Question 1

Which of the following is NOT explicitly identified as a component of self-leadership?

Accepted Answer

A)  Constructive thought patterns 
B)  Self-monitoring 
C)  Personal goal setting 
D)  Task identity 
E)  Designing natural rewards 
A)  Constructive thought patterns 
B)  Self-monitoring 
C)  Personal goal setting 
D)  Task identity 
E)  Designing natural rewards

Question 2

Employee stock ownership plans and stock options tend to create an 'ownership culture' in which employees feel aligned with the organization's success.

Accepted Answer

A) True 
 B)False

Question 3

__________ represents an employee's experienced meaningfulness in their work,a sense of self-determination,confidence in their abilities,and a sense that their work has an impact on the company's success?

Accepted Answer

A)  Positive self-talk 
B)  Job specialization 
C)  Empowerment 
D)  Job rotation 
E)  Core job characteristics 
A)  Positive self-talk 
B)  Job specialization 
C)  Empowerment 
D)  Job rotation 
E)  Core job characteristics

Question 4

Research suggests that increasing job enlargement increases employee motivation almost as much as job enrichment.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following explicitly measures a composite of financial,customer,internal processes,and employee factors to reward executive performance?

Accepted Answer

A)  Profit sharing plans. 
B)  ESOPs 
C)  Gainsharing plans 
D)  Stock options 
E)  None of the above 
A)  Profit sharing plans. 
B)  ESOPs 
C)  Gainsharing plans 
D)  Stock options 
E)  None of the above

Question 6

Motivator-hygiene theory highlights the idea that job content is an important source of employee motivation.

Accepted Answer

A) True 
 B)False

Question 7

Before meeting a new client,a salesperson visualizes the experience of meeting the person and effectively answering some of the challenging questions the client might ask.This activity is an example of:

Accepted Answer

A)  poor performance. 
B)  constructive thought patterns. 
C)  rewarding competencies. 
D)  job rotation. 
E)  empowerment. 
A)  poor performance. 
B)  constructive thought patterns. 
C)  rewarding competencies. 
D)  job rotation. 
E)  empowerment.

Question 8

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

Question 9

Executive dining rooms represent a form of job status reward.

Accepted Answer

A) True 
 B)False

Question 10

Job status-based rewards:

Accepted Answer

A)  try to ensure that employees believe their pay is equitable compared to other people in the organization. 
B)  motivate employees to compete for positions further up the organization. 
C)  tend to encourage bureaucratic hierarchy. 
D)  do all of the above. 
E)  do only 'B' and 'C'. 
A)  try to ensure that employees believe their pay is equitable compared to other people in the organization. 
B)  motivate employees to compete for positions further up the organization. 
C)  tend to encourage bureaucratic hierarchy. 
D)  do all of the above. 
E)  do only 'B' and 'C'.

Question 11

Self-leadership relies on ideas from:

Accepted Answer

A)  sports psychology 
B)  social learning theory 
C)  goal setting 
D)  all of the above 
E)  only 'B' and 'C' 
A)  sports psychology 
B)  social learning theory 
C)  goal setting 
D)  all of the above 
E)  only 'B' and 'C'

Question 12

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

Accepted Answer

A) True 
 B)False

Question 13

Job evaluation systematically evaluates the worth of each job within the organization by measuring its required skill,effort,responsibility and working conditions.

Accepted Answer

A) True 
 B)False

Question 14

A mid-sized city introduced a reward system whereby employees would find ways to reduce costs and increase work efficiency.Every employee would receive a portion of the surplus budget resulting from these cost savings.This city is using:

Accepted Answer

A)  a gainsharing plan. 
B)  a commission system. 
C)  a piece-rate plan. 
D)  a stock option plan. 
E)  none of the above. 
A)  a gainsharing plan. 
B)  a commission system. 
C)  a piece-rate plan. 
D)  a stock option plan. 
E)  none of the above.

Question 15

The balanced scorecard is a performance measurement system that rewards people on several factors.

Accepted Answer

A) True 
 B)False

Question 16

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

Question 17

Competency-based rewards tend to improve levels of product and service quality.

Accepted Answer

A) True 
 B)False

Question 18

Scientific management is most closely associated with:

Accepted Answer

A)  self-leadership. 
B)  employee motivation. 
C)  job design. 
D)  reward systems. 
E)  empowerment. 
A)  self-leadership. 
B)  employee motivation. 
C)  job design. 
D)  reward systems. 
E)  empowerment.

Question 19

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 20

To increase an employee's feelings of experienced responsibility,we would:

Accepted Answer

A)  increase the amount of job feedback in the person's job. 
B)  reduce the amount of task identity and task significance in the person's job. 
C)  increase the amount of autonomy in the person's job. 
D)  reduce the amount of skill variety in the person's job. 
E)  increase the amount of task identity and task significance in the person's job. 
A)  increase the amount of job feedback in the person's job. 
B)  reduce the amount of task identity and task significance in the person's job. 
C)  increase the amount of autonomy in the person's job. 
D)  reduce the amount of skill variety in the person's job. 
E)  increase the amount of task identity and task significance in the person's job.

Which of the following is NOT explicitly identified as a component of self-leadership?

Employee stock ownership plans and stock options tend to create an 'ownership culture' in which employees feel aligned with the organization's success.

__________ represents an employee's experienced meaningfulness in their work,a sense of self-determination,confidence in their abilities,and a sense that their work has an impact on the company's success?

Research suggests that increasing job enlargement increases employee motivation almost as much as job enrichment.

Which of the following explicitly measures a composite of financial,customer,internal processes,and employee factors to reward executive performance?

Motivator-hygiene theory highlights the idea that job content is an important source of employee motivation.

Before meeting a new client,a salesperson visualizes the experience of meeting the person and effectively answering some of the challenging questions the client might ask.This activity is an example of:

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

Executive dining rooms represent a form of job status reward.

Job status-based rewards:

Self-leadership relies on ideas from:

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

Job evaluation systematically evaluates the worth of each job within the organization by measuring its required skill,effort,responsibility and working conditions.

A mid-sized city introduced a reward system whereby employees would find ways to reduce costs and increase work efficiency.Every employee would receive a portion of the surplus budget resulting from these cost savings.This city is using:

The balanced scorecard is a performance measurement system that rewards people on several factors.

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

Competency-based rewards tend to improve levels of product and service quality.

Scientific management is most closely associated with:

Which of the following is an advantage of job specialization?

To increase an employee's feelings of experienced responsibility,we would:

Introduction to the Field of Organizational Behavior

Individual Behavior, values, and Personality

Perception and Learning in Organizations

Workplace Emotions and Attitudes

Motivation in the Workplace

Work-Related Stress and Stress Management

Decision Making and Creativity

Foundations of Team Dynamics

Developing High Performance Teams

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 is NOT explicitly identified as a component of self-leadership?

Employee stock ownership plans and stock options tend to create an 'ownership culture' in which employees feel aligned with the organization's success.

__________ represents an employee's experienced meaningfulness in their work,a sense of self-determination,confidence in their abilities,and a sense that their work has an impact on the company's success?

Research suggests that increasing job enlargement increases employee motivation almost as much as job enrichment.

Which of the following explicitly measures a composite of financial,customer,internal processes,and employee factors to reward executive performance?

Motivator-hygiene theory highlights the idea that job content is an important source of employee motivation.

Before meeting a new client,a salesperson visualizes the experience of meeting the person and effectively answering some of the challenging questions the client might ask.This activity is an example of:

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

Executive dining rooms represent a form of job status reward.

Job status-based rewards:

Self-leadership relies on ideas from:

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

Job evaluation systematically evaluates the worth of each job within the organization by measuring its required skill,effort,responsibility and working conditions.

A mid-sized city introduced a reward system whereby employees would find ways to reduce costs and increase work efficiency.Every employee would receive a portion of the surplus budget resulting from these cost savings.This city is using:

The balanced scorecard is a performance measurement system that rewards people on several factors.

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

Competency-based rewards tend to improve levels of product and service quality.

Scientific management is most closely associated with:

Which of the following is an advantage of job specialization?

To increase an employee's feelings of experienced responsibility,we would:

Introduction to the Field of Organizational Behavior

Individual Behavior, values, and Personality

Perception and Learning in Organizations

Workplace Emotions and Attitudes

Motivation in the Workplace

Work-Related Stress and Stress Management

Decision Making and Creativity

Foundations of Team Dynamics

Developing High Performance Teams

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