Deck 10: Satisfaction, engagement, and Potential

Question 1

In surveys of job satisfaction,a facet satisfaction item asks about particular aspects of the job such as pay or working conditions.

Answer 1

True

Question 2

In the context of organizational justice theory,perceptions of distributive justice involve the process by which rewards or punishments are administered.

Answer 2

False

Question 3

According to Brockner,fairness in the workplace makes intuitive sense and is present in most organizations.

Answer 3

False

Question 4

Perceptions of procedural justice involve the process by which rewards or punishments are administered.

Question 5

In the context of understanding follower potential,leadership potential can be defined as a follower's capacity to advance one or more levels within the organization.

Question 6

According to Herzberg's two-factor theory,factors that lead to satisfaction at work are called motivators and factors that lead to dissatisfaction at work are known as hygiene factors.

Question 7

According to Herzberg's theory,followers will exert additional effort if leaders improve working conditions and pay.

Question 8

Job satisfaction survey results are most useful when compared with those from a dissimilar reference group,such as an organization of a different size or one in another industry.

Question 9

9-box matrices and replacement tables are used by organizations to identify people who can be sent to high-potential programs to accelerate their ability to assume leadership responsibilities and plug the Ready-now gap for critical leadership positions.

Question 10

Herzberg's two-factor theory is based on the premise that people who are treated unfairly are less productive,less satisfied,and less committed to their organizations than people who are treated fairly.

Question 11

In the context of organizational justice theory,distributive justice reflects the degree to which people are given information about different reward procedures and are treated with dignity and respect.

Question 12

Succession planning is the process most organizations use to make leadership potential and readiness decisions about followers.

Question 13

According to Herzberg's two-factor theory,job security is a motivator that leads to job satisfaction.

Question 14

According to the engagement-shareholder value chain,high employee engagement drives high customer satisfaction,which in turn results in high customer loyalty,sales,profitability,and share price.

Question 15

Most leaders prefer appealing to their employees' personal values or giving them something meaningful to do.

Question 16

Role conflict occurs whenever leaders or followers are unclear about what they need to do and how they should do it.

Question 17

In the context of job dissatisfaction at work,role ambiguity occurs when leaders and followers are given incompatible goals to accomplish.

Question 18

In the context of understanding and improving employee engagement,presenteeism is the notion of being at work while one's brain is not fully engaged.

Question 19

Dysfunctional turnover occurs when experienced executives retire or substandard performers are fired.

Question 20

The hierarchy effect occurs when upper-level employees have higher global and facet satisfaction ratings than lower-level employees in an organization.

Question 21

In the context of job satisfaction surveys,________ assess the degree to which employees are satisfied with different aspects of work,such as pay,benefits,promotion policies,working hours and conditions,and the like.

A)global satisfaction items
B)facet satisfaction items
C)motivators
D)hygiene factors

Question 22

What is the main reason for people staying with organizations?

A)job evaluations based on 360-degree feedback
B)frequent development opportunities
C)use of pay-for-performance systems
D)promises of long-term employment

Question 23

In the context of job satisfaction,which of the following is true of role conflict?

A)It occurs when leaders or followers are unclear about what they need to do and how they should do it.
B)It concerns followers' perceptions of whether the level of reward or punishment is commensurate with an individual's performance or infraction.
C)It occurs when leaders and followers are given incompatible goals to accomplish.
D)It pertains to followers' attitudes about the organization and their work activities.

Question 24

According to the 9-box matrices used to evaluate the performance and potential of followers,which of the following is true of "Key Players"?

A)They are low performers with moderate potential.
B)They are low performers with high potential.
C)They are moderate performers with moderate potential.
D)They are high performers with high potential.

Question 25

In the context of job satisfaction,which of the following occurs when leaders or followers are unclear about what they need to do and how they should do it?

A)role ambiguity
B)rater bias
C)role conflict
D)the contagion effect

Question 26

Which of the following is a disadvantage of using 9-box matrices and replacement tables for evaluating follower performance and potential?

A)Organizationss find it difficult to invest differentially in high-potential + high-performance types.
B)Candidates' past performance is excluded from these ratings.
C)The vast majority of decisions are based solely on management judgment.
D)Candidates who are nominated once are barred from being nominated a second time.

Question 27

In the context of understanding follower potential,which of the following is used to evaluate the performance and potential of followers?

A)hygiene factors
B)9-box matrices
C)360-degree feedback
D)coalition tactics

Question 28

In the context of organizational justice,perceptions of ________ involve the process by which rewards or punishments are administered.

A)interactional justice
B)work facilitation
C)procedural justice
D)interaction facilitation

Question 29

In the context of understanding follower potential,which of the following best defines leadership potential?

A)It refers to the potential of leaders to engage followers who ultimately generate high shareholder returns.
B)It pertains to followers' attitudes about the organization and their work activities.
C)It is an evaluation of a follower's immediate promotability.
D)It is defined as a follower's capacity to advance one or more levels within the organization.

Question 30

According to Herzberg's two-factor theory,which of the following is a hygiene factor?

A)recognition
B)responsibility
C)supervision
D)advancement

Question 31

In the context of understanding follower potential,which of the following is the process most organizations use to make leadership potential and readiness decisions about followers?

A)succession planning
B)360-degree feedback
C)job satisfaction surveys
D)talent hoarding

Question 32

Which of the following is one of the motivators described in Herzberg's two-factor theory?

A)working conditions
B)the work itself
C)co-workers
D)job security

Question 33

In the context of understanding follower satisfaction,the tendency for people with longer tenure or in higher positions to have higher global and facet satisfaction ratings than those newer to or lower in the organization is known as the

A)Pygmalion effect.
B)contagion effect.
C)glass ceiling effect.
D)hierarchy effect.

Question 34

Which of the following assesses the overall degree to which employees are satisfied with their organization and their job?

A)hygiene factors
B)facet satisfaction item
C)global satisfaction item
D)motivators

Question 35

In a 9-box matrix used to evaluate the performance and potential of followers,a "Future Star" will be rated as a

A)high performer with moderate potential.
B)high performer with low potential.
C)low performer with high potential.
D)moderate performer with high potential.

Question 36

In the context of organizational justice,which of the following is concerned with followers' perceptions of whether the level of reward or punishment is commensurate with an individual's performance or infraction?

A)interactional justice
B)role ambiguity
C)role conflict
D)distributive justice

Question 37

In the context of the seven theories of job satisfaction,which of the following is the underlying principle of the theory of organizational justice?

A)treating people fairly
B)giving people meaningful work
C)securing needed resources
D)giving people decision-making authority

Question 38

Which of the following reflects the degree to which people are given information about different reward procedures and are treated with dignity and respect?

A)decentralization
B)interactional justice
C)empowerment
D)distributive justice

Question 39

In the context of job satisfaction,which of the following best defines the term "employee engagement"?

A)It is an evaluation of a follower's immediate promotability.
B)It pertains to followers' attitudes about the organization and their work activities.
C)It is the notion of being at work while one's brain is not fully engaged.
D)It is a follower's capacity to advance one or more levels within the organization.

Question 40

In the context of job satisfaction,the notion of being at work while one's brain is not fully engaged is referred to as

A)on-boarding.
B)facet satisfaction.
C)presenteeism.
D)dysfunctional turnover.