Question 1

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 2

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

Accepted Answer

A) True 
 B)False

Question 3

Empowerment is the process of putting employees in situations involving job rotation and job enlargement.

Accepted Answer

A) True 
 B)False

Question 4

Job evaluations are used in which type of reward system?

Accepted Answer

A)  Competency-based rewards 
B)  Job status rewards 
C)  Individual performance rewards 
D)  Seniority-based rewards 
E)  None of the answers apply. 
A)  Competency-based rewards 
B)  Job status rewards 
C)  Individual performance rewards 
D)  Seniority-based rewards 
E)  None of the answers apply.

Question 5

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 6

How do growth needs relate to the job characteristics model?

Accepted Answer

A)  Growth needs are the critical psychological state resulting from skill variety and task identity. 
B)  High growth needs are one of the psychological states in the job characteristics model. 
C)  Job enrichment might motivate those with high growth needs more than those with low growth needs, but recent studies suggest this relationship is weak, at best. 
D)  Growth needs increase with the level of autonomy offered in the job. 
E)  Growth needs are not mentioned in the job characteristics model. 
A)  Growth needs are the critical psychological state resulting from skill variety and task identity. 
B)  High growth needs are one of the psychological states in the job characteristics model. 
C)  Job enrichment might motivate those with high growth needs more than those with low growth needs, but recent studies suggest this relationship is weak, at best. 
D)  Growth needs increase with the level of autonomy offered in the job. 
E)  Growth needs are not mentioned in the job characteristics model.

Question 7

One problem with empowerment is that it tends to make employees less responsive to the company's needs and objectives.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following is most consistent with employability - namely,that employees are expected to continuously learn skills that will keep them employed?

Accepted Answer

A)  Competency-based rewards 
B)  Job status rewards 
C)  Job evaluation systems 
D)  Individual performance-based rewards 
E)  Competency-based rewards and job status rewards 
A)  Competency-based rewards 
B)  Job status rewards 
C)  Job evaluation systems 
D)  Individual performance-based rewards 
E)  Competency-based rewards and job status rewards

Question 9

Which of these job design actions is mainly a form of job enlargement?

Accepted Answer

A)  Increasing the number of tasks within the job 
B)  Establishing client relationships 
C)  Empowering employees 
D)  Forming natural work units 
E)  Establishing client relationships and forming natural work units 
A)  Increasing the number of tasks within the job 
B)  Establishing client relationships 
C)  Empowering employees 
D)  Forming natural work units 
E)  Establishing client relationships and forming natural work units

Question 10

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 11

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 12

Self-leadership has become increasingly important in contemporary organizations.Identify and describe any three components of self-leadership.Then explain how each of those three self-leadership components potentially improves employee motivation and/or performance.

Accepted Answer

Self-leadership refers to the process of

Question 13

Employees are more likely to feel empowered in jobs with a high degree of autonomy,task identity,and task significance.

Accepted Answer

A) True 
 B)False

Question 14

Steelweld,a car parts manufacturer,pays employees a higher hourly rate as they learn to operate 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.Steelweld is applying which of these reward systems?

Accepted Answer

A)  Skill-based pay 
B)  Piece-rate pay 
C)  Job evaluation system 
D)  Seniority-based pay 
E)  None of the answers apply. 
A)  Skill-based pay 
B)  Piece-rate pay 
C)  Job evaluation system 
D)  Seniority-based pay 
E)  None of the answers apply.

Question 15

The chief executive of a mid-sized manufacturing company has hired you to design the work site and any other conditions necessary for employees to feel more empowered.Describe three important conditions you would ensure existed in this plant to improve empowerment among production employees.Your answer should also briefly define empowerment.

Accepted Answer

The textbook describes several factors t

Question 16

Most employee benefits are based on which type of reward system?

Accepted Answer

A)  Membership of the organization 
B)  Job status 
C)  Individual job performance 
D)  Competency 
E)  Corporate performance 
A)  Membership of the organization 
B)  Job status 
C)  Individual job performance 
D)  Competency 
E)  Corporate performance

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

All of the following tend to increase the quality of work performed,EXCEPT:

Accepted Answer

A)  job enrichment. 
B)  job specialization. 
C)  competency-based rewards. 
D)  natural grouping of tasks into one job. 
E)  empowerment. 
A)  job enrichment. 
B)  job specialization. 
C)  competency-based rewards. 
D)  natural grouping of tasks into one job. 
E)  empowerment.

Question 19

Team rewards increase employee preferences for team-based work arrangements.

Accepted Answer

A) True 
 B)False

Question 20

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

Accepted Answer

A) True 
 B)False

Which of these statements about self-leadership is FALSE?

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

Empowerment is the process of putting employees in situations involving job rotation and job enlargement.

Job evaluations are used in which type of reward system?

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.

How do growth needs relate to the job characteristics model?

One problem with empowerment is that it tends to make employees less responsive to the company's needs and objectives.

Which of the following is most consistent with employability - namely,that employees are expected to continuously learn skills that will keep them employed?

Which of these job design actions is mainly a form of job enlargement?

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

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

Self-leadership has become increasingly important in contemporary organizations.Identify and describe any three components of self-leadership.Then explain how each of those three self-leadership components potentially improves employee motivation and/or performance.

Employees are more likely to feel empowered in jobs with a high degree of autonomy,task identity,and task significance.

Most employee benefits are based on which type of reward system?

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

All of the following tend to increase the quality of work performed,EXCEPT:

Team rewards increase employee preferences for team-based work arrangements.

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

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

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters

Exam 6: Applied Performance Practices

Which of these statements about self-leadership is FALSE?

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

Empowerment is the process of putting employees in situations involving job rotation and job enlargement.

Job evaluations are used in which type of reward system?

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.

How do growth needs relate to the job characteristics model?

One problem with empowerment is that it tends to make employees less responsive to the company's needs and objectives.

Which of the following is most consistent with employability - namely,that employees are expected to continuously learn skills that will keep them employed?

Which of these job design actions is mainly a form of job enlargement?

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

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

Self-leadership has become increasingly important in contemporary organizations.Identify and describe any three components of self-leadership.Then explain how each of those three self-leadership components potentially improves employee motivation and/or performance.

Employees are more likely to feel empowered in jobs with a high degree of autonomy,task identity,and task significance.

Most employee benefits are based on which type of reward system?

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

All of the following tend to increase the quality of work performed,EXCEPT:

Team rewards increase employee preferences for team-based work arrangements.

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

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

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters