MGMT 3005 Chapter 6

absenteeism and turnover are considered to be counterproductive work behaviors

false

according to Frederick Herzberg's motivator hygiene theory of job satisfaction, hygiene factors are motivational

false

according to McClelland, top managers should have a high need for affiliation coupled with a low need for power

false

achievement motivated people rely on external factors such as luck rather than internal factors such as hard work in order to master a task

false

discrepancy models propose that satisfaction is a result of value attainment

false

employees are more likely to engage in CWB's if their jobs offer autonomy

false

horizontal loading consists of giving workers more autonomy and responsibility

false

in the job characteristics model, experienced meaningfulness is determined buy skill variety, autonomy, and feedback

false

in the job characteristics model, researchers proposed three moderators: growth need strength, skill variety, and job satisfaction

false

individuals with a high need for affiliation are the most effective managers

false

job enlargement is also referred to as vertically loading the job

false

organizational commitment represents the extent to which an individual is personally involved with his/her work role

false

the latest approach to job design attempts to merge the top down and bottom up perspectives an dis referred to as employee engagement

false

the need for achievement reflects an individuals desire to influence, coach, teach, or encourage others to achieve

false

the scientific management approach to job design is most heavily influenced by the work of Frederick Herzberg

false

Abraham Maslow believed that human needs generally emerge in a predictable stair step fashion

true

Contextual factors that influence motivation and employee engagement include communication technology such as email and social media

true

Hackman and Oldham recognized that not everyone wants a job containing high amounts of the five core job characteristics

true

Herzberg found job dissatisfaction to be associated primarily with factors in the work context or environment

true

Needs can be strong or weak and are influenced by environmental factors

true

it is generally accepted that need fulfillment is correlated with job satisfaction

true

job design focuses on increasing employee motivation by changing the type of tasks we complete in the course of doing our jobs

true

managers should create challenging task assignments or goals because the need for achievement is positively correlated with goal committeemen, which, in turn, influences performance

true

one of the main advantages of scientific management is that it leads to increased employee efficiency and productivity

true

psychological safety occurs when people feel safe to display engagement

true

research does not clearly support Maslow's need hierarchy theory

true

research does not support the two factor aspect of Herzberg's theory

true

task identity is high when a person works on a product or project from beginning to end and sees a tangible result

true

Frederick Herzberg hypothesized that motivators cause a person to move from a state of satisfaction to dissatisfaction

false

Need theories attempt to pinpoint external factors that energize behavior

false