Exam 10: Motivating and Rewarding Employees

Equity theory recognizes that individuals are concerned with

Studies tell us that men place considerably more importance on autonomy in their jobs than women do.

Which of the following is not a key component in the definition of motivation?

Application of Early Theories of Motivation Weston has two very different first- line supervisors who report directly to him. Aaron really "cracks the whip" on his employees and firmly believes in strict controls and punishment for those employees who do not perform up to company expectations. Zach, on the other hand, has very few controls and believes that as long as people know what their objectives are, they will exercise self- control and self- direction. Aaron has been trying to use working conditions to increase the level of productivity in his department. Work conditions have not been very safe, and employees have complained frequently that they felt unsafe at work. However, when conditions were improved, employees were still not motivated. Zach had chosen to use responsibility and the opportunity for growth to increase his productivity levels, and he had been much more successful. -Aaron is what type of manager?

In applying equity theory in the workplace, effective managers realize that

A Theory X manager would believe that people dislike work.

According to McClelland, a person who makes friends at work and gains satisfaction from those relationships exhibits a higher need for affiliation.

Application of McClelland's Three Needs Theory It seems Bill will never determine what motivates his group of ten employees. He realizes everyone is different but that certainly complicates motivational issues. It seems like the only thing that motivates Jerri is the desire to have an impact and to be influential. She loves to be in charge. If she is not "in charge," she contributes very little to the project, whereas if she is in charge, she will work beyond the level of anyone else. Nancy always wants to succeed. She seems to have a desire to excel at all she does. Then, there is Tim. Bill gave Tim an assignment last month where he had to work by himself for the majority of the project with very little interaction from anyone else. The project also took him away from the workplace for the majority of the month. Tim's productivity level fell dramatically, and Bill wondered why. -Bill is the strongest sales manager in the region. He has exceeded his sales quotas and one of top 100 sales managers in the company for the past 10 years. Based on McClelland's theory, Bill demonstrates a high

Herzberg found that factors related to job satisfaction were

Telecommuting employees do their work at home on a computer linked to their office.

Motivation is an external and unseen force that causes behavior.

Application of McClelland's Three Needs Theory It seems Bill will never determine what motivates his group of ten employees. He realizes everyone is different but that certainly complicates motivational issues. It seems like the only thing that motivates Jerri is the desire to have an impact and to be influential. She loves to be in charge. If she is not "in charge," she contributes very little to the project, whereas if she is in charge, she will work beyond the level of anyone else. Nancy always wants to succeed. She seems to have a desire to excel at all she does. Then, there is Tim. Bill gave Tim an assignment last month where he had to work by himself for the majority of the project with very little interaction from anyone else. The project also took him away from the workplace for the majority of the month. Tim's productivity level fell dramatically, and Bill wondered why. -Which of the following people would demonstrate a high level of productivity if the assigned project provided them a very competitive situation in which the project's status was quite high, although a large part of the success of the project would be due to luck?

An understanding of motivation is maximized when all theories are

Application of McClelland's Three Needs Theory It seems Bill will never determine what motivates his group of ten employees. He realizes everyone is different but that certainly complicates motivational issues. It seems like the only thing that motivates Jerri is the desire to have an impact and to be influential. She loves to be in charge. If she is not "in charge," she contributes very little to the project, whereas if she is in charge, she will work beyond the level of anyone else. Nancy always wants to succeed. She seems to have a desire to excel at all she does. Then, there is Tim. Bill gave Tim an assignment last month where he had to work by himself for the majority of the project with very little interaction from anyone else. The project also took him away from the workplace for the majority of the month. Tim's productivity level fell dramatically, and Bill wondered why. -Which need is highest for Nancy, according to McClelland?

Application of Maslow's Hierarchy of Needs Jericho has several employees with a wide range of behaviors. He has been having a difficult time understanding where some of his employees are as far as motivation is concerned. He has just returned from a conference where Maslow's hierarchy of needs was discussed, and some of his employees seem to fall in those categories. First, there is Julie. She was just hired last week, and her preoccupation at the moment seems to be finding a place to live, grocery stores, and to locate things such as the fire and police departments. Jericho wonders if she will ever start thinking about work. Then, there is Jamie. When Jericho asked her to work late next month, she said it was no problem as long as there was a security person to walk her across the company campus to the underground parking lot. Jericho easily arranged for the security guard. Then, there is Jason who just yesterday complained that his work was not challenging enough. He said he was not growing or using his full potential at what he was doing. Jessica also came to mind. What would he do with Jessica? She was their social butterfly, constantly flitting from one workstation to another, chatting with the employees. Not only was she not getting her work done, but also she was interrupting everyone else's work. And, finally, there was Lane who constantly needed attention and public recognition. If Lane accomplished a goal, he wanted everyone in the work area to realize he had met his goal. What a group of employees, thought Jericho. -At which needs level is Julie currently functioning?

The best- known theory of motivation is which of the following?

Application of McClelland's Three Needs Theory It seems Bill will never determine what motivates his group of ten employees. He realizes everyone is different but that certainly complicates motivational issues. It seems like the only thing that motivates Jerri is the desire to have an impact and to be influential. She loves to be in charge. If she is not "in charge," she contributes very little to the project, whereas if she is in charge, she will work beyond the level of anyone else. Nancy always wants to succeed. She seems to have a desire to excel at all she does. Then, there is Tim. Bill gave Tim an assignment last month where he had to work by himself for the majority of the project with very little interaction from anyone else. The project also took him away from the workplace for the majority of the month. Tim's productivity level fell dramatically, and Bill wondered why. -Jerri thinks about her job while at home, and she continually volunteers to do most of the work for the entire project group in her department. Based on what we know, these characteristics indicate a strong need for

Describe the motivational process.

A police detective who schedules his/her own work, makes contacts without supervision, and decides on the most effective techniques for solving cases would have which job characteristic?

John has a job that pays well and claims that his job is so easy that he goes to work to relax after a busy weekend. Based on Herzberg's Motivation- Hygiene Theory