Chapter IX: Motivating Employees

The "Principles of Scientific Management" was written by:

Frederick Taylor

The generational group of managers that expect to give and get more feedback on their work are:

Gen X

A culture that focuses on building personal relationships and trust before focusing on tasks is a ___-context culture.

High

While workers in the United States are more task oriented and require information to do their jobs, workers from Korea are more motivated by strong relationships and developing trust to do the same job. That is because Korea is a ______ context culture and the U.S. is a ______ context culture.

1. High 2. Low

According to Ouchi's research about the effect of national culture on organizations, Type ___ management relies on individual decision making and achievement.

A.

Which of the following theories of motivation is the basis for Management by Objectives?

Drucker's goal-setting theory

Which theory states that an individual will not put forth effort without first evaluating their ability to perform the task and the value they place on the reward?

Expectancy theory

Gen X managers are very able to provide employees with ___ because they want more of it themselves.

Feedback

In a recent survey, what reason was given by nearly half of the respondents when asked what their reason was for changing jobs?

Lack of appreciation

What two theories concentrate on managers' attitudes and assumptions about workers?

McGregor's Theory X McGregor's Theory Y

Select assumptions made by Theory X managers about people.

People are motivated to avoid punishment People prefer to avoid work People must be controlled and forced to work

According to Ouchi's Theory, which of these elements are included in Type A management?

Rapid promotion Individual decision making

Frederick Taylor wrote:

The Principles of Scientific Management

A manager that views most employees as motivated to do work is operating under ______, while a manager that views most employees as lazy, is operating under ______.

Theory Y; Theory X

What feature of self-managed teams allows them to improve productivity?

They have the freedom to make decisions.

Which of the following are examples of factors that contributed to increased worker productivity during the Hawthorne studies?

Worker involvement in managerial decisions. Social group membership and informality. Management respect and interaction.

Vroom's expectancy theory states that the:

amount of effort an employee exerts on a specific task depends on expectations of the outcome

The belief that your work makes a difference and gives you satisfaction is an example of:

an intrinsic reward

Companies like Ford are using self-managed teams to improve productivity by allowing teams enough ___ to solve problems and meet objectives.

autonomy, freedom, control, or authority

Managers can work to improve perceptions of equity by:

communicating as clearly as possible clarifying expected outcomes from goals that are achieved clarifying the results they expect from an employee

Employee empowerment cannot be successful without clear and open ___ throughout an organization.

communication

Workers in a high context culture find it important to

develop relationships before starting tasks

Free-flowing communication and information throughout an organization are the key to successful:

empowerment

___-___ theory, the basis for Management by Objectives developed by Peter Drucker in the 1960s, proposes that setting ambitious, but attainable goals can motivate workers and improve performance.

goal setting

Feeling personal satisfaction because you perform well is which type of reward?

intrinsic reward

Moving workers from one task to the next to make work more interesting and motivating is called:

job rotation

Globalization has created a need for managers to understand cultural differences in order to ___ employees around the world.

motivate

According to Maslow, needs that have already been satisfied no longer provide ___

motivation

Herzberg studied job-related factors as they relate to ___

motivation

Herzberg studied the relationship between:

motivation and job-related factors

An assumption about people made by a Theory Y manager is that people:

naturally like to work

Maslow's theory states that once needs are met they:

no longer motivate

Employee involvement and group membership were two of the reasons employees gave as the reason for increased ___ during the Hawthorne studies.

productivity, performance, motivation, output, or production

More people leave their jobs for:

opportunities to advance their careers

Select assumptions made by a Theory Y manager about people.

people seek responsibility people like to work

To use self-managed teams to improve productivity, management must reinvent work by:

respecting workers allowing autonomy developing workers' skills

Gen X managers understand that:

results are more important than hours spent in the workplace there is more to life than work flexibility and consensus building work well

Job ______ involves moving workers from one task to the next to make work more interesting and motivating.

rotation

An assumption made by a Theory X manager about people is:

the primary motivator is fear

Companies can minimize the perception of unfairness in the workplace by having clear and frequent communication:

with all employees