Q&A Hero

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

Q: The supervisor at a local grocery store schedules individual monthly meetings with her four employees to let them know how they are doing in their respective areas. The supervisor is using a technique known as: a. social learning b. modeling c. feedback d. goal setting

Q: Three meta-analyses indicate that allowing an employee to participate in goal setting willresult in: a. an increase in performance b. a decrease in performance c. no effect on performance d. decreased job satisfaction

Q: Fred's parents tell him to try his best in college. Fred's first semester GPA is 1.8 and his parents are mad. What was wrong with the goal set for Fred? a. It was not specific b. It was not general enough c. It was too high d. Fred did not help set the goal

Q: Making goals _______ would not increase their effectiveness. a. specific b. general c. high but attainable d. concrete

Q: According to two-factor theory, ____ is an example of a hygiene factor. a. growth b. control c. responsibility d. pay

Q: Which need theory has three levels of needs and allows individuals to skip levels? a. Maslow's theory b. ERG theory c. Two-factor Theory d. McClelland's needs theory

Q: In general, research on Maslow's theory: a. has been very supportive b. has shown that there should be six levels c. has shown that people skip levels d. indicates the theory does not make intuitive sense

Q: ______ theory states that individuals have five major types of hierarchical needs is: a. Maslow's b. McClelland's c. FIRO d. ERG

Q: What are the five criteria used to evaluate training success?

Q: What three factors affect the effectiveness of incentives?

Q: For modeling to be effective, the observer must:

Q: What are the three learning principles used in programmed instruction?

Q: What are five training methods that involve sample job performance?

Q: What are five methods of person analysis?

Q: What are the three major methods for determining training needs?

Q: There is a _____ correlation between how well employees liked a training program and how much they learned. a. small (r = .02) b. moderate (r = .40) c. large (r = .80) d. almost perfect (r = .94)

Q: Giving employees a 100-item test after they complete a training program is an example of which of the following training evaluation criteria? a. Content validity b. Employee learning c. Application of training d. Employee reactions

Q: Having trainees evaluate how much they learned from and enjoyed a training program taps which of the following criteria? a. Employee reactions b. Content validity c. Employee learning d. Application of training

Q: A Solomon Four Groups Design attempts to do all of the following except: a. control for the effects of outside factors b. control for the effects of pretesting c. control for the effects related to time d. be more practical than other designs

Q: Including a(n) ____ in the research design allows a researcher to look more closely at the effects of ______. a. control group / outside factors b. experimental group / outside factors c. control group / training program d. experimental group / training program

Q: Nagy Enterprises had a 32% increase in sales after sending its employees to the Reilly School of Sales. However, without the use of a control group, it is difficult to determine if: a. the money was spent wisely b. the 32% increase was actually due to the training c. the increase was due to outside factors d. the trainees actually learned anything

Q: Supervisors who set goals, provide feedback, and encourage employees to use their training are trying to motivate employees to: a. come to training b. perform better in training c. pay attention during training d. transfer what is learned in training to the job

Q: Which of the following will NOT contribute to effective transfer of training? a. Overlearning b. Feedback c. Incentives d. Massed practice

Q: Practicing a task even after it has been successfully learned refers to: a. transfer of training b. massed practice c. overlearning d. distributed practice

Q: An organization requires its managers to "get away" for a few days and participate in a training program designed to increase their effectiveness as managers. Following the training program, managers often feel the training program was worthwhile; however, it is not uncommon for these managers to return to their operations and perform their old habits while ignoring the recently presented principles. This scenario is related to the issue of: a. transfer of training b. massed practice c. distributed practice d. feedback

Q: Overlearning: a. increases stress in training b. decreases trainee performance c. increases retention of material d. increases retention of material

Q: Overlearning helps increase: a. role applicability b. job satisfaction c. transfer of training d. boredom

Q: Feedback works best when it is given in _____ amounts and ______ feedback is provided. a. small / only positive b. moderate / only negative c. large / positive d. small / both positive and negative

Q: Employees who are paid for learning specialized skills are participants in a ____ skill plan. a. depth b. vertical c. basic d. horizontal

Q: Skill-based pay is primarily a(n) _______ method. a. goal setting b. incentive c. feedback d. modeling

Q: Discussing an employees' strengths and weaknesses on the job is characteristic of _______ to training. a. a performance appraisal approach b. a coaching approach c. a role playing approach d. none of these approaches

Q: A training program that has experienced workers temporarily assigned to the training department is called a(n) _______. a. pass-through programs b. apprenticeship programs c. job enlargement programs d. none of these is correct

Q: To reduce the loss of productivity associated with coaching, some organizations such as Pitney-Bowes have ______. a. decided not to use coaching b. adopted pass-through programs c. adopted total quality management d. adopted mentoring as a training method

Q: Though coaching has many strong points as a training method, it is not without its problems. Which of the following is a problem associated with using coaching as a training method? a. Coaching reduces the expert's productivity b. Good workers are not always good trainers c. Neither of the two are problems d. Both are problems

Q: Which training technique assigns a new employee with an experienced employee who is told to "show the kid the ropes?" a. Apprenticeship training b. Job rotation c. Coaching d. Person analysis

Q: Though ______ are/is a valuable method of training, it has been said that unions often use them to restrict entry into their trades. a. role plays b. behavioral modeling c. job rotation d. apprenticeships

Q: Which training method allows trainees to experience working in many or all of the jobs in an organization, allows for greater flexibility in replacing absent workers, and helps improve job satisfaction? a. Role playing b. Behavior modeling c. Job rotation d. Apprentice training

Q: Which of the following is NOT an advantage of job rotation? a. Allows for lateral transfer b. Allows for greater staffing flexibility c. Can increase job satisfaction d. Expands employees' levels of responsibility

Q: It is important to limit the number of behaviors being modeled so the employee can: a. pay attention b. retain the information c. reproduce the behavior d. model the behavior for others

Q: For an employee to model another's behavior, employees must: a. pay attention b. be able to retain the information c. be able to reproduce the behavior d. all three of these are required

Q: Modeling is a very useful training method. Which of the following is NOT a characteristic of someone we would model? a. Similarity b. Success c. Status d. Personality

Q: Programmed instruction is effective because it takes advantage of several important learning principles. Which of the following is NOT one of the learning principles? a. Learning is self-paced b. Trainees are actively involved in learning c. Information is presented in small units d. Information is presented in large units

Q: Which of the following is most true about the use of humor during training presentations? a. It should always be used b. As a trainer, don"t pick on yourself c. The humor should serve a purpose d. All three are true

Q: Which of the following is NOT a consideration in selecting an icebreaker for a training program? a. Goal of the icebreaker b. Length of the training session c. Nature of the audience d. All three should be considered

Q: During a training session, breaks should be given approximately every: a. 30 minutes b. 60 minutes c. 2 hours d. 4 hours

Q: Employees who perform well in training are generally: a. bright b. motivated c. goal oriented d. all of the above

Q: Waiting until the night before a test to read the chapters and review your notes may be referred to as: a. overlearning b. massed practice c. distributed practice d. social learning

Q: An advantage of holding a training session off-site is: a. the location can serve as a reward b. a reduction in training expenses c. that it is easier to organize the training d. all of the above are advantages

Q: If an organization provided the same training program twice a week, it would make sense for the training to be conducted by: a. a consultant b. an external trainer c. an internal trainer d. a large training company