behave in certain ways?

*Motivation {Motivation is the set of forces that cause people to behave in certain ways. On any given day, for instance, an employee may choose to work as hard as possible at a job, work at a moderate pace to meet performance expectations, do just enough to avoid a reprimand, or do as little as possible}

Nila finds her work very fulfilling. While salary is important to her, Nila is most satisfied with the recognition she receives for her efforts on a cross-departmental work team. Her supervisor and team leader have both expressed the company's gratitude for her contributions and praise for her performance. Based on the two-factor theory of motivation, Nila's satisfaction derives from which type of factors?

*Motivation {Nila's satisfaction derives from motivation factors. Herzberg's motivation theory suggests that satisfaction relates to work content, and dissatisfaction relates to hygiene factors}

Renee works for a landscaping company in an entry-level position. She would like to make more money so she can buy a car. At this point, Renee is at what step in the motivation framework?

*Need deficiency {Renee has not yet reached the point of need satisfaction}

A number of employees at Sweetie Pies bakery have been coming in to work late, which disrupts scheduling and overall productivity. The managers introduced a reward schedule based upon punctuality, providing rewards for individuals and to the staff each month without tardiness. What technique is Sweetie Pies bakery using?

*Organizational behavior modification {An organizational behavior modification (OB Mod) program starts by specifying behaviors that are to be increased (such as producing more units) or decreased (such as coming to work late). These target behaviors are then tied to specific forms or kinds of reinforcement}

Eva reviews daily reports to identify errors. Then she meets with representatives from the purchasing and inventory departments to discuss ways to eliminate or prevent recurring problems. Which type of motivational strategy is Eva's organization using by allowing her to make decisions about her work?

*Participation {In job sharing, two part-time employees share one full-time job}

Why are piece-rate incentive plans prone to fail?

*Performance is not always under the worker's control {Perhaps the most common forms of individual incentives today are sales commissions that are paid to people engaged in sales work. In other words, although organizations often have drawing accounts to allow the salesperson to live during lean periods (the person then "owes" this money back to the organization), if he or she does not perform well, he or she will not be paid much}

Louisa works in a warehouse where all promotions are on a schedule based on length of employment. Every six months she can expect a modest raise in salary, with promotions to the next level every 18 months. There is nothing Louisa can do to increase the raise amount or secure a promotion any sooner. In this situation, which type of expectancy is very weak?

*Performance-to-outcome expectancy {In this scenario, increased performance would not bring increased outcome. Therefore, the performance-to-outcome expectancy is weak}

Maxwell struggles to cover daily and monthly living expenses, and both he and his wife work full-time jobs to support their family of four. Maxwell works a second job on weekends in hope of being able to purchase their first home next year. He and his wife constantly worry about what might happen if either of them loses their job. Based on Maslow's hierarchy of needs, which of Maxwell's needs are being met?

*Physiological {According to Maslow's hierarchy of needs approach, Maxwell's basic survival and biological needs for himself and his family are being met. Next he will strive to nurture his security, social, and self-image needs}

Which plan is a reward system where an organization pays an employee a certain amount of money for every unit he or she produces?

*Piece-rate incentive {The Scanlon plan is similar to gainsharing, but the distribution of gains tilts much more heavily toward employees. Under a piece-rate incentive plan, the organization pays an employee a certain amount of money for every unit he or she produces}

Stitches, Inc. is a specialty clothing manufacturer. Clothing is produced in bulk quantities and then customized with monograms and other unique embellishments before final shipment. Employees on the custom stitching line are compensated for each individual item completed. What type of reward system is used in the custom stitching department?

*Piece-rate incentive plan {Gainsharing programs and the Scanlon plan are group-based reward systems that share earnings attributed to productivity gains. Piece-rate incentive plans pay individuals a certain rate for each unit produced}

Ahmed performs management by engaging in a wandering around leadership style. He stops by each of his departments at least once a day, interacting with employees throughout the office. When he sees behavior that impresses him, he praises the individual who is demonstrating the type of behavior he wants to reinforce at his company. Which type of reinforcement method is Ahmed exercising?

*Positive {Praise from Ahmed acts as a positive reinforcement to strengthen desired behavior}

Lou received a nice bonus for bringing in a project ahead of schedule and under budget. This motivates Lou and others to achieve these goals on future projects. What did Lou's manager use to strengthen behavior?

*Positive reinforcement {Positive reinforcement, a method of strengthening behavior, is a reward or a positive outcome that an individual experiences after a desired behavior is performed}

Kamiya has a strong desire to be influential in her group and to control what goes on in her environment. Which type of needs would Kamiya be considered high in?

*Power {The need for power is the desire to be influential in a group and to control one's environment. Research has shown that people with a strong need for power are likely to be superior performers, have good attendance records, and occupy supervisory positions}

Woojin likes to be in control of his environment, and he is a very good manager. He rarely misses time from work and is considered to be a superior performer by his managers. Which of the following needs likely accounts for Woojin's behavior?

*Power {The need for power is the desire to be influential in a group and to control one's environment. The need for power has received considerable attention as an important ingredient in managerial success}

Which of the following are approaches to motivation focusing on why people choose certain behavioral options to satisfy their needs and how they evaluate their satisfaction after they have attained those goals?

*Process perspectives {In the original version of goal-setting theory, two specific goal characteristics—goal difficulty and goal specificity—were expected to shape performance}

Which type of reinforcement is designed to weaken or decrease a behavior?

*Punishment {Punishment is used by some managers to weaken the incidence of undesired behaviors. The logic is that the unpleasant consequence will reduce the likelihood that the employee will choose that particular behavior again}

Olesia has worked for the same company for five years and knows she does a good job. Recently, a new employee was hired in her department, and Olesia heard the new person is being paid more than she is. According to equity theory, what might Olesia do because she feels underrewarded?

*Reduce the inequity {People who feel underrewarded try to reduce the inequity. Such a person might decrease Her inputs by exerting less effort, increase her outcomes by asking for a raise, distort the original ratios by rationalizing, try to get the other person to change her or his outcomes or inputs, leave the situation, or change the object of comparison}

Which approach to motivation argues that when behavior is rewarded, it is more likely to be repeated, and behavior that results in punishment is less likely to be repeated?

*Reinforcement theory {Reinforcement theory argues that behavior that results in rewarding consequences is likely to be repeated, whereas behavior that results in punishing consequences is less likely to be repeated}

Nour enjoys her job and meeting new people. She is also very good with new clients because she makes them feel at ease. According to the ERG theory of motivation, what does Nour rate highly in?

*Relatedness {Relatedness needs focus on how people relate to their social environment. In Maslow's Hierarchy, these would encompass both the need to belong and the need to earn the esteem of others}

What is the most common form of individual incentive?

*Sales commissions {Perhaps the most common form of individual incentive is sales commissions that are paid to people engaged in sales work. In general, the person might receive a percentage of the total volume of attained sales as his or her commission for a period of time}

Teresita feels unchallenged at work and is bored. She wants projects that have more challenge, so she began talking to other managers who may need help. Which process in the motivation framework is Teresita experiencing?

*Search for ways to satisfy the need {Teresita has already identified her need deficiency, the need for more challenge}

Even though he is only 25 years old, Manoj saves 10 percent of his pay in the company-sponsored pension plan so that he can enjoy a worry-free retirement. Which of the following levels on Maslow's hierarchy is Manoj striving for in retirement?

*Security {According to Maslow's hierarchy of needs approach, with his basic survival needs met, Manoj is now seeking to secure a comfortable retirement by saving in the pension plan}

According to Maslow's hierarchy of needs theory, the need for housing and clothing is a part of which type of need?

*Security {Security needs are needs for a secure physical and emotional environment. Examples include the desire for housing and clothing and the need to be free from worry about money and job security}

As a manager, Dajhia has created a culture in which her employees participate in making decisions about their work, and she gives them an opportunity to learn new things. Which type of need is Dajhia hoping to help her employees fulfill?

*Self-actualization {Belongingness needs relate to social processes. They include the need for love and affection and the need to be accepted by one's peers}

Marah, who works in accounts receivable, is a full-time employee. Her husband has recently had some health issues, and Marah is struggling to maintain a full-time work schedule while caring for her husband. How would job sharing help Marah?

*She could work part time while another employee works the rest of her shift {Telecommuting is the process of allowing employees to spend all or part of their time working offsite, usually at home}

Ella is a high school student with a high need for achievement. Which of the following is most likely to be true of Ella?

*She has a desire to assume personal responsibility {People with a high need for achievement have a desire to assume personal responsibility}

Which of the following has led to the increased popularity and success of telecommuting?

*Sophistication and power of communication technology {An increasingly popular approach to alternative work arrangements is telecommuting—allowing employees to spend part of their time working offsite, usually at home. The increased power and sophistication of modern communication technology are making telecommuting easier and easier}

For many executives, which type of incentive makes up the largest share of their salary mix?

*Stock options {Some organizations also make available to senior executives low- or no-interest loans. These are often given to new executives whom the company is hiring from other companies and serve as an incentive for the person to leave his or her current job to join a new organization. These do not make up the majority of the salary mix}

Which of the following allows employees to spend part of their time working offsite, usually at home?

*Telecommuting {A compressed work schedule involves working a full 40-hour week in fewer than the traditional five days}

Pallavi has found that she does not need all her employees in the office every day, and she has invested in software that will allow employees to work from home. Which type of work schedule is Pallavi moving employees to?

*Telecommuting {Telecommuting would allow employees to spend part of their time working at home}

What is the underlying assumption of a gainsharing program?

*The employer and the employees all have the same goal {Gainsharing programs are designed to share the cost savings from productivity improvements with employees. The underlying assumption of gainsharing is that employees and the employer have the same goals and thus should appropriately share in incremental economic gains}

What is the basic assumption of the human relations approach to motivation?

*The need to feel useful and important is more important than money {Whereas human relations advocates believed that the illusion of contribution and participation would enhance motivation, the human resource view assumes that the contributions themselves are valuable to both individuals and organizations}

During her performance review, Sushil was asked to identify a goal that she would like to achieve. This goal was then incorporated into her review, and her ability to achieve this goal would affect her performance rating and potential for a pay increase. Why did Sushil's manager ask her to develop her own goals?

*To better understand expectancies and the link between performance and reward {Empowerment will enhance organizational effectiveness only if certain conditions exist. The organization must be sincere in its efforts to spread power and autonomy to lower levels of the organization}

According to Taylor, why are people willing to perform difficult and unpleasant work?

*To earn money that is more important than the unpleasant work {An assumption of the traditional approach was that work is inherently unpleasant for most people and that the money they earn is more important to employees than the nature of the job they are performing. Hence, people could be expected to perform any kind of job if they were paid enough}

In terms of employee motivation, what is the manager's goal?

*To encourage employees to work as hard as possible {The human relations approach to motivation emphasizes the social processes in the workplace}

When Aisha met with her team last week, she asked them to offer suggestions on how to streamline a process in the department, even though Aisha already had a good idea of what she wanted to do about the issue. What was Aisha's goal in seeking the input from her team, even though she had already made a decision?

*To enhance motivation {A manager might allow a work group to participate in making a decision even though he or she had already determined what the decision would be. The symbolic gesture of seeming to allow participation was expected to enhance motivation, even though no real participation took place}

Which approach to motivation is based on the premise that managers know more about the job than workers and therefore should be paid more?

*Traditional approach {Taylor advocated an incentive pay system. He believed that managers knew more about the jobs being performed than did workers, and he assumed that economic gain was the primary thing that motivated everyone}

Jolanta told her manager she will be late for work today because of an appointment. Her manager knew Jolanta would make up the hours, either by staying late or working on the weekend. Which type of work arrangement does Jolanta have?

*Variable {Some businesses have adopted a compressed work schedule, working a full 40-hourWeek in fewer than the traditional five days}

If employees at LevelTech are "caught in the act" of doing good work, they receive a $100 prepaid debit card. The managers all have a number of these cards, and they can hand them out whenever they want to. Employees never know when one of the managers may drop by and "catch" them. Which type of reinforcement schedule is being used in this company?

*Variable-interval {A variable-interval schedule uses time as the basis for reinforcement, but the time interval varies from one reinforcement to the next}

When are individual incentive pay plans most effective?

*When rewards occur on a real-time basis {A piece-rate incentive plan is a simplistic system. This reward system is most effective when rewards occur on a real-time basis}

According to the Porter-Lawler extension, when would a person most likely be satisfied with rewards?

*When they are perceived as equitable {The person evaluates the equity, or fairness, of the rewards relative to the effort expended and the level of performance attained. If the rewards are perceived to be equitable, the person is satisfied}

Which of the following encompasses the resources needed to do the job?

*Work environment {Individual performance is generally determined by three things: motivation (the desire to do the job), ability (the capability to do the job), and work environment (the resources needed to do the job)}

Norman's job requires that he works 40 hours a week. Because of certain family obligations, it is difficult for him to work on Tuesdays. So Norman works an extra two hours each of the other days of the week so that he can have Tuesdays off. This arrangement is known as _____.

*a compressed work schedule {A compressed work schedule is when an individual works a full 40-hour week in fewer than the traditional five days}

Bhavik loves working with numbers and wants to do work in accounting, but he does not have the necessary skills. In this situation, his individual performance will be negatively impacted by _____.

*ability {Ability is the capability to do the job}

New approaches to performance-based rewards include _____.

*allowing top managers to determine how rewards are distributed {Individualizing the reward system is a new approach to performance-based rewards. A new approach is to have employees and groups have a say in how rewards are distributed, not top managers}

When an employee is careful to return on time from a lunch break to keep from being reprimanded, this behavior is known as _____.

*avoidance {Avoidance is used to strengthen behavior by avoiding unpleasant consequences that would result if the behavior were not performed}

According to the goal-setting theory, when developing goals for employees, they should be _____.

*clear and precise {High goal specificity leads to an increase in employee performance. Goal specificity is the clarity and precision of the goal. A goal of "increasing productivity" is not very specific; a goal of "increasing productivity by 3 percent in the next six months" is quite specific}

In goal-setting theory, the extent to which a goal is challenging and requires effort is called goal _____.

*difficulty {Goal difficulty is the extent to which a goal is challenging and requires effort. If people work to achieve goals, it is reasonable to assume they will work harder to achieve more difficult goals as long as the goal is attainable}

Jay is an estimator for Madlo Tree Service. He receives a bonus for every fifth customer who accepts his estimate and signs a contract with Madlo. This is an example of reinforcement that is provided on a _____.

*fixed-ratio schedule {A fixed-ratio schedule gives reinforcement after a fixed number of behaviors, regardless of the time that elapses between behaviors}

The Porter-Lawler extension of expectancy theory states that _____.

*high performance leads to high satisfaction {Porter and Lawler suggested that there may indeed be a relationship between satisfaction and performance but that it goes in the opposite direction—that is, high performance may lead to high satisfaction}

TruTech wants to reward employees for outstanding performance, however the reward needs to be a one-time reward based on the specific level of performance. TruTech should consider using ____.

*incentives {A Scanlon plan is a group reward system. A major advantage of incentives relative to merit systems is that incentives are typically a one-time reward and do not accumulate by becoming part of the individual's base salary}

The variable-ratio schedule of reinforcement _____.

*is most powerful in maintaining desired behaviors {The fixed-interval and variable-interval schedules use time as the basis for reinforcement. The variable-ratio schedule, the most powerful schedule in terms of maintaining desired behaviors, varies the number of behaviors needed for each reinforcement}

Randi needed to hire an assistant. She found only two candidates who were able to meet her needs, but neither one of them was able to work full time. After consulting with the HR manager, Randi was able to split the job between the two candidates, with one working in the morning and the other in the afternoon. This arrangement is known as _____.

*job sharing {A compressed schedule would give employees one day off a week, but would not help with the commute times on the other days. Job sharing is an alternative work arrangement in which two part-time employees share one full-time job}

To have the best chance of encouraging employees to work harder or better, rewards need to be tied specifically to _____.

*performance {Rewards that are tied specifically to performance, have the greatest impact on enhancing both motivation and actual performance}

Jewel knows that if she can get a new client to sign the deal, she will receive a nice bonus. Because of this, she is putting in long days to ensure everything is perfect before her client meeting. Jewel's perception that her efforts will result in a signed contract is an example of _____.

*performance-to-outcome expectancy {The effort-to-performance expectancy is the individual's perception of the probability that effort will lead to high performance. Performance-to-outcome expectancy links performance to a specific outcome}

Destani's company just instituted an organization-wide incentive in which a certain amount of money, based on the company's earnings, is placed into a pool. At the end of the year, that money is evenly divided and distributed to all employees. This type of reward system is an example of _____.

*profit sharing {In a profit-sharing approach, at the end of the year, some portion of the company's profits is paid into a profit-sharing pool that is then distributed to all employees}

According to Maslow's hierarchy of needs theory, belongingness needs _____.

*relate to social processes {Belongingness needs relate to social processes}

Equity theory suggests that people view their outcomes and inputs in the form of a ratio and then compare it to _____.

*someone else's ratio of inputs to outcomes {Equity theory suggests that people view their outcomes and inputs in the form of a ratio and then compare it to someone else's ratio of inputs to outcomes}

Ahmed is trying to determine the best way to motivate his staff. Some of the options include pay raises, bonuses, promotions, nicer offices, and more responsibility. To determine the desirability of each of these outcomes, Ahmed should measure its _____.

*valence {Each of these outcomes also has an associated value, or valence—an index of how much an individual values a particular outcome. If the individual wants the outcome, its valence is positive; if the individual does not want the outcome, its valence is negative; and if the individual is indifferent to the outcome, its valence is zero}

Renee loves working outdoors and enjoys her job for a yard maintenance and landscaping company. This week, her mower broke down three times, and she was not able to finish two of the yards she was supposed to cut. In this situation, her individual performance was negatively impacted by _____.

*work environment {Ability is the capability to do the job. Work environment is the resources needed to do the job}