Question 1

Skill-based pay plans give an employee a higher pay rate for those days that he or she performs two or more jobs at the same time.

Accepted Answer

A) True 
 B)False

Question 2

A high degree of autonomy, task identity, and task significance are important conditions for:

Accepted Answer

A) job specialization. 
B) competency-based pay. 
C) empowerment. 
D) scientific management. 
E) piece rate system. 
A) job specialization. 
B) competency-based pay. 
C) empowerment. 
D) scientific management. 
E) piece rate system.

Question 3

An element of self-leadership involves keeping track of our progress toward goals.

Accepted Answer

A) True 
 B)False

Question 4

A unique feature of Herzberg's motivator-hygiene theory is that it:

Accepted Answer

A) states that improving motivators increases job satisfaction but does not decrease job dissatisfaction. 
B) states that employees can be satisfied with their jobs but not motivated to perform their jobs. 
C) identifies job specialization as the main source of higher need fulfillment. 
D) views job satisfaction and dissatisfaction as opposites. 
E) recognizes money as the primary motivator in organizational settings. 
A) states that improving motivators increases job satisfaction but does not decrease job dissatisfaction. 
B) states that employees can be satisfied with their jobs but not motivated to perform their jobs. 
C) identifies job specialization as the main source of higher need fulfillment. 
D) views job satisfaction and dissatisfaction as opposites. 
E) recognizes money as the primary motivator in organizational settings.

Question 5

Which of these statements about self-leadership is true?

Accepted Answer

A) Employees with a low degree of conscientiousness have a more natural tendency to apply self-leadership. 
B) Some elements of self-leadership come from sports psychology. 
C) Self-leadership is practiced by people with particular personality characteristics and cannot be learned. 
D) External locus of control helps in applying self-help strategies. 
E) Self-leadership behaviors are more frequently found in people with lower levels of extroversion. 
A) Employees with a low degree of conscientiousness have a more natural tendency to apply self-leadership. 
B) Some elements of self-leadership come from sports psychology. 
C) Self-leadership is practiced by people with particular personality characteristics and cannot be learned. 
D) External locus of control helps in applying self-help strategies. 
E) Self-leadership behaviors are more frequently found in people with lower levels of extroversion.

Question 6

Companies should use individual-level performance-based pay when jobs are highly interdependent.

Accepted Answer

A) True 
 B)False

Question 7

_____ is the process of keeping track at regular intervals of one's progress toward a goal by using naturally occurring feedback.

Accepted Answer

A) Job feedback 
B) Self-monitoring 
C) Natural grouping 
D) Job specialization 
E) Task significance 
A) Job feedback 
B) Self-monitoring 
C) Natural grouping 
D) Job specialization 
E) Task significance

Question 8

The characteristic of a job that refers to how predictable job duties are from one day to the next is called:

Accepted Answer

A) task analyzability. 
B) task interdependence. 
C) task responsibility. 
D) task variability. 
E) task autonomy. 
A) task analyzability. 
B) task interdependence. 
C) task responsibility. 
D) task variability. 
E) task autonomy.

Question 9

_____ is the degree to which employees can tell how well they are doing on the basis of direct sensory information from the job itself.

Accepted Answer

A) Job feedback 
B) Job evaluation 
C) Task identity 
D) Task significance 
E) Job rotation 
A) Job feedback 
B) Job evaluation 
C) Task identity 
D) Task significance 
E) Job rotation

Question 10

Companies motivate employees mainly by designing interesting and challenging jobs.

Accepted Answer

A) True 
 B)False

Question 11

Which of these contemporary organizational behavior practices was popularized by Fredrick Taylor in his work on scientific management?

Accepted Answer

A) Goal setting 
B) Job enrichment 
C) Membership-based reward system 
D) Seniority-based reward system 
E) Competency-based reward system 
A) Goal setting 
B) Job enrichment 
C) Membership-based reward system 
D) Seniority-based reward system 
E) Competency-based reward system

Question 12

Job status-based rewards potentially motivate employees to compete with each other.

Accepted Answer

A) True 
 B)False

Question 13

Which of these performance-based rewards tends to create a connection between the employee's work effort and the reward received?

Accepted Answer

A) Profit-sharing plan 
B) Employee stock ownership plan 
C) Gainsharing plan 
D) Employee stock option plan 
E) Stock option 
A) Profit-sharing plan 
B) Employee stock ownership plan 
C) Gainsharing plan 
D) Employee stock option plan 
E) Stock option

Question 14

_____ is the degree to which a job requires completion of a whole or identifiable piece of work, such as assembling an entire broadband modem rather than just soldering in the circuitry.

Accepted Answer

A) Skill variety 
B) Task significance 
C) Job feedback 
D) Job rotation 
E) Task identity 
A) Skill variety 
B) Task significance 
C) Job feedback 
D) Job rotation 
E) Task identity

Question 15

Compare and contrast gainsharing with employee share ownership plans.

Accepted Answer

Employee share ownership plans (ESOPs) i

Question 16

Steelweld, a car parts manufacturer, pays employees a higher hourly rate as they learn to master more parts of the work process.Employees earn $10 per hour when they are hired and they can earn up to $20 per hour if they master all 12 work units in the production process.Which of these reward systems is being applied by Steelweld?

Accepted Answer

A) Skill-based pay 
B) Piece-rate pay 
C) Job evaluation system 
D) Seniority-based pay 
E) Membership-based pay 
A) Skill-based pay 
B) Piece-rate pay 
C) Job evaluation system 
D) Seniority-based pay 
E) Membership-based pay

Question 17

The process of influencing oneself to establish the self-direction and self-motivation needed to perform a task is known as:

Accepted Answer

A) self-reinforcement. 
B) self-talk. 
C) self-leadership. 
D) self-influence. 
E) self-steering. 
A) self-reinforcement. 
B) self-talk. 
C) self-leadership. 
D) self-influence. 
E) self-steering.

Question 18

When are employees said to be empowered?

Accepted Answer

A) When employees practice job specialization 
B) When employees experience self-reinforcement 
C) When employees engage in positive self-talk 
D) When employees experience freedom and discretion 
E) When employees engage in mental imagery 
A) When employees practice job specialization 
B) When employees experience self-reinforcement 
C) When employees engage in positive self-talk 
D) When employees experience freedom and discretion 
E) When employees engage in mental imagery

Question 19

Task variability refers to how much the job can be performed using known procedures and rules.

Accepted Answer

A) True 
 B)False

Question 20

When applied to non-management employees, which of the following has a weak connection between the reward and individual effort?

Accepted Answer

A) Piece rate pay 
B) Commission 
C) Profit-sharing bonus 
D) Gainsharing plan 
E) Job evaluation 
A) Piece rate pay 
B) Commission 
C) Profit-sharing bonus 
D) Gainsharing plan 
E) Job evaluation

Skill-based pay plans give an employee a higher pay rate for those days that he or she performs two or more jobs at the same time.

A high degree of autonomy, task identity, and task significance are important conditions for:

An element of self-leadership involves keeping track of our progress toward goals.

A unique feature of Herzberg's motivator-hygiene theory is that it:

Which of these statements about self-leadership is true?

Companies should use individual-level performance-based pay when jobs are highly interdependent.

_____ is the process of keeping track at regular intervals of one's progress toward a goal by using naturally occurring feedback.

The characteristic of a job that refers to how predictable job duties are from one day to the next is called:

_____ is the degree to which employees can tell how well they are doing on the basis of direct sensory information from the job itself.

Companies motivate employees mainly by designing interesting and challenging jobs.

Which of these contemporary organizational behavior practices was popularized by Fredrick Taylor in his work on scientific management?

Job status-based rewards potentially motivate employees to compete with each other.

Which of these performance-based rewards tends to create a connection between the employee's work effort and the reward received?

_____ is the degree to which a job requires completion of a whole or identifiable piece of work, such as assembling an entire broadband modem rather than just soldering in the circuitry.

Compare and contrast gainsharing with employee share ownership plans.

The process of influencing oneself to establish the self-direction and self-motivation needed to perform a task is known as:

When are employees said to be empowered?

Task variability refers to how much the job can be performed using known procedures and rules.

When applied to non-management employees, which of the following has a weak connection between the reward and individual effort?

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Decision Making and Creativity

Team Dynamics

Communicating in Teams and Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters

Exam 6: Applied Performance Practices

Skill-based pay plans give an employee a higher pay rate for those days that he or she performs two or more jobs at the same time.

A high degree of autonomy, task identity, and task significance are important conditions for:

An element of self-leadership involves keeping track of our progress toward goals.

A unique feature of Herzberg's motivator-hygiene theory is that it:

Which of these statements about self-leadership is true?

Companies should use individual-level performance-based pay when jobs are highly interdependent.

_____ is the process of keeping track at regular intervals of one's progress toward a goal by using naturally occurring feedback.

The characteristic of a job that refers to how predictable job duties are from one day to the next is called:

_____ is the degree to which employees can tell how well they are doing on the basis of direct sensory information from the job itself.

Companies motivate employees mainly by designing interesting and challenging jobs.

Which of these contemporary organizational behavior practices was popularized by Fredrick Taylor in his work on scientific management?

Job status-based rewards potentially motivate employees to compete with each other.

Which of these performance-based rewards tends to create a connection between the employee's work effort and the reward received?

_____ is the degree to which a job requires completion of a whole or identifiable piece of work, such as assembling an entire broadband modem rather than just soldering in the circuitry.

Compare and contrast gainsharing with employee share ownership plans.

The process of influencing oneself to establish the self-direction and self-motivation needed to perform a task is known as:

When are employees said to be empowered?

Task variability refers to how much the job can be performed using known procedures and rules.

When applied to non-management employees, which of the following has a weak connection between the reward and individual effort?

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Decision Making and Creativity

Team Dynamics

Communicating in Teams and Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters