Question 1

Which of the following is LEAST likely to create an ownership culture?

Accepted Answer

A)  Employee stock ownership plans 
B)  Commissions 
C)  Stock option plans 
D)  Gainsharing plans 
E)  None of the answers apply. 
A)  Employee stock ownership plans 
B)  Commissions 
C)  Stock option plans 
D)  Gainsharing plans 
E)  None of the answers apply.

Question 2

According to the job characteristics model,experienced meaningfulness increases with the level of job feedback.

Accepted Answer

A) True 
 B)False

Question 3

Compared with women,men give money a lower priority in their lives.

Accepted Answer

A) True 
 B)False

Question 4

Jobs with high level of task significance provide freedom,independence,and discretion in scheduling the work and determining the procedures to be used to complete the work.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is considered an individual incentive?

Accepted Answer

A)  Gainsharing plans 
B)  Balanced scorecards 
C)  Share options 
D)  Share ownership 
E)  Commissions 
A)  Gainsharing plans 
B)  Balanced scorecards 
C)  Share options 
D)  Share ownership 
E)  Commissions

Question 6

Job enlargement increases skill variety.

Accepted Answer

A) True 
 B)False

Question 7

Employees with a high degree of autonomy are more likely to engage in self-leadership.

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

Compare and contrast gainsharing with employee share ownership plans.

Accepted Answer

Employee share ownership plans (ESOPs)in

Question 10

Which of the following is an advantage of job specialization?

Accepted Answer

A)  The quality of work increases. 
B)  Jobs can be mastered quickly. 
C)  Employees are more involved with their jobs. 
D)  The work is less repetitive. 
E)  Task specialization has no clear advantages to the organization. 
A)  The quality of work increases. 
B)  Jobs can be mastered quickly. 
C)  Employees are more involved with their jobs. 
D)  The work is less repetitive. 
E)  Task specialization has no clear advantages to the organization.

Question 11

Which of the following explicitly considers the work unit's cost savings and productivity improvement?

Accepted Answer

A)  Profit sharing plans. 
B)  Share options 
C)  Gainsharing plans 
D)  Balanced scorecard 
E)  All of the answers are correct. 
A)  Profit sharing plans. 
B)  Share options 
C)  Gainsharing plans 
D)  Balanced scorecard 
E)  All of the answers are correct.

Question 12

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 13

Which of the following does NOT occur at very high levels of job specialization?

Accepted Answer

A)  Product quality increases while the quantity of output decreases. 
B)  Worker alienation increases. 
C)  Employee turnover increases. 
D)  Employees are less motivated to perform their jobs well. 
E)  Employers are often forced to pay higher wages to attract job applicants to the tedious work. 
A)  Product quality increases while the quantity of output decreases. 
B)  Worker alienation increases. 
C)  Employee turnover increases. 
D)  Employees are less motivated to perform their jobs well. 
E)  Employers are often forced to pay higher wages to attract job applicants to the tedious work.

Question 14

Which of the following are potential problems with performance-based pay plans?

Accepted Answer

A)  Employers offer rewards that employees don't value. 
B)  Some plans reward individual performance when the employee's work is highly interdependent. 
C)  It is difficult to anticipate the unintended consequences of performance-based rewards. 
D)  All of the answers are correct. 
E)  Some plans reward individual performance when the employee's work is highly interdependent and it is difficult to anticipate the unintended consequences of performance-based rewards. 
A)  Employers offer rewards that employees don't value. 
B)  Some plans reward individual performance when the employee's work is highly interdependent. 
C)  It is difficult to anticipate the unintended consequences of performance-based rewards. 
D)  All of the answers are correct. 
E)  Some plans reward individual performance when the employee's work is highly interdependent and it is difficult to anticipate the unintended consequences of performance-based rewards.

Question 15

The level of work quality tends to increase with the level of job specialization.

Accepted Answer

A) True 
 B)False

Question 16

A profit-sharing plans is a performance measurement system that rewards people on several factors.

Accepted Answer

A) True 
 B)False

Question 17

Which of these statements about self-leadership is FALSE?

Accepted Answer

A)  Employees with a high degree of conscientiousness have a more natural tendency to apply self-leadership. 
B)  Research indicates that self-leadership generally improves employee motivation and performance. 
C)  Self-leadership is practiced by people with particular personality characteristics and cannot be learned. 
D)  Self-leadership is the process of influencing oneself to establish the self-direction and self-motivation to perform a task. 
E)  Some elements of self-leadership come from sports psychology. 
A)  Employees with a high degree of conscientiousness have a more natural tendency to apply self-leadership. 
B)  Research indicates that self-leadership generally improves employee motivation and performance. 
C)  Self-leadership is practiced by people with particular personality characteristics and cannot be learned. 
D)  Self-leadership is the process of influencing oneself to establish the self-direction and self-motivation to perform a task. 
E)  Some elements of self-leadership come from sports psychology.

Question 18

A large retail organization previously divided work among its four employee benefits staff into distinct specializations.One person answered all questions about superannuation (pension plans),another answered all questions about various forms of paid time off (e.g.vacations),and so on.These jobs were recently restructured so that each employee benefits person answers all questions for people in a particular geographic area.For example,one staff member is responsible for all employee benefits inquiries from anyone in a particular geographic region.This job restructuring is an example of:

Accepted Answer

A)  self-leadership 
B)  job enrichment 
C)  job rotation 
D)  scientific management 
E)  job specialization 
A)  self-leadership 
B)  job enrichment 
C)  job rotation 
D)  scientific management 
E)  job specialization

Question 19

Which of these statements about empowerment is FALSE?

Accepted Answer

A)  Empowerment is a psychological concept representing more than one dimension. 
B)  Empowerment is the same as employee involvement. 
C)  Empowerment is not a personality trait. 
D)  Empowerment is related to job enrichment. 
E)  Empowerment is influenced by job characteristics. 
A)  Empowerment is a psychological concept representing more than one dimension. 
B)  Empowerment is the same as employee involvement. 
C)  Empowerment is not a personality trait. 
D)  Empowerment is related to job enrichment. 
E)  Empowerment is influenced by job characteristics.

Question 20

Almost every organization rewards people to some extent for their job status.Discuss three potential problems with rewarding employees for their job status.Your answer should also briefly describe how organizations reward people for job status.

Accepted Answer

Students should begin answering this que

Which of the following is LEAST likely to create an ownership culture?

According to the job characteristics model,experienced meaningfulness increases with the level of job feedback.

Compared with women,men give money a lower priority in their lives.

Jobs with high level of task significance provide freedom,independence,and discretion in scheduling the work and determining the procedures to be used to complete the work.

Which of the following is considered an individual incentive?

Job enlargement increases skill variety.

Employees with a high degree of autonomy are more likely to engage in self-leadership.

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

Compare and contrast gainsharing with employee share ownership plans.

Which of the following is an advantage of job specialization?

Which of the following explicitly considers the work unit's cost savings and productivity improvement?

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.

Which of the following does NOT occur at very high levels of job specialization?

Which of the following are potential problems with performance-based pay plans?

The level of work quality tends to increase with the level of job specialization.

A profit-sharing plans is a performance measurement system that rewards people on several factors.

Which of these statements about self-leadership is FALSE?

Which of these statements about empowerment is FALSE?

Almost every organization rewards people to some extent for their job status.Discuss three potential problems with rewarding employees for their job status.Your answer should also briefly describe how organizations reward people for job status.

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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

Understanding and Managing Workplace Conflict

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change Additional Cases

Filters

Exam 6: Applied Performance Practices

Which of the following is LEAST likely to create an ownership culture?

According to the job characteristics model,experienced meaningfulness increases with the level of job feedback.

Compared with women,men give money a lower priority in their lives.

Jobs with high level of task significance provide freedom,independence,and discretion in scheduling the work and determining the procedures to be used to complete the work.

Which of the following is considered an individual incentive?

Job enlargement increases skill variety.

Employees with a high degree of autonomy are more likely to engage in self-leadership.

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

Compare and contrast gainsharing with employee share ownership plans.

Which of the following is an advantage of job specialization?

Which of the following explicitly considers the work unit's cost savings and productivity improvement?

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.

Which of the following does NOT occur at very high levels of job specialization?

Which of the following are potential problems with performance-based pay plans?

The level of work quality tends to increase with the level of job specialization.

A profit-sharing plans is a performance measurement system that rewards people on several factors.

Which of these statements about self-leadership is FALSE?

Which of these statements about empowerment is FALSE?

Almost every organization rewards people to some extent for their job status.Discuss three potential problems with rewarding employees for their job status.Your answer should also briefly describe how organizations reward people for job status.

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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

Understanding and Managing Workplace Conflict

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change Additional Cases

Filters