Question 1

Which of the following systematically evaluates the worth of each job within the organization?

Accepted Answer

A) Job enlargement. 
B) Job enrichment. 
C) Job evaluation. 
D) Job rotation. 
E) Companies do not use any procedure to systematically evaluate job worth. 
A) Job enlargement. 
B) Job enrichment. 
C) Job evaluation. 
D) Job rotation. 
E) Companies do not use any procedure to systematically evaluate job worth.

Question 2

Job specialization increases work efficiency, but it tends to reduce employee motivation.

Accepted Answer

A) True 
 B)False

Question 3

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) All of the answers are correct. 
A) job specialization. 
B) competency-based pay. 
C) empowerment. 
D) scientific management. 
E) All of the answers are correct.

Question 4

Job evaluation and skill-based pay plans are both considered:

Accepted Answer

A) competency-based rewards. 
B) membership/seniority-based rewards. 
C) performance-based rewards. 
D) status-based rewards. 
E) None of the answers apply. 
A) competency-based rewards. 
B) membership/seniority-based rewards. 
C) performance-based rewards. 
D) status-based rewards. 
E) None of the answers apply.

Question 5

Two ways to enrich jobs are by clustering jobs into natural groups and by establishing client relationships.

Accepted Answer

A) True 
 B)False

Question 6

A rubber recycling plant employed 150 unskilled and relatively low-paid production employees.Although employees were unhappy about their pay levels as well as noise and heat in the plant, most had been with the company for a long time because there were not many other employment opportunities in the community.To motivate the workforce, the new plant manager decided to enrich the production jobs by giving them a wider variety of tasks to perform and giving them more autonomy regarding when they performed those tasks.However, rather than increase job performance, the changes resulted in more complaints from employees, higher absenteeism due to stress and a slight increase in turnover.Based on your knowledge of job design, explain why these results may have occurred.

Accepted Answer

This question addresses the contingencie

Question 7

Frederick Herzberg's Motivator-Hygiene Theory casts more of a spotlight on the job itself (rather than the work environment) as an important source of employee motivation.

Accepted Answer

A) True 
 B)False

Question 8

One problem with linking rewards to job performance is that managers rely on different criteria when estimating employee performance levels.

Accepted Answer

A) True 
 B)False

Question 9

Which reward system tends to discourage poor performers from voluntarily leaving the organization?

Accepted Answer

A) Membership and seniority-based pay. 
B) Skill-based pay. 
C) Piece-rate rewards. 
D) Competency-based pay. 
E) All of the answers are correct. 
A) Membership and seniority-based pay. 
B) Skill-based pay. 
C) Piece-rate rewards. 
D) Competency-based pay. 
E) All of the answers are correct.

Question 10

The problem with membership and seniority-based rewards is that:

Accepted Answer

A) they discourage people from remaining with the organization. 
B) they are difficult to use in organizational settings. 
C) they do not directly motivate job performance. 
D) All of the answers are correct. 
E) they discourage people from remaining with the organization and they do not directly motivate job performance. 
A) they discourage people from remaining with the organization. 
B) they are difficult to use in organizational settings. 
C) they do not directly motivate job performance. 
D) All of the answers are correct. 
E) they discourage people from remaining with the organization and they do not directly motivate job performance.

Question 11

When jobs are highly interdependent, employers should:

Accepted Answer

A) avoid using any form of performance-based reward system. 
B) use a team-based reward. 
C) use an individual-based reward. 
D) use an organizational-based reward system. 
E) use a team-based reward and use an organizational-based reward system. 
A) avoid using any form of performance-based reward system. 
B) use a team-based reward. 
C) use an individual-based reward. 
D) use an organizational-based reward system. 
E) use a team-based reward and use an organizational-based reward system.

Question 12

Forming natural work units tends to increase task identity and task significance.

Accepted Answer

A) True 
 B)False

Question 13

The philosophy behind Scientific Management is to increase job enrichment and decrease job specialization.

Accepted Answer

A) True 
 B)False

Question 14

Employee share ownership plans and share options are two types of organizational-level performance-based rewards.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is NOT a core job characteristic in the job characteristics model?

Accepted Answer

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

Question 16

Empowerment is known to:

Accepted Answer

A) increase employee motivation and performance. 
B) reduce conflict between employees and their supervisors. 
C) increase employee trust in management. 
D) increase employee responsiveness to problems and opportunities. 
E) All of the answers are correct. 
A) increase employee motivation and performance. 
B) reduce conflict between employees and their supervisors. 
C) increase employee trust in management. 
D) increase employee responsiveness to problems and opportunities. 
E) All of the answers are correct.

Question 17

Task identity is the degree to which the job has a substantial impact on the organization and/or larger society.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following practices explicitly includes self-reinforcement?

Accepted Answer

A) Self-leadership 
B) empowerment 
C) Job rotation 
D) Job enrichment 
E) None of the answers apply. 
A) Self-leadership 
B) empowerment 
C) Job rotation 
D) Job enrichment 
E) None of the answers apply.

Question 19

Job status rewards usually offer which of the following benefits to organizations?

Accepted Answer

A) They encourage employees to focus their attention on customer service. 
B) They discourage organizational politics. 
C) They make organizations more market responsive. 
D) They encourage employees to focus their attention on customer service and they make organizations more market responsive. 
E) None of the answers apply. 
A) They encourage employees to focus their attention on customer service. 
B) They discourage organizational politics. 
C) They make organizations more market responsive. 
D) They encourage employees to focus their attention on customer service and they make organizations more market responsive. 
E) None of the answers apply.

Question 20

Which of the following is NOT an individual level performance reward?

Accepted Answer

A) Piece rates 
B) Commissions 
C) Awards 
D) Gainsharing 
E) Bonuses 
A) Piece rates 
B) Commissions 
C) Awards 
D) Gainsharing 
E) Bonuses

Which of the following systematically evaluates the worth of each job within the organization?

Job specialization increases work efficiency, but it tends to reduce employee motivation.

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

Job evaluation and skill-based pay plans are both considered:

Two ways to enrich jobs are by clustering jobs into natural groups and by establishing client relationships.

Frederick Herzberg's Motivator-Hygiene Theory casts more of a spotlight on the job itself (rather than the work environment) as an important source of employee motivation.

One problem with linking rewards to job performance is that managers rely on different criteria when estimating employee performance levels.

Which reward system tends to discourage poor performers from voluntarily leaving the organization?

The problem with membership and seniority-based rewards is that:

When jobs are highly interdependent, employers should:

Forming natural work units tends to increase task identity and task significance.

The philosophy behind Scientific Management is to increase job enrichment and decrease job specialization.

Employee share ownership plans and share options are two types of organizational-level performance-based rewards.

Which of the following is NOT a core job characteristic in the job characteristics model?

Empowerment is known to:

Task identity is the degree to which the job has a substantial impact on the organization and/or larger society.

Which of the following practices explicitly includes self-reinforcement?

Job status rewards usually offer which of the following benefits to organizations?

Which of the following is NOT an individual level performance reward?

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perception and Learning 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

Organizational Structure

Organizational Culture

Organizational Change

Filters

Exam 6: Applied Performance Practices

Which of the following systematically evaluates the worth of each job within the organization?

Job specialization increases work efficiency, but it tends to reduce employee motivation.

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

Job evaluation and skill-based pay plans are both considered:

Two ways to enrich jobs are by clustering jobs into natural groups and by establishing client relationships.

Frederick Herzberg's Motivator-Hygiene Theory casts more of a spotlight on the job itself (rather than the work environment) as an important source of employee motivation.

One problem with linking rewards to job performance is that managers rely on different criteria when estimating employee performance levels.

Which reward system tends to discourage poor performers from voluntarily leaving the organization?

The problem with membership and seniority-based rewards is that:

When jobs are highly interdependent, employers should:

Forming natural work units tends to increase task identity and task significance.

The philosophy behind Scientific Management is to increase job enrichment and decrease job specialization.

Employee share ownership plans and share options are two types of organizational-level performance-based rewards.

Which of the following is NOT a core job characteristic in the job characteristics model?

Empowerment is known to:

Task identity is the degree to which the job has a substantial impact on the organization and/or larger society.

Which of the following practices explicitly includes self-reinforcement?

Job status rewards usually offer which of the following benefits to organizations?

Which of the following is NOT an individual level performance reward?

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perception and Learning 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

Organizational Structure

Organizational Culture

Organizational Change

Filters