Exam 7: Creating a Motivating Work Setting

Job design affects the level of motivation primarily by influencing the level and amount of ________ that workers contribute to their jobs and organizations.

________ involves designing jobs to provide opportunities for employee growth by giving employees more responsibility and control over their work.

There is no difference between the social environment on the job for permanent workers and contingent workers.

Job enlargement involves increasing the number of tasks an employee performs but keeping all of the tasks at the same level of difficulty and responsibility.

In the scientific management approach to job design, pay is the principal outcome used to motivate employees to contribute their inputs.

If creativity is desired and employees are given specific, difficult goals, they will MOST LIKELY focus on achieving the goals rather than being creative.

Scientific management implicitly assumes that intrinsic motivation is the primary determinant of performance.

The ________ is the overall potential of a job to foster intrinsic motivation.

Job design is the process of linking specific tasks to specific jobs and deciding what techniques, equipment, and procedures should be used to perform those tasks.

Tom Siegmund joined Chrismer and Park Co. as a security guard 30 years ago and after many years of hard work is now the company's security manager. Tom has received several job offers from other companies over the years, but has always chosen to stay with Chrismer and Park. Jesse Black is also a 30-year veteran who works as a clerk at Chrismer and Park. Tom and Jesse see each other only at the annual veteran's awards ceremony. This year, Jesse told Tom how unhappy he was in his work, but that he couldn't do anything about it because he had never received a job offer from another company. According to social information processing theory, if all other things are equal, Tom's job satisfaction is MOST LIKELY ________.

Task significance is the degree to which a job allows an employee freedom and independence.

The key outcomes of the critical psychological states in the job characteristics model do NOT include ________.

What is job design?

George is a mail carrier for the post office. While George enjoys his job and recognizes that he is making an important difference to people's lives, delivering their mail to them, he is bored with his job and wishes that he has more opportunities to learn new things and then use what he learned. George would be happier if he had more ________ in his job.

At a social gathering, your new boss has just stated that the motivation provided by a job may vary across workers due to individual differences. When pressed to explain, your boss suggests that you could probably answer the question better, as you are a recent college graduate. Please answer the question, using the job characteristics model.

Michael and Dan have each accepted jobs at the same hospital for the same salary, after graduating from medical school and completing their residencies together. After a few weeks on the job Michael is very excited about his working conditions at the hospital. Dan, however, is very dispirited. Which of the following questions would a proponent of the social information processing model be MOST LIKELY to ask?

As one of the core job dimensions, task identity is the extent to which a job requires an employee to use a number of different skills, abilities, or talents.

The motivating potential score (MPS) is a measure of the overall potential of a job to foster intrinsic motivation.

Discuss the role of the social environment and past behavior on workers.

________ is the process of linking specific tasks to specific jobs and of deciding what techniques, equipment, and processes should be used to perform them.