Question 1

Tim uses videoconferencing and Internet to connect to his workplace office from his home office. Tim is considered telecommuting.

Accepted Answer

A) True 
 B)False

Question 2

Thinking of money as a motivator, expectancy theory mainly suggests that

Accepted Answer

A) money plays no part in motivating employee behaviour. 
B) money is the only extrinsic motivator. 
C) individuals need to value the reward, whether it is money or something else, or it won't be motivational. 
D) individuals care little about the value of the reward but appreciate the gesture. 
E) the mere suggestion of more money will motivate employees. 
A) money plays no part in motivating employee behaviour. 
B) money is the only extrinsic motivator. 
C) individuals need to value the reward, whether it is money or something else, or it won't be motivational. 
D) individuals care little about the value of the reward but appreciate the gesture. 
E) the mere suggestion of more money will motivate employees.

Question 3

The key universal characteristic of telecommuting is that the employees work in their own homes.

Accepted Answer

A) True 
 B)False

Question 4

Bill Leung is the HR Director for Copper Inc., a mining firm. The business has been losing money over the past three years due to a worldwide slump in copper prices. There is pressure to reduce labour costs and increase productivity. Bill must recommend a plan for the research department staff. It's difficult to assess researchers' performance because of the kind of work they do. Recently, a number of researchers have been laid off because of the company's losses; remaining staff members must get involved in new projects. Flexibility and communication between project team members is very important. What kind of incentive plan would meet Bill's needs best?

Accepted Answer

A) skill-based pay 
B) piece rate 
C) profit sharing 
D) ESOP 
E) gainsharing 
A) skill-based pay 
B) piece rate 
C) profit sharing 
D) ESOP 
E) gainsharing

Question 5

If jobs score high on motivating potential, the MPS model predicts improved

Accepted Answer

A) teamwork, collaboration and achievement. 
B) responsibility, growth and commitment. 
C) empowerment, involvement and development. 
D) teamwork, performance and satisfaction. 
E) motivation, performance and satisfaction. 
A) teamwork, collaboration and achievement. 
B) responsibility, growth and commitment. 
C) empowerment, involvement and development. 
D) teamwork, performance and satisfaction. 
E) motivation, performance and satisfaction.

Question 6

Employees will probably experience psychological ownership of the company based just on owning shares.

Accepted Answer

A) True 
 B)False

Question 7

Profit-sharing plans share company profit based on

Accepted Answer

A) past financial results. 
B) monthly expectations. 
C) individual performance results. 
D) future financial results. 
E) projected financial results. 
A) past financial results. 
B) monthly expectations. 
C) individual performance results. 
D) future financial results. 
E) projected financial results.

Question 8

The most commonly used reward in organizations is advancement.

Accepted Answer

A) True 
 B)False

Question 9

Until recently, labour unions have been resistant to discussions with management about job redesign.

Accepted Answer

A) True 
 B)False

Question 10

In flextime, all employees are expected to be at work during the common core period.

Accepted Answer

A) True 
 B)False

Question 11

Rewards do not need to be linked to the type of performance expected.

Accepted Answer

A) True 
 B)False

Question 12

Job rotation increases skill variety.

Accepted Answer

A) True 
 B)False

Question 13

Carol works for a tailor and she is being paid a fixed sum for each garment that she alters to customer specifications. Carol is receiving pay that is

Accepted Answer

A) merit-based. 
B) skill-based. 
C) piece-rate. 
D) gainsharing. 
E) ESOP. 
A) merit-based. 
B) skill-based. 
C) piece-rate. 
D) gainsharing. 
E) ESOP.

Question 14

Gainsharing is a variable-pay program that is an incentive plan for

Accepted Answer

A) individuals, where improvements in an individual's productivity, from one period to another, determine the amount awarded. 
B) all employees of the company, where employees gain when the company gains market share. 
C) workplace groups or departments, where improvements in group productivity, from one period to another, determine the amount shared. 
D) all employees of the company, where every employee gains when the company increases productivity. 
E) individuals, where an individual who accomplishes specific goals, receives a percentage of company profit. 
A) individuals, where improvements in an individual's productivity, from one period to another, determine the amount awarded. 
B) all employees of the company, where employees gain when the company gains market share. 
C) workplace groups or departments, where improvements in group productivity, from one period to another, determine the amount shared. 
D) all employees of the company, where every employee gains when the company increases productivity. 
E) individuals, where an individual who accomplishes specific goals, receives a percentage of company profit.

Question 15

If a hard-working athlete or student with modest abilities consistently outperforms a more gifted, but lazy student, this indicates that

Accepted Answer

A) if both ability and motivation are inadequate, performance will be negatively affected. 
B) if either ability or motivation is inadequate, performance will be negatively affected. 
C) if either ability or compensation is inadequate, performance will be negatively affected. 
D) if either ability or motivation is inadequate, performance will be positively affected. 
E) if both ability and motivation are inadequate, performance will be positively affected. 
A) if both ability and motivation are inadequate, performance will be negatively affected. 
B) if either ability or motivation is inadequate, performance will be negatively affected. 
C) if either ability or compensation is inadequate, performance will be negatively affected. 
D) if either ability or motivation is inadequate, performance will be positively affected. 
E) if both ability and motivation are inadequate, performance will be positively affected.

Question 16

An example of a country that generally prefers certainty in compensation system rewards is

Accepted Answer

A) Greece. 
B) Sweden. 
C) United States. 
D) United Kingdom. 
E) Australia. 
A) Greece. 
B) Sweden. 
C) United States. 
D) United Kingdom. 
E) Australia.

Question 17

Jason was a unique employee. He has a wide range of appropriate skills and gets frustrated when he doesn't get a chance to utilize them on the job. To motivate Jason, it is important that his job reflect

Accepted Answer

A) autonomy. 
B) skill variety. 
C) security. 
D) teamwork. 
E) gainsharing. 
A) autonomy. 
B) skill variety. 
C) security. 
D) teamwork. 
E) gainsharing.

Question 18

A spontaneous and private "thank you," or a "bragging board," are examples of

Accepted Answer

A) employee recognition programs. 
B) intrinsic employee reward systems. 
C) union-sponsored recognition programs. 
D) gainsharing and profit-sharing programs. 
E) motivation theories. 
A) employee recognition programs. 
B) intrinsic employee reward systems. 
C) union-sponsored recognition programs. 
D) gainsharing and profit-sharing programs. 
E) motivation theories.

Question 19

Terry likes to see a direct connection between her performance and the compensation she receives each year. Terry prefers a

Accepted Answer

A) merit-based pay program. 
B) seniority-based pay program. 
C) inflation-based pay program. 
D) variable pay program. 
E) profit sharing pay program. 
A) merit-based pay program. 
B) seniority-based pay program. 
C) inflation-based pay program. 
D) variable pay program. 
E) profit sharing pay program.

Question 20

Jake was confused. After being transferred from Canada to Japan, he rewarded his new sales team with new watches for their excellent performance, just as he had done when he was in Canada. However, his new sales team did not seem to appreciate the watches. This suggests that motivation theories do not necessarily work equally well throughout the world.

Accepted Answer

A) True 
 B)False

Tim uses videoconferencing and Internet to connect to his workplace office from his home office. Tim is considered telecommuting.

Thinking of money as a motivator, expectancy theory mainly suggests that

The key universal characteristic of telecommuting is that the employees work in their own homes.

If jobs score high on motivating potential, the MPS model predicts improved

Employees will probably experience psychological ownership of the company based just on owning shares.

Profit-sharing plans share company profit based on

The most commonly used reward in organizations is advancement.

Until recently, labour unions have been resistant to discussions with management about job redesign.

In flextime, all employees are expected to be at work during the common core period.

Rewards do not need to be linked to the type of performance expected.

Job rotation increases skill variety.

Carol works for a tailor and she is being paid a fixed sum for each garment that she alters to customer specifications. Carol is receiving pay that is

Gainsharing is a variable-pay program that is an incentive plan for

If a hard-working athlete or student with modest abilities consistently outperforms a more gifted, but lazy student, this indicates that

An example of a country that generally prefers certainty in compensation system rewards is

Jason was a unique employee. He has a wide range of appropriate skills and gets frustrated when he doesn't get a chance to utilize them on the job. To motivate Jason, it is important that his job reflect

A spontaneous and private "thank you," or a "bragging board," are examples of

Terry likes to see a direct connection between her performance and the compensation she receives each year. Terry prefers a

What Is Organizational Behaviour?

Perception, Personality, and Emotions

Values, Attitudes, and Diversity in the Workplace

Theories of Motivation

Groups and Teamwork

Communication

Power and Politics

Conflict and Negotiation

Organizational Culture

Leadership

Decision Making, Creativity, and Ethics

Organizational Structure

Organizational Change

Filters

Exam 5: Motivation in Action

Tim uses videoconferencing and Internet to connect to his workplace office from his home office. Tim is considered telecommuting.

Thinking of money as a motivator, expectancy theory mainly suggests that

The key universal characteristic of telecommuting is that the employees work in their own homes.

If jobs score high on motivating potential, the MPS model predicts improved

Employees will probably experience psychological ownership of the company based just on owning shares.

Profit-sharing plans share company profit based on

The most commonly used reward in organizations is advancement.

Until recently, labour unions have been resistant to discussions with management about job redesign.

In flextime, all employees are expected to be at work during the common core period.

Rewards do not need to be linked to the type of performance expected.

Job rotation increases skill variety.

Carol works for a tailor and she is being paid a fixed sum for each garment that she alters to customer specifications. Carol is receiving pay that is

Gainsharing is a variable-pay program that is an incentive plan for

If a hard-working athlete or student with modest abilities consistently outperforms a more gifted, but lazy student, this indicates that

An example of a country that generally prefers certainty in compensation system rewards is

Jason was a unique employee. He has a wide range of appropriate skills and gets frustrated when he doesn't get a chance to utilize them on the job. To motivate Jason, it is important that his job reflect

A spontaneous and private "thank you," or a "bragging board," are examples of

Terry likes to see a direct connection between her performance and the compensation she receives each year. Terry prefers a

What Is Organizational Behaviour?

Perception, Personality, and Emotions

Values, Attitudes, and Diversity in the Workplace

Theories of Motivation

Groups and Teamwork

Communication

Power and Politics

Conflict and Negotiation

Organizational Culture

Leadership

Decision Making, Creativity, and Ethics

Organizational Structure

Organizational Change

Filters