Question 1

________ focus primarily on how to motivate employees to contribute their inputs to their jobs and organizations.

Accepted Answer

A)  Job design and goal setting 
B)  Job enlargement and job enrichment 
C)  Time and motion studies 
D)  Social interaction theories 
A)  Job design and goal setting 
B)  Job enlargement and job enrichment 
C)  Time and motion studies 
D)  Social interaction theories

Question 2

According to the job characteristics model, workers who are intrinsically motivated contribute inputs to their jobs because they enjoy the work itself.

Accepted Answer

A) True 
 B)False

Question 3

MBO is a goal-setting process in which a manager meets periodically with his or her supervisor to set new goals and evaluate how well previously set goals have been met.

Accepted Answer

A) True 
 B)False

Question 4

The founder of Zappos, who tells his employees, "have fun and create a little weirdness," would MOST LIKELY agree with the founders of the ________.

Accepted Answer

A)  job characteristics model 
B)  scientific management theory 
C)  organizational management theory 
D)  organizational behavior model 
A)  job characteristics model 
B)  scientific management theory 
C)  organizational management theory 
D)  organizational behavior model

Question 5

Keith Parks is responsible for testing all products for safety before they are shipped from Chrismer and Park Company. Keith is highly motivated to do a good job because he believes ensuring product safety is important to the company's customers, the company, and his fellow employees. The job characteristics model would MOST LIKELY rate Keith's job as having ________.

Accepted Answer

A)  high task variety 
B)  high task significance 
C)  high autonomy 
D)  high feedback 
A)  high task variety 
B)  high task significance 
C)  high autonomy 
D)  high feedback

Question 6

Knowledge of results is the degree to which employees know how well they are performing their jobs on a continuous basis.

Accepted Answer

A) True 
 B)False

Question 7

Scientific management focuses exclusively on intrinsic motivation and ignores the important role of extrinsic motivation.

Accepted Answer

A) True 
 B)False

Question 8

The information systems department at Wilson and Davis Co. was given the specific and difficult goal of learning how to program a new computer system within 20 days of the equipment's arrival. Although the department has experienced and qualified programmers, two months after equipment installation, the department has still not learned how to program the complex system. This incident illustrates that ________.

Accepted Answer

A)  employee participation in goal setting is critical to its success 
B)  goal setting may not work for complicated tasks that require a considerable amount of learning 
C)  organizational citizenship behavior is important in order to achieve goals 
D)  goal setting cannot work when the workers lack the skills to perform at a high level 
A)  employee participation in goal setting is critical to its success 
B)  goal setting may not work for complicated tasks that require a considerable amount of learning 
C)  organizational citizenship behavior is important in order to achieve goals 
D)  goal setting cannot work when the workers lack the skills to perform at a high level

Question 9

In terms of the motivation equation, job design and goal setting focus primarily on how to motivate employees to contribute their inputs to their jobs and organizations.

Accepted Answer

A) True 
 B)False

Question 10

Organizational objectives contribute to creating a motivating work setting because they can provide employees with a sense of meaning and purpose.

Accepted Answer

A) True 
 B)False

Question 11

Job specialization involves breaking up the work that needs to be done into the smallest identifiable tasks, and then designing jobs around these narrow tasks.

Accepted Answer

A) True 
 B)False

Question 12

The extent to which an individual wants his or her work to contribute to personal growth, learning, and development is called ________

Accepted Answer

A)  growth-need strength 
B)  experienced meaningfulness of the work 
C)  experienced responsibility for work outcomes 
D)  knowledge of results 
A)  growth-need strength 
B)  experienced meaningfulness of the work 
C)  experienced responsibility for work outcomes 
D)  knowledge of results

Question 13

According to the job characteristics model, satisfaction with the work context is the extent to which an individual wants his or her work to contribute to personal growth, learning, and development.

Accepted Answer

A) True 
 B)False

Question 14

Social information processing and the job characteristics model have nothing in common.

Accepted Answer

A) True 
 B)False

Question 15

Goal setting can enhance both intrinsic motivation and extrinsic motivation.

Accepted Answer

A) True 
 B)False

Question 16

A significant problem with scientific management is that it ________.

Accepted Answer

A)  ignores intrinsic motivation 
B)  ignores extrinsic motivation 
C)  gives workers too little control over the job 
D)  gives workers too much control over the job 
A)  ignores intrinsic motivation 
B)  ignores extrinsic motivation 
C)  gives workers too little control over the job 
D)  gives workers too much control over the job

Question 17

The primary focus of the job characteristics model is identifying which job characteristics contribute to ________.

Accepted Answer

A)  work that is extrinsically motivating 
B)  intrinsically motivating work 
C)  skill variety of workers 
D)  growth-need strength of workers 
A)  work that is extrinsically motivating 
B)  intrinsically motivating work 
C)  skill variety of workers 
D)  growth-need strength of workers

Question 18

Even though scientific management has been instrumental in helping organizations improve employee effectiveness and productivity, some disadvantages of this approach have become apparent. Discuss these disadvantages.

Accepted Answer

Employees are intelligent human beings w

Question 19

In the job characteristics model, the extent to which a job has an impact on the lives or work of other people in or out of the organization is referred to as ________.

Accepted Answer

A)  feedback 
B)  task variety 
C)  skill identity 
D)  task significance 
A)  feedback 
B)  task variety 
C)  skill identity 
D)  task significance

Question 20

________ is the extent to which employees feel they are personally responsible or accountable for their job performance.

Accepted Answer

A)  Enhanced accountability 
B)  Knowledge of results 
C)  Experienced meaningfulness of the work 
D)  Experienced responsibility for work outcomes 
A)  Enhanced accountability 
B)  Knowledge of results 
C)  Experienced meaningfulness of the work 
D)  Experienced responsibility for work outcomes

________ focus primarily on how to motivate employees to contribute their inputs to their jobs and organizations.

According to the job characteristics model, workers who are intrinsically motivated contribute inputs to their jobs because they enjoy the work itself.

MBO is a goal-setting process in which a manager meets periodically with his or her supervisor to set new goals and evaluate how well previously set goals have been met.

The founder of Zappos, who tells his employees, "have fun and create a little weirdness," would MOST LIKELY agree with the founders of the ________.

Knowledge of results is the degree to which employees know how well they are performing their jobs on a continuous basis.

Scientific management focuses exclusively on intrinsic motivation and ignores the important role of extrinsic motivation.

In terms of the motivation equation, job design and goal setting focus primarily on how to motivate employees to contribute their inputs to their jobs and organizations.

Organizational objectives contribute to creating a motivating work setting because they can provide employees with a sense of meaning and purpose.

Job specialization involves breaking up the work that needs to be done into the smallest identifiable tasks, and then designing jobs around these narrow tasks.

The extent to which an individual wants his or her work to contribute to personal growth, learning, and development is called ________

According to the job characteristics model, satisfaction with the work context is the extent to which an individual wants his or her work to contribute to personal growth, learning, and development.

Social information processing and the job characteristics model have nothing in common.

Goal setting can enhance both intrinsic motivation and extrinsic motivation.

A significant problem with scientific management is that it ________.

The primary focus of the job characteristics model is identifying which job characteristics contribute to ________.

Even though scientific management has been instrumental in helping organizations improve employee effectiveness and productivity, some disadvantages of this approach have become apparent. Discuss these disadvantages.

In the job characteristics model, the extent to which a job has an impact on the lives or work of other people in or out of the organization is referred to as ________.

________ is the extent to which employees feel they are personally responsible or accountable for their job performance.

Introduction to Organizational Behavior

Individual Differences: Personality and Ability

Work Values Attitudes and Moods and Emotions

Perception Attribution and the Management of Diversity

Learning and Creativity

The Nature of Work Motivation

Pay Careers and Changing Employment Relationships

Managing Stress and Work Life Balance

The Nature of Work Groups and Teams

Effective Work Groups and Teams

Leaders and Leadership

Power, Politics, Conflict, and Negotiation

Communicating Effectively in Organizations

Decision Making and Organizational Learning

Organizational Design and Structure

Organizational Culture and Ethical Behavior

Organization Change and Development

Filters

Exam 7: Creating a Motivating Work Setting

________ focus primarily on how to motivate employees to contribute their inputs to their jobs and organizations.

According to the job characteristics model, workers who are intrinsically motivated contribute inputs to their jobs because they enjoy the work itself.

MBO is a goal-setting process in which a manager meets periodically with his or her supervisor to set new goals and evaluate how well previously set goals have been met.

The founder of Zappos, who tells his employees, "have fun and create a little weirdness," would MOST LIKELY agree with the founders of the ________.

Knowledge of results is the degree to which employees know how well they are performing their jobs on a continuous basis.

Scientific management focuses exclusively on intrinsic motivation and ignores the important role of extrinsic motivation.

In terms of the motivation equation, job design and goal setting focus primarily on how to motivate employees to contribute their inputs to their jobs and organizations.

Organizational objectives contribute to creating a motivating work setting because they can provide employees with a sense of meaning and purpose.

Job specialization involves breaking up the work that needs to be done into the smallest identifiable tasks, and then designing jobs around these narrow tasks.

The extent to which an individual wants his or her work to contribute to personal growth, learning, and development is called ________

According to the job characteristics model, satisfaction with the work context is the extent to which an individual wants his or her work to contribute to personal growth, learning, and development.

Social information processing and the job characteristics model have nothing in common.

Goal setting can enhance both intrinsic motivation and extrinsic motivation.

A significant problem with scientific management is that it ________.

The primary focus of the job characteristics model is identifying which job characteristics contribute to ________.

Even though scientific management has been instrumental in helping organizations improve employee effectiveness and productivity, some disadvantages of this approach have become apparent. Discuss these disadvantages.

In the job characteristics model, the extent to which a job has an impact on the lives or work of other people in or out of the organization is referred to as ________.

________ is the extent to which employees feel they are personally responsible or accountable for their job performance.

Introduction to Organizational Behavior

Individual Differences: Personality and Ability

Work Values Attitudes and Moods and Emotions

Perception Attribution and the Management of Diversity

Learning and Creativity

The Nature of Work Motivation

Pay Careers and Changing Employment Relationships

Managing Stress and Work Life Balance

The Nature of Work Groups and Teams

Effective Work Groups and Teams

Leaders and Leadership

Power, Politics, Conflict, and Negotiation

Communicating Effectively in Organizations

Decision Making and Organizational Learning

Organizational Design and Structure

Organizational Culture and Ethical Behavior

Organization Change and Development

Filters