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Q:
(p. 208-211) How can employees evaluate the fairness of an authority's decision making?
Q:
Hygiene factors are strongly correlated with job motivation.
Q:
According to Herzberg, motivators are job characteristics associated with job satisfaction.
Q:
(p. 205) What is trustworthiness? Explain how employees can gauge the "track record" of their supervisors.
Q:
(p. 202) Carol, a fresher out of college, has got her first job at Leo Motors. Many of her friends would now be her colleagues and competitors. Carol is concerned about the various issues she could face at work. Illustrate and briefly explain the factors that influence trust levels.
Q:
According to McClelland, individuals with high achievement motivation are best suited for top-level executive positions.
Q:
(p. 200-201) Tina and her sister Rita work for the Central Park library. Rita recently found out that her sister has been issuing free membership cards to her friends. This caused a significant dip in the membership fee account. Tina would lose her job if the management found out.
Define trust. Briefly explain the relationship between trust, justice, and ethics.
Q:
People with a high need for power desire to influence, coach, teach, or encourage others to achieve.
Q:
(p. 224) Which of the following is a unique feature of the citizenship component of corporate social responsibility?
A. It demands that organizations follow the prescribed ethical codes for their business.
B. It proposes that law represents society's codification of right and wrong and must therefore be followed.
C. It ensures legal compliance so that a company's reputation is protected against allegations like violation of intellectual property rights or labor laws.
D. It argues that organizations should contribute resources to improve the quality of life in the communities in which they work.
E. It represents the conventional level of moral development.
Q:
People with a high need for affiliation prefer to spend more time maintaining social relationships, joining groups, and wanting to be loved.
Q:
(p. 224) While fulfilling the ethical component of corporate social responsibility, an organization does what is right, just, and fair. This suggests that the organization has reached the _____ of moral development.
A. preconventional level
B. principled level
C. preoperational level
D. conventional level
E. metaphysical level
Q:
People with a low need for achievement desire more feedback on their successes and failures than do high achievers.
Q:
(p. 223) Fulfilling the legal component of corporate social responsibility suggests that the organization has reached the _____ of moral development.
A. preconventional level
B. principled level
C. postconventional level
D. conventional level
E. preoperational level
Q:
Achievement-motivated people prefer to work on highly difficult tasks.
Q:
(p. 223) _____ is a perspective that acknowledges that the responsibility of a business encompasses the economic, legal, ethical, and citizenship expectations of society.
A. Corporate social responsibility
B. Social exchange theory
C. Rational choice and responsibility
D. Consequentialist egoism
E. Predicted outcome value theory
Q:
According to Alderfer's ERG theory, frustration of higher-order needs can influence the desire for lower-order needs.
Q:
(p. 222) Which of the following is a feature of social exchange relationships between organizations and employees?
A. Narrow definition of work demands
B. Explicit repayment schedule
C. Advance knowledge of occupational obligations
D. Impersonal and contractual
E. Mutual investment
Q:
According to the ERG theory, only one need may be activated at a time.
Q:
(p. 222) As trust increases between employees and their authorities, _____ relationships develop that are based on vaguely defined obligations that are open-ended and long term in their repayment schedule.
A. cognition-based trust
B. social exchange
C. disposition-based trust
D. economic exchange
E. contractual
Q:
Maslow believed that once safety needs are relatively satisfied, one's physiological needs emerge.
Q:
(p. 222) Which of the following is a feature of economic exchange relationships between organizations and employees?
A. Explicit repayment schedule
B. Open-ended job demands
C. Affective and normative organizational commitment
D. Vaguely defined obligations
E. Mutual investment
Q:
According to Maslow, having enough food, air, and water to survive is the most basic need.
Q:
(p. 222) Employees who do not trust their authorities have _____ relationships that are based on narrowly defined, quid pro quo obligations.
A. emotional
B. social exchange
C. affect-based trust
D. mutually committed
E. economic exchange
Q:
A person's needs remain unchanged over his or her lifetime.
Q:
Needs are physiological or psychological deficiencies that arouse behavior.
Q:
(p. 222) Research has shown that trust does NOT share a positive correlation with _____.
A. job performance
B. affective commitment
C. normative commitment
D. continuance commitment
E. task performance
Q:
Content theories explain how motivation is influenced by the dynamic interaction between an individual and the environment in which he or she works.
Q:
(p. 222) Which of the following has been proven in research studying the impact of trust on performance and commitment?
A. Trust has a strong positive effect on performance.
B. Trust has no effect on citizenship behavior.
C. Trust makes employees less likely to engage in counterproductive behaviors.
D. Trust has a strong positive relationship with continuance commitment.
E. Trust has a weak positive correlation with affective and normative commitment.
Q:
Process theories of motivation focus on identifying instincts, needs, and job satisfaction that influence motivation.
Q:
Content theories of motivation focus on identifying internal factors influencing motivation.
Q:
An individual could argue that stealing food is defensible and ethical to save your child from starvation. This rationale is based on which of the following principles?
A. The ethics of rights
B. The ethics of duties
C. Egoism
D. Utilitarianism
E. Virtue ethics
Q:
Reo is considering accepting a bribe from a company bidding on a construction project even though he knows that the company has engaged in dangerous practices in the past. He knows his family, friends, coworkers and managers would all consider this action unethical. This decision is causing him a great deal of stress. Reo is feeling a high level of ______ based on ______.
A. moral intensity; social consensus
B. ethical awareness; social consensus
C. stress; personal principles
D. virtue ethics; utilitarianism
E. moral awareness; moral intent
Q:
Motivation involves those psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal directed.
Q:
(p. 221) _____ is defined as the degree to which employees can devote their attention to work, as opposed to perpetrating or being victimized by office politics.
A. Moral intensity
B. Ability to focus
C. Moral awareness
D. Moral judgment
E. Trust propensity
Q:
Define a goal. Explain the motivational mechanisms of goal-setting.
Q:
(p. 220) _____ is defined as the degree to which a person sees himself as a "moral person."
A. Moral judgment
B. Moral identity
C. Trust propensity
D. Moral awareness
E. Moral intensity
Q:
Explain the three concepts within Vroom's model.
Q:
(p. 219) _____ is third step in the four-component model of ethical decision making which reflects an authority's degree of commitment to the moral course of action.
A. Moral attentiveness
B. Moral awareness
C. Moral intensity
D. Moral judgment
E. Moral intent
Q:
(p. 218) According to the principle of _____, an act is considered to be morally right if it allows the decision maker to lead a "good life" by adhering to virtues like wisdom, honesty, courage, friendship, mercy, loyalty, modesty, and patience.
A. ethics of rights
B. ethics of duties
C. egoism
D. virtue ethics
E. utilitarianism
Q:
Explain the factors of Herzberg's motivator-hygiene theory.
Q:
Describe the need for achievement, need for affiliation, and need for power as discussed in McClelland's Need Theory. Discuss the managerial implications of McClelland's needs.
Q:
(p. 218) Which of the following specific principles considers an act to be morally right if the decision maker freely decides to pursue either short-term or long-term interests?
A. Egoism
B. Ethics of rites
C. Ethics of rights
D. Ethics of duties
E. Virtue ethics
Q:
Compare the need theories of Maslow, Alderfer, and McClelland.
Q:
(p. 218) An act is morally right if it results in the greatest amount of good for the greatest number of people according to the principle of _____.
A. egoism
B. ethics of rights
C. ethics of duties
D. virtue ethics
E. utilitarianism
Q:
_____ represent "employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development."
A. Job enrichment programs
B. Idiosyncratic deals
C. Job enlargements
D. Job crafting programs
E. Scientific management programs
Q:
(p. 218) At the postconventional stage of moral development, right versus wrong is established on the basis of:
A. consequences of various actions for the individual himself.
B. expectations of one's family and one's society.
C. stereotypes about what is considered right.
D. laws, rules, and orders that govern society.
E. a set of defined, established moral principles.
Q:
Which of the following approaches to job design represents a middle ground between top-down and bottom-up methods and attempts to overcome their limitations?
A. Job enrichment
B. Scientific management
C. Job enlargement
D. Job crafting
E. Idiosyncratic deal
Q:
(p. 218) Moral development at the conventional stage is characterized by:
A. an emphasis on laws, rules, and orders that govern society.
B. self-interest and a lack of loyalty, gratitude, or fairness.
C. a set of defined, established moral principles.
D. specific principles like utilitarianism and egoism.
E. the desire to obtain pleasure and avoid pain regardless of any concern about moral order.
Q:
Which of the following is a true about cognitive crafting?
A. It is done by altering the scope or nature of tasks you complete at work or by taking on fewer or more tasks.
B. It involves altering the quantity or quality of interactions you have with others at work.
C. It encompasses a change in how you perceive or think about the tasks and relationships associated with your job.
D. It is entails establishing new relationships.
E. It results in the work being completed in a more timely fashion.
Q:
(p. 218) Which of the following is a feature of moral development at the preconventional stage?
A. Right versus wrong is referenced to the expectations of one's family and one's society.
B. Concepts such as doing one's duty and maintaining the social order come to be valued for their own sakes.
C. People come to emphasize the laws, rules, and orders that govern society.
D. Right versus wrong is referenced to a set of defined, established moral principles.
E. Morality is practiced to avoid punishment regardless of any concern about moral order.
Q:
_____ is defined as "the physical and cognitive changes individuals make in the task or relational boundaries of their work."
A. Job enrichment
B. Scientific management
C. Job enlargement
D. Job crafting
E. Idiosyncratic deal
Q:
(p. 217) The second step in the four-component model of ethical decision making is _____.
A. ethical behavior
B. moral identity
C. moral intent
D. moral awareness
E. moral judgment
Q:
Which of the following is a bottom-up approach to job design?
A. Job crafting
B. Scientific management
C. Job enlargement
D. Job enrichment
E. Job redesign
Q:
(p. 214-215) Which of the following statements differentiates between moral intensity and moral attentiveness?
A. Moral intensity is an exclusive function of employees, while moral attentiveness must be maintained by all employees.
B. Moral intensity reflects the degree to which one perceives oneself as being a moral person, while moral attentiveness reflects to the organization's perception of the moral behavior of its employees.
C. Moral intensity captures the degree to which an issue has ethical urgency, while moral attentiveness captures the degree to which people chronically perceive and consider issues of morality during their experiences.
D. Moral intensity is measured by its consequences and effect, while moral attentiveness is measured by the previous ethical actions and behaviors.
E. Moral intensity is constant across people of different nations, while moral attentiveness changes from one society to another.
Q:
(p. 214) _____ is defined as the degree to which an issue has ethical urgency.
A. Trust propensity
B. Abusive supervision
C. Moral identity
D. Moral intensity
E. Moral ability
Q:
Fiona was telling her friend about the freedom and discretion given to her in scheduling and deciding the procedures used to complete the tasks assigned to her. Which of the following job characteristics was she talking about?
A. Feedback
B. Autonomy
C. Task significance
D. Skill variety
E. Task identity
Q:
(p. 213) _____ is defined as the authority's act of recognizing that a moral issue exists in a situation or that an ethical standard or principle is relevant to the circumstance.
A. Ethical behavior
B. Moral judgment
C. Moral intent
D. Trust propensity
E. Moral awareness
Q:
_____ refers to the extent to which the job affects the lives of other people within or outside the organization.
A. Feedback
B. Autonomy
C. Task significance
D. Skill variety
E. Task identity
Q:
According to the job characteristics model, growth need strength is an example of a _____.A. core job characteristicB. critical psychological stateC. moderatorD. control variableE. outcome
Q:
(p. 213) The last step in the four-component model of ethical decision making is _____.
A. ethical behavior
B. moral awareness
C. moral identity
D. moral intent
E. trust propensity
Q:
(p. 213) The first step in the four-component model of ethical decision making is _____.
A. moral intent
B. moral judgment
C. ethical behavior
D. moral awareness
E. moral identity
Q:
According to the job characteristics model, skill variety, task identity, and task significance lead to the psychological state of _____.A. knowledge of the actual resultsB. task autonomyC. experienced meaningfulnessD. overall feedbackE. assumed responsibility
Q:
Which of the following is NOT a factor in the four-component model of ethical decision making?
A. Moral sensitivity
B. Moral awareness
C. Moral intent
D. Ethical behavior
E. Moral judgment
Q:
Which of the following is high when a person works on a product or project from beginning to end and sees a tangible result?
A. Feedback
B. Autonomy
C. Task identity
D. Skill variety
E. Task significance
Q:
_____ represents the extent to which the job requires an individual to perform a whole or completely identifiable piece of work.
A. Feedback
B. Autonomy
C. Task significance
D. Skill variety
E. Task identity
Q:
(p. 187) Identify and explain individual-, unit-, and organization-focused compensation plan elements.
Q:
_____ represents the extent to which the job requires an individual to perform a variety of tasks that require him or her to use different skills and abilities.
A. Feedback
B. Autonomy
C. Task significance
D. Skill variety
E. Task identity
Q:
(p. 183, 185) Explain how motivation relates to job performance and organizational commitment.
Q:
Vertical loading is associated with ____.
A. job design
B. job enlargement
C. job rotation
D. job enrichment
E. scientific management
Q:
(p. 181) What is psychological empowerment? Identify the four concepts that can make work tasks intrinsically motivating? Explain each concept.
Q:
_____ entails modifying a job such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility, and advancement.
A. Job characteristics model
B. Job enlargement
C. Job rotation
D. Scientific management
E. Job enrichment
Q:
(p. 176) Identify and explain the possible outcomes of equity theory comparisons and ways to restore the balance for each outcome.
Q:
_____ calls for moving employees from one specialized job to another.
A. Job design
B. Job enlargement
C. Job rotation
D. Scientific management
E. Job enrichment
Q:
(p. 176-177) Describe equity theory. What are the three general possibilities that can result from the comparison of the ratio of outcomes and inputs to the ratio of some comparison other? Describe a situation and your response to it when you experienced a sense of inequity.
Q:
A firm trained its customer service representatives who handled telephone enquiries to handle walk-in customers as well. This implies that the firm was engaging in _____.
A. job design
B. job enlargement
C. scientific management
D. job enrichment
E. job rotation
Q:
(p. 174) Describe the strategies for fostering goal commitment.
Q:
(p. 175) Identify and explain the acronym S.M.A.R.T. in goal setting theory.
Q:
Which of the following statements about job enlargement is true?
A. It is also called vertical loading.
B. It has a strong and positive impact on job performance.
C. It involves combining specialized tasks of comparable difficulty.
D. It involves moving employees from one specialized job to another.
E. It refers to the practical application of Herzberg's motivator-hygiene theory of job satisfaction.
Q:
(p. 174) Identify and explain some factors that alter the effects of goal setting on task performance.
Q:
_____ is "that kind of management which conducts a business or affairs by standards established by facts or truths gained through systematic observation, experiment, or reasoning."
A. Action plan
B. Job satisfaction
C. Scientific management
D. Goal specification
E. Job rotation