Question 1

Generally, managers underestimate the pay of their employees and peers and overestimate the pay of their superiors.

Accepted Answer

A) True 
 B)False

Question 2

Discuss some of the potential problems of merit pay plans.

Accepted Answer

Low discrimination;

Question 3

Which of the following is both a core job characteristic and a necessary condition for goals to motivate performance?

Accepted Answer

A) Pay 
B) Identity 
C) Growth need strength 
D) Feedback 
E) Context satisfaction 
A) Pay 
B) Identity 
C) Growth need strength 
D) Feedback 
E) Context satisfaction

Question 4

If you begin a new job and decide to reduce your workload and work-family conflict then you will be decreasing challenging job demands.

Accepted Answer

A) True 
 B)False

Question 5

Motivational systems that make use of a single motivator are likely to be most effective.

Accepted Answer

A) True 
 B)False

Question 6

Merit pay plans are believed to be one of the reasons why organizations have engaged in risky and unethical behaviour.

Accepted Answer

A) True 
 B)False

Question 7

What is the motivating potential score (MPS)for this job profile: Variety = 1; identity = 2; significance = 3; autonomy = 3; feedback = 5?

Accepted Answer

A) 14 
B) 28 
C) 30 
D) 45 
E) 90 
A) 14 
B) 28 
C) 30 
D) 45 
E) 90

Question 8

Discuss some of the potential problems of wage incentive plans.

Accepted Answer

Lowered quality; differential

Question 9

The effect of team-based financial incentives on performance has been found to be strongest for larger teams.

Accepted Answer

A) True 
 B)False

Question 10

The compressed workweek is a work arrangement that provides flexibility in terms of ________ employees work.

Accepted Answer

The answer of The compressed workweek is a work arrangement...

Question 11

According to Hackman and Oldham's Job Characteristic Model, employees should respond most favourably to jobs high in motivating potential when growth need strength is ________ and satisfaction with job context factors is ________.

Accepted Answer

A) high; high 
B) high; low 
C) low; high 
D) low; low 
E) moderate; low 
A) high; high 
B) high; low 
C) low; high 
D) low; low 
E) moderate; low

Question 12

When a portion of employees' pay is based on a measure of performance it is called ________ pay.

Accepted Answer

The answer of When a portion of employees' pay is...

Question 13

Managers have a tendency to ________ the pay of their boss and ________ the pay of their employees.

Accepted Answer

A) underestimate; underestimate 
B) underestimate; overestimate 
C) overestimate; overestimate 
D) overestimate; underestimate 
E) correctly estimate; underestimate 
A) underestimate; underestimate 
B) underestimate; overestimate 
C) overestimate; overestimate 
D) overestimate; underestimate 
E) correctly estimate; underestimate

Question 14

The contingency factors that should be considered when choosing a motivational practice include employee needs, the nature of the job, organization characteristics, and the desired ________.

Accepted Answer

The answer of The contingency factors that should be considered...

Question 15

Merit pay plans attempt to link pay to performance on blue-collar jobs.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is one of the most commonly used group-oriented incentive systems?

Accepted Answer

A) Gain-sharing 
B) Skill-based pay 
C) Lump sum bonus 
D) Profit sharing 
E) Employee stock ownership plans 
A) Gain-sharing 
B) Skill-based pay 
C) Lump sum bonus 
D) Profit sharing 
E) Employee stock ownership plans

Question 17

One reason why merit pay plans are employed with a much greater frequency than wage incentive plans is that

Accepted Answer

A) white-collar workers particularly believe that performance should be an important determinant of pay. 
B) blue-collar jobs more often offer objective performance criteria with which pay can be linked. 
C) blue-collar workers tend to perceive a strong link between rewards and performance. 
D) merit pay plans that are actually in use are very effective. 
E) substantial evidence indicates that merit plans are very effective for improving performance. 
A) white-collar workers particularly believe that performance should be an important determinant of pay. 
B) blue-collar jobs more often offer objective performance criteria with which pay can be linked. 
C) blue-collar workers tend to perceive a strong link between rewards and performance. 
D) merit pay plans that are actually in use are very effective. 
E) substantial evidence indicates that merit plans are very effective for improving performance.

Question 18

In general, we would not expect a high scope job to ________ than a low scope job.

Accepted Answer

A) have higher "motivating potential" 
B) pay more 
C) conform more closely to the principles of Scientific Management 
D) involve more task variety 
E) have more job depth 
A) have higher "motivating potential" 
B) pay more 
C) conform more closely to the principles of Scientific Management 
D) involve more task variety 
E) have more job depth

Question 19

Which system is specifically based on cost reduction?

Accepted Answer

A) Gain-sharing 
B) MBO 
C) Merit pay 
D) Goal setting 
E) Skill-based pay 
A) Gain-sharing 
B) MBO 
C) Merit pay 
D) Goal setting 
E) Skill-based pay

Question 20

Team-based pay for performance programs have a positive effect on behavioural, operational, and ________ outcomes.

Accepted Answer

The answer of Team-based pay for performance programs have a...

Generally, managers underestimate the pay of their employees and peers and overestimate the pay of their superiors.

Discuss some of the potential problems of merit pay plans.

Which of the following is both a core job characteristic and a necessary condition for goals to motivate performance?

If you begin a new job and decide to reduce your workload and work-family conflict then you will be decreasing challenging job demands.

Motivational systems that make use of a single motivator are likely to be most effective.

Merit pay plans are believed to be one of the reasons why organizations have engaged in risky and unethical behaviour.

What is the motivating potential score (MPS)for this job profile: Variety = 1; identity = 2; significance = 3; autonomy = 3; feedback = 5?

Discuss some of the potential problems of wage incentive plans.

The effect of team-based financial incentives on performance has been found to be strongest for larger teams.

The compressed workweek is a work arrangement that provides flexibility in terms of ________ employees work.

According to Hackman and Oldham's Job Characteristic Model, employees should respond most favourably to jobs high in motivating potential when growth need strength is and satisfaction with job context factors is .

When a portion of employees' pay is based on a measure of performance it is called ________ pay.

Managers have a tendency to the pay of their boss and the pay of their employees.

The contingency factors that should be considered when choosing a motivational practice include employee needs, the nature of the job, organization characteristics, and the desired ________.

Merit pay plans attempt to link pay to performance on blue-collar jobs.

Which of the following is one of the most commonly used group-oriented incentive systems?

One reason why merit pay plans are employed with a much greater frequency than wage incentive plans is that

In general, we would not expect a high scope job to ________ than a low scope job.

Which system is specifically based on cost reduction?

Team-based pay for performance programs have a positive effect on behavioural, operational, and ________ outcomes.

Organizational Behaviour and Management

Personality and Learning

Perception, Attribution, and Diversity

Values, Attitudes, and Work Behaviour

Theories of Work Motivation

Groups and Teamwork

Social Influence, Socialization, and Organizational Culture

Leadership

Communication

Decision Making

Power, Politics, and Ethics

Conflict and Stress

Organizational Structure

Organizational Change, Development, and Innovation

Filters

Exam 6: Motivation in Practice

Generally, managers underestimate the pay of their employees and peers and overestimate the pay of their superiors.

Discuss some of the potential problems of merit pay plans.

Which of the following is both a core job characteristic and a necessary condition for goals to motivate performance?

If you begin a new job and decide to reduce your workload and work-family conflict then you will be decreasing challenging job demands.

Motivational systems that make use of a single motivator are likely to be most effective.

Merit pay plans are believed to be one of the reasons why organizations have engaged in risky and unethical behaviour.

What is the motivating potential score (MPS)for this job profile: Variety = 1; identity = 2; significance = 3; autonomy = 3; feedback = 5?

Discuss some of the potential problems of wage incentive plans.

The effect of team-based financial incentives on performance has been found to be strongest for larger teams.

The compressed workweek is a work arrangement that provides flexibility in terms of ________ employees work.

According to Hackman and Oldham's Job Characteristic Model, employees should respond most favourably to jobs high in motivating potential when growth need strength is ________ and satisfaction with job context factors is ________.

When a portion of employees' pay is based on a measure of performance it is called ________ pay.

Managers have a tendency to ________ the pay of their boss and ________ the pay of their employees.

The contingency factors that should be considered when choosing a motivational practice include employee needs, the nature of the job, organization characteristics, and the desired ________.

Merit pay plans attempt to link pay to performance on blue-collar jobs.

Which of the following is one of the most commonly used group-oriented incentive systems?

One reason why merit pay plans are employed with a much greater frequency than wage incentive plans is that

In general, we would not expect a high scope job to ________ than a low scope job.

Which system is specifically based on cost reduction?

Team-based pay for performance programs have a positive effect on behavioural, operational, and ________ outcomes.

Organizational Behaviour and Management

Personality and Learning

Perception, Attribution, and Diversity

Values, Attitudes, and Work Behaviour

Theories of Work Motivation

Groups and Teamwork

Social Influence, Socialization, and Organizational Culture

Leadership

Communication

Decision Making

Power, Politics, and Ethics

Conflict and Stress

Organizational Structure

Organizational Change, Development, and Innovation

Filters

According to Hackman and Oldham's Job Characteristic Model, employees should respond most favourably to jobs high in motivating potential when growth need strength is and satisfaction with job context factors is .

Managers have a tendency to the pay of their boss and the pay of their employees.