Question 1

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 2

Which of the following is NOT a component of empowerment?

Accepted Answer

A)  Impact 
B)  Meaning 
C)  Mental imagery 
D)  Self-determination 
E)  Competence 
A)  Impact 
B)  Meaning 
C)  Mental imagery 
D)  Self-determination 
E)  Competence

Question 3

Knowledge of results originates primarily from:

Accepted Answer

A)  job feedback 
B)  skill variety 
C)  autonomy 
D)  task significance 
E)  task identity 
A)  job feedback 
B)  skill variety 
C)  autonomy 
D)  task significance 
E)  task identity

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

Your supervisor has been reading about self-leadership and is intrigued by the concept.She wants to know how she can encourage it,and under which conditions would self-leadership be more likely to occur?

Accepted Answer

Students should distinguish between pers

Question 6

Job evaluation mainly supports the competency approach to rewards.

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

Some critics argue that financial rewards discourage creativity and distract employees from the meaningfulness of the work itself.

Accepted Answer

A) True 
 B)False

Question 9

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 10

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

Accepted Answer

A)  Goal setting 
B)  Job enrichment 
C)  Membership and seniority-based rewards 
D)  All of the answers are correct. 
E)  None of the answers apply. 
A)  Goal setting 
B)  Job enrichment 
C)  Membership and seniority-based rewards 
D)  All of the answers are correct. 
E)  None of the answers apply.

Question 11

The more employees see a direct connection between their daily actions and the reward,the more they are motivated to improve performance.

Accepted Answer

A) True 
 B)False

Question 12

NuGlass Ltd.manufactures glass for commercial products.The production process has several interdependent tasks and employees in those tasks need to coordinate their work for maximum efficiency and effectiveness.Management wants each employee to learn several jobs so that the production group can be more flexible.Describe one type of reward system that would best motivate employees to learn several jobs,and identify a potential disadvantage of this reward system.

Accepted Answer

Probably the best type of reward system

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

Job enlargement increases an employee's growth needs.

Accepted Answer

A) True 
 B)False

Question 15

Self-leadership includes several elements,including:

Accepted Answer

A)  job specialization and self-reinforcement. 
B)  task identity and task significance. 
C)  job evaluation and self-monitoring. 
D)  autonomy and gainsharing. 
E)  positive self-talk and personal goal setting. 
A)  job specialization and self-reinforcement. 
B)  task identity and task significance. 
C)  job evaluation and self-monitoring. 
D)  autonomy and gainsharing. 
E)  positive self-talk and personal goal setting.

Question 16

Empowerment flourishes in organizations with a learning orientation.

Accepted Answer

A) True 
 B)False

Question 17

One advantage of competency-based rewards is that measuring employee competencies is mostly done through objective measurement methods.

Accepted Answer

A) True 
 B)False

Question 18

The first step in self-leadership is:

Accepted Answer

A)  establishing client relationships. 
B)  practicing gainsharing. 
C)  personal goal setting. 
D)  constructive thought patterns. 
E)  self-reinforcement. 
A)  establishing client relationships. 
B)  practicing gainsharing. 
C)  personal goal setting. 
D)  constructive thought patterns. 
E)  self-reinforcement.

Question 19

Self-monitoring and designing natural rewards are both:

Accepted Answer

A)  constructive thought pattern practices. 
B)  forms of job specialization. 
C)  discouraged by organizational behaviour scholars. 
D)  part of the self-leadership process. 
E)  elements of competency-based rewards. 
A)  constructive thought pattern practices. 
B)  forms of job specialization. 
C)  discouraged by organizational behaviour scholars. 
D)  part of the self-leadership process. 
E)  elements of competency-based rewards.

Question 20

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.

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

Which of the following is NOT a component of empowerment?

Knowledge of results originates primarily from:

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

Your supervisor has been reading about self-leadership and is intrigued by the concept.She wants to know how she can encourage it,and under which conditions would self-leadership be more likely to occur?

Job evaluation mainly supports the competency approach to rewards.

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

Some critics argue that financial rewards discourage creativity and distract employees from the meaningfulness of the work itself.

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

The more employees see a direct connection between their daily actions and the reward,the more they are motivated to improve performance.

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

Job enlargement increases an employee's growth needs.

Self-leadership includes several elements,including:

Empowerment flourishes in organizations with a learning orientation.

One advantage of competency-based rewards is that measuring employee competencies is mostly done through objective measurement methods.

The first step in self-leadership is:

Self-monitoring and designing natural rewards are both:

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

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

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

Which of the following is NOT a component of empowerment?

Knowledge of results originates primarily from:

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

Your supervisor has been reading about self-leadership and is intrigued by the concept.She wants to know how she can encourage it,and under which conditions would self-leadership be more likely to occur?

Job evaluation mainly supports the competency approach to rewards.

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

Some critics argue that financial rewards discourage creativity and distract employees from the meaningfulness of the work itself.

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

The more employees see a direct connection between their daily actions and the reward,the more they are motivated to improve performance.

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

Job enlargement increases an employee's growth needs.

Self-leadership includes several elements,including:

Empowerment flourishes in organizations with a learning orientation.

One advantage of competency-based rewards is that measuring employee competencies is mostly done through objective measurement methods.

The first step in self-leadership is:

Self-monitoring and designing natural rewards are both:

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

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