Q&A Hero

Q: The job characteristics model focuses on: a. equity b. consistency c. locus of control d. job enrichment

Q: Which theory hypothesizes that enriched jobs are the most satisfying? a. ERG b. Job characteristics model c. Two-factor d. Equity

Q: Job ____ refers to giving an employee more tasks to do at one time; job _____ refers to giving an employee the same number of tasks to perform at any one time but different tasks from time to time; job _____ refers to giving employees more responsibility for performing their jobs. a. enlargement / rotation / enrichment b. rotation / enlargement / enrichment c. enrichment / rotation / enlargement d. enrichment / enlargement / rotation

Q: Job rotation, job enlargement, and job enrichment attempt to satisfy needs at which level? a. Self-actualization needs b. Safety needs c. Social needs d. Ego needs

Q: With _______ employees are given more tasks to do at one time, whereas _____ means that an employee performs the same number of tasks at one particular time and then moves on to other tasks for a specified time. a. job enlargement / job rotation b. job rotation / job enlargement c. job enlargement / job enrichment d. job enrichment / job rotation

Q: An employee determines if she is being treated equitably by ____ weighing the _____ inputs and outputs associated with herself and other employees. a. consciously / actual b. consciously/ perceived c. subconsciously / perceived d. subconsciously / actual

Q: Two employees are performing the same job and are required to meet the same standards; however, one employee makes $2 per hour more for the job. According to which theory will the lower paid employee be unsatisfied because he feels he is being treated unfairly in comparison to his coworker? a. McClelland's needs theory b. Equity theory c. Expectancy theory d. Consistency theory

Q: Janice is angry about a promotion decision. She is convinced that she was the best candidate and can't believe she wasn't offered the job. Janice's dissatisfaction is consistent with research on: a. distributive equity b. procedural consistency c. distributive justice d. procedural justice

Q: Sally is angry about a promotion decision. Though she is not sure that she was the best candidate, she feels that she never really got the chance to demonstrate her skills. Sally's dissatisfaction is consistent with research on: a. distributive equity b. procedural consistency c. distributive justice d. procedural justice

Q: According to ____ "new" employees who work with highly satisfied "old" employees are more likely to be highly satisfied themselves. a. individual differences theory b. McClelland's needs theory c. consistency theory d. social information processing theory

Q: Woo-jin is normally a very satisfied employee. However, all the other employees at Surrette Manufacturing constantly complain. After a month, Woo-jin starts to complain. What theory would explain this change? a. Social learning b. Discrepancy c. Maslow d. Two-factor

Q: Social information processing theory focuses on: a. reinforcement of behavior b. modeling of behavior c. employee needs d. self esteem

Q: Which of the following types of "fit" is NOT related to increased job satisfaction? a. needs-supplies b. person-organization c. demands-abilities d. All three result in increased job satisfaction

Q: The extent to which the rewards, salary, and benefits received by employees are perceived to be consistent with their efforts and performance is called ______ fit. a. needs-supplies b. person-organization c. demands-abilities d. needs-abilities

Q: Reuben had certain expectations about his new job and his new company. After three months on the job, Reuben realized that the reality of the job and the organization were different from his expectations. Reuben is likely to be: a. less satisfied and less committed but will stay with the organization b. less satisfied and less committed and will probably leave the organization c. satisfied but not committed and will stay with the organization d. satisfied and committed and will stay with the organization

Q: Clay is very intelligent and Joshua is not very bright. On the basis of the meta-analysis by Griffeth, Hom, and Gaertner (2000), we would expect Clay to be _________ with his job and Joshua to be ______ satisfied with his job. a. dissatisfied / satisfied b. satisfied / dissatisfied c. satisfied / satisfied d. intelligence is not related to job satisfaction

Q: Juan has an internal locus of control and a high self-esteem. We would predict that he would be: a. dissatisfied with his job and life b. satisfied with his job but not life c. satisfied with life but not his job d. satisfied with both his life and job

Q: According to Judge and Watanabe (1994), job satisfaction and life satisfaction are: a. related for some people b. not related c. related for most people d. related for everyone

Q: People prone to be satisfied with their jobs have: a. an external locus of control b. low self-efficacy c. high self-esteem d. all three of these characteristics

Q: Which of the following is not a component of a core self-evaluation? a. Self-monitoring b. Self-esteem c. Self-efficacy d. Locus of control

Q: Research indicates that about ___ percent of job satisfaction is genetically determined. a. 5 b. 30 c. 60 percent d. 90

Q: According to research, an employee's job satisfaction level is consistent: a. across time but not jobs b. across jobs but not time c. across neither time nor jobs d. across both time and jobs

Q: Sara was out of work for 9 months before being hired by Midwest Medical Supplies. Midwest has treated Sara well, gave her a raise during a time in which the company was losing money, and sent her to several expensive training programs to help her career. Sara has been offered a job at a competitor that would increase her salary by $10,000. Though accepting the new job would seem to be an easy decision to make, Sara feels she should remain with Midwest. Her commitment to Midwest is a good example of: a. affective commitment b. continuance commitment c. normative commitment d. volitional commitment

Q: Job satisfaction is most related to: a. performance b. absenteeism c. organizational commitment d. tenure

Q: Job satisfaction is most related to performance in: a. low complexity jobs b. clerical jobs c. high complexity jobs d. moderate complexity jobs

Q: ______ is the attitude one has toward her job and ______ is the extent to which an employee identifies with and is involved with an organization. a. Job satisfaction / cohesiveness b. Job satisfaction / organizational commitment c. Organizational commitment / cohesiveness d. Organizational commitment / job satisfaction

Q: Which of the following component of job characteristics theory involves an employee being able to connect her efforts with an outcome? a. skill variety b. task significance c. autonomy d. task identification

Q: ______ is a person's ability to select, set, and modify goals to adapt to changing conditions. a. Need for affiliation b. Self-esteem c. Self-regulation d. Skill variety

Q: Sue is motivated by jobs in which she can help others, whereas Bob is motivated by the desire to influence others. Sue has a high need for _______ and Bob has a high need for _______. a. affiliation / power b. affiliation / achievement c. achievement / affiliation d. achievement / power

Q: An individual's orientation toward intrinsic and extrinsic motivation is measured by the: a. Employee Personality Inventory b. Job Descriptive Index c. Test of Motivational Style d. Work Preference Inventory

Q: Bob hates his work but will work hard if the supervisor is around to punish employees who are not working. Bob is probably ______ motivation. a. high in extrinsic b. high in intrinsic c. low in both extrinsic and intrinsic d. high in both extrinsic and intrinsic

Q: According to research by Eden (1998), training supervisors to use the Pygmalion LeadershipStyle: a. increases employee self-esteem b. does not increase subordinate self-esteem c. has had mixed results d. will save an organization money

Q: Temea spends a lot of effort selecting her employees. Thus, when she hires someone, she knows they will perform well and has a lot of confidence in them. According to _______, the employees probably will perform well. a. equity theory b. the Pygmalion effect c. intrinsic motivation theory d. goal setting theory

Q: An employee's supervisor places full confidence in the employee and believes that the employee can handle a fairly difficult task. This boosts the employee's self-esteem which in turn increases her performance. This phenomena is known as: a. consistency b. the Pygmalion effect c. the Golem effect d. socially influenced self-esteem

Q: An employee thinks he is an idiot and will never be able to master the new computer system. The employee takes a training class on the new system and fails. This situation might best be explained by: a. social learning theory b. the Galatea effect c. expectancy theory d. equity theory

Q: Janice sends all of her new employees to a self-esteem workshop. She must believe in ______. a. consistency theory b. equity theory c. expectancy theory d. social learning theory

Q: _____ self-esteem focuses on an individual's feelings in a particular situation whereas _____ self-esteem focuses on how a person feels about himself based on the expectations of others. a. Socially influenced / situational b. Situational / chronic c. Chronic / socially influenced d. Situational / socially influenced

Q: Consistency theory states that there is a relationship between work motivation and: a. self-esteem b. perceived fairness c. expectancy d. salary

Q: The personality dimension of _____ is the best predictor of performance whereas _____ is the best predictor of promotions. a. openness / conscientiousness b. conscientiousness / extraversion c. extraversion / agreeableness d. conscientiousness / stability

Q: _____ determines whether a person can do the job properly and ____ determines whether that person will do it properly. a. Satisfaction / motivation b. Ability / satisfaction c. Ability / motivation d. Motivation / satisfaction

Q: An internal force that drives a worker to perform well is: a. job satisfaction b. ego needs c. safety needs d. motivation

Q: Taking the entire chapter into consideration, what are the key elements in motivating employees?

Q: What are the three components to expectancy theory?

Q: What are the organizational incentive plans?

Q: What are the individual incentive plans?

Q: What are the three characteristics of properly set goals?

Q: What are three ways to increase self-esteem?

Q: What are the three types of self-esteem?

Q: Employees who work with highly motivated employees are likely to be _______ than employees who work with unmotivated coworkers. a. less challenged b. less satisfied c. more resentful d. more motivated

Q: All of Armand's employees make the same amount of money but he thinks they lie to each other about how much they make. To stop this, he posts all salary information on the bulletin board. Armand seems to believe in _______. a. consistency theory b. equity theory c. expectancy theory d. social learning theory

Q: If an employee feels she is underpaid for the effort she exerts, she will probably: a. work harder b. not change her effort c. reduce her effort d. feel guilty

Q: According to _______, an employee's motivation is related to how fairly she believes she is being treated compared to other employees. a. Maslow's theory b. equity theory c. consistency theory d. ERG theory

Q: Dave is the owner of Cohen's Sassy Designs. He takes great effort to make sure that his employees know that if he promises a reward, he will always keep his word. Dave seems to believe in: a. consistency theory b. equity theory c. expectancy theory d. social learning theory

Q: A waiter is asked to increase his check average by "suggestively selling" appetizers, salads, and desserts. It has been explained to the waiter that the larger his check average, the more he will make in tips. However, the waiter does not believe that suggestive selling will actually result in increased tips. In this scenario, the waiter's belief that suggestive selling is not likely to result in more tips exemplifies: a. equity b. expectancy c. instrumentality d. valence

Q: The president of Peso Bank tries to motivate employees by giving them $1,000 every time he notices them providing excellent customer service. The problem is that the president is never in the branch offices. According to the ____ component of expectancy theory, this plan will not motivate employees. a. equity b. expectancy c. instrumentality d. valence

Q: An employer will give $3 each month to every employee with perfect attendance. According to the _____ component of expectancy theory, this plan will not motivate employees. a. equity b. expectancy c. instrumentality d. valence

Q: In expectancy theory, the three components are ____ to get an overall motivation index. a. added b. divided c. subtracted d. multiplied

Q: In expectancy theory, _____ is the perceived relationship between the amount of effort an employee puts in and the resulting outcome, and ______ is the extent to which the outcome of a worker's performance will result in a particular consequence. a. instrumentality / expectancy b. expectancy / instrumentality c. instrumentality / valence d. valence / expectancy

Q: Which of the following plans is most geared toward long-term organizational performance? a. Merit pay b. Profit sharing c. Stock options d. Gainsharing

Q: Which of the following is the most complicated incentive plan? a. Merit pay b. Profit sharing c. Stock options d. Pay for performance

Q: Approximately what percentage of organizations have gainsharing plans? a. 3% b. 11% c. 41% d. 83%

Q: In 2011, Harris Optical lost $450,000 in missing merchandise. As a result, it developed a plan in which employees in 2012 would share half of each dollar under $450,000 that was lost. Harris Optical is using a ______ plan. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing

Q: Employees at Roth Robotics receive a bonus at the end of each year. The bonus is based on the amount of money the company made during the year. Roth is using a _______ system. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing

Q: _______ incentive plans often result in social loafing. a. Individual b. Group c. Both individual and group d. Neither individual nor group

Q: A problem with _____ plans, is that they are based on subjective supervisor ratings. a. pay-for-performance b. merit pay c. stock option d. profit sharing

Q: Janelle will receive $1,000 if her performance appraisal score is at least a 4.0. It sounds like Janelle is under a _____ plan. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing

Q: Which of the following incentive plans is most geared toward short term performance? a. Pay-for-performance b. Profit sharing c. Stock options d. All three are short-term oriented

Q: _______ plans are also called earnings-at-risk plans. a. Pay-for-performance b. Merit pay c. Stock options d. Profit sharing

Q: Employees at Denton Electronics receive $3 for each electrical switch they assemble.Denton is using a _____ system. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing

Q: Lona gives her employees attention, smiles at them, and nods her head in approval when they perform well. She is using _____ to motivate her employees. a. social recognition b. social learning c. equity d. valence

Q: Benefits provide ______ and variable pay provides _____. a. incentive / security b. security / security c. incentive / incentive d. security / incentive

Q: Which part of a pay plan is designed to motivate employees? a. Benefits b. Base pay c. Shift and location adjustments d. Variable pay

Q: An individual does not like to do laundry but prefers to do laundry over studying for exams. Because doing laundry is liked more than studying, _______ predicts that the opportunity to do laundry will motivate a person to study. a. equity theory b. the Anderson adage c. the Thompson tenet d. the Premack principle

Q: Managers constructing a reinforcement hierarchy for employees are probably using: a. gainsharing b. the Premack principle c. social loafing d. classical conditioning

Q: A supervisor rewards a restaurant employee for cleaning the bathrooms by allowing the employee to stock the salad bar. ______ would predict that the opportunity to stock the salad bar would actually be reinforcing. a. Gainsharing b. The Premack principle c. Social loafing d. Classical conditioning

Q: Which of the following types of rewards has been shown not to increase performance? a. Financial b. Non-financial c. Social d. All three can increase performance

Q: Which of the following is NOT a factor in determining the effectiveness of an incentive program? a. Timing of the incentive b. Contingency of the consequences c. Type of incentive used d. All three factors should be considered

Q: Operant conditioning focuses on: a. modeling of behavior b. self-esteem c. reinforcement of behavior d. employee needs

Q: Feedback is most effective when it focuses on an employee's ______ and the supervisor explains how the behavior impacts _____ . a. behavior / others b. personality / the employee c. behavior / the employee d. personality / others

Q: Matt constantly posts charts and graphs indicating the latest production statistics. Matt seemsto believe in: a. providing feedback b. the Pygmalion effect c. intrinsic motivation theory d. goal setting theory