Deck 10: Motivating and Satisfying Employees

Question 1

In Herzberg's theory,if satisfiers are missing,the employees will be dissatisfied.

Answer 1

False

Question 2

The personal force causing someone to behave in a particular way is called morale.

Answer 2

False

Question 3

Maslow believed each level of need must be completely satisfied before an individual can advance to the next level.

Answer 3

False

Question 4

Physiological needs are satisfied by job security,health insurance,pension plans,and good working conditions.

Question 5

Scientific management is the application of scientific principles to the management of work and workers.

Question 6

The piece-rate system is based on the assumption that simply paying an employee more money will increase that person's motivation.

Question 7

Herzberg thought a state of complete satisfaction was common among employees.

Question 8

According to the hierarchy of needs concept,people satisfy their needs in order of importance.

Question 9

According to Maslow's theory,safety is the most basic and the most important need.

Question 10

Herzberg recognized only two dimensions: motivation and hygiene.

Question 11

The high level of morale at Southwest Airlines does not have a significant impact on productivity,absenteeism,and employee turnover.

Question 12

Frederick W.Taylor made his most significant contribution to management practice by his involvement with the Hawthorne studies.

Question 13

The need for esteem may be satisfied through personal accomplishments,promotion to more responsible positions,and honors and awards.

Question 14

Maslow's hierarchy of needs includes psychological needs,safety needs,social needs,security needs,and self-importance needs.

Question 15

According to Maslow's hierarchy of needs,the most basic needs are physiological needs.

Question 16

The human relations movement in management was born out of experiences cited in the Hawthorne studies.

Question 17

Motivation,morale,and satisfaction of employees' needs are interrelated.

Question 18

Frederick W.Taylor originated the theory of satisfaction and dissatisfaction.

Question 19

Food,shelter,and clothing will probably satisfy a person's physiological needs.

Question 20

Maslow's theory explains how to motivate people with money.

Question 21

The equity theory of motivation is based on the premise that people are motivated first by rewards and then by achievement.

Question 22

The logical outcome of the assumptions underlying Theory X is a highly controlled work situation in which managers make all decisions and workers carry them out.

Question 23

Reinforcement theory is based on the premise that behavior that is rewarded is likely to be repeated.

Question 24

According to the expectancy theory,rewarded behavior is likely to be repeated,whereas punished behavior is less likely to be repeated.

Question 25

Employee participation in decision making is frequently cited as a motivation-boosting technique.

Question 26

The Human Side of Enterprise was a management book written by Frederick W.Taylor.

Question 27

The weakness in Maslow's hierarchy of needs and Herzberg's theory is that,although each one explains how motivation is caused and sustained,neither specifies what motivates individuals.

Question 28

When a manager has a choice,positive reinforcement should be used before negative reinforcement.

Question 29

A work schedule that allows employees to work ten hours a day for four days instead of eight hours a day for five days is an example of a flextime system.

Question 30

Goal-setting theory suggests that employees are more likely to experience a high degree of motivation when management assigns a series of specific goals for the employee to achieve.

Question 31

The equity theory of motivation contends that people are motivated first to achieve and then by the desire to be rewarded in direct proportion to their contributions.

Question 32

Theory Y is a set of assumptions that is consistent with scientific management.

Question 33

The assumptions underlying Theory X generally agree with Frederick W.Taylor's concepts of scientific management.

Question 34

A growing number of companies are organizing their workforces into teams.

Question 35

The basic premise of reinforcement is that behavior that is rewarded is likely to be repeated and behavior that is punished is less likely to recur.

Question 36

Employee empowerment replaces top-down management control,giving employees a voice in what they do and how and when they do it.

Question 37

Part-time work and job sharing provide flexibility but at the expense of reduced benefits compared to full-time employment.

Question 38

The concepts underlying Theory Z were first presented in the 1960 book,The Human Side of Enterprise.

Question 39

One advantage of part-time work is that it usually provides the same benefits that full-time employees receive.

Question 40

Employee stock ownership plans (ESOPs)provide considerable employee incentive and increase employee involvement.

Question 41

Tina Robinson,Inc.(TRI) TRI management has decided to reinvent the culture of the organization.Previously,the company tried to make jobs more appealing by adding more responsibilities to each job description.However,this did not work.Next,the company decided to add flextime.It believed that this would make employees more dedicated. ​TRI then introduced even more work options for employees.For example,management decided to group all full-time employees into teams to allow employees with different backgrounds to learn from each other.Many different kinds of teams were allowed,as long as the group members did not interact via the Internet or any other electronic means.The managers reasoned that team members must work face to face to learn from and truly engage with each other. ​Once these teams were formed,TRI management noticed that the quality of employees' work was much improved.The managers also observed that people felt much more comfortable with and tolerant of each other.
Refer to Tina Robinson,Inc.Flextime is

A) a system in which management sets the work hours for employees.
B) a system in which employees set their own work hours with no limits.
C) a system in which employees set their own work hours within employer-determined limits.
D) working fewer hours than a standard work week.
E) working more hours than a standard work week.

Question 42

Virtual teams are unassigned teams of friends within an organization.

Question 43

Garrett Enterprise is a well-known company that has been around for many years.However,Mr.Robinson,its CEO,has noticed recently that the company is not performing up to par.He has been watching the employees closely.Mr.Robinson saw that his workers do only what is required and that no one seems to go above and beyond what is necessary.
​He thinks this is odd because Garrett Enterprise used to have dedicated employees who felt a real sense of ownership toward the company.Now it seems that the employees need to be watched all the time just to make sure they are doing the minimum required.The company has always tried to help its employees through various measures,but recently these measures have been unsuccessful.
Mr.Robinson also observed that the employees were not engaging with each other.They all seemed to be at ease with each other,but there was very little interaction.When Mr.Robinson asked his top managers to study the situation more closely,they reported that the employees were neither dissatisfied nor motivated.
Mr.Robinson decided that things needed to change.He decided that the managers would reward only very good behaviors and punish anything that was considered bad behavior.While this may not be the best option,Mr.Robinson believes that it may work for the near future.
Refer to Garrett Enterprise.When employees interact with each other,what needs are they meeting?

A) Physiological
B) Safety
C) Social
D) Esteem
E) Self-actualization

Question 44

Tina Robinson,Inc.(TRI) TRI management has decided to reinvent the culture of the organization.Previously,the company tried to make jobs more appealing by adding more responsibilities to each job description.However,this did not work.Next,the company decided to add flextime.It believed that this would make employees more dedicated. ​TRI then introduced even more work options for employees.For example,management decided to group all full-time employees into teams to allow employees with different backgrounds to learn from each other.Many different kinds of teams were allowed,as long as the group members did not interact via the Internet or any other electronic means.The managers reasoned that team members must work face to face to learn from and truly engage with each other. ​Once these teams were formed,TRI management noticed that the quality of employees' work was much improved.The managers also observed that people felt much more comfortable with and tolerant of each other.
Refer to Tina Robinson,Inc.Previously,what technique did TRI management try in order to make jobs more appealing?

A) Job application
B) Job rotation
C) Job sharing
D) Job enlargement
E) Job enrichment

Question 45

Michael discovers that his mortgage company's employees are working very slowly because they are afraid that,if they finish the loans they are currently processing,they will run out of work and lose their jobs.Michael's employees are

A) displaying laziness.
B) soldiering.
C) suffering from low morale.
D) inexperienced.
E) unqualified for their jobs.

Question 46

Garrett Enterprise is a well-known company that has been around for many years.However,Mr.Robinson,its CEO,has noticed recently that the company is not performing up to par.He has been watching the employees closely.Mr.Robinson saw that his workers do only what is required and that no one seems to go above and beyond what is necessary.
​He thinks this is odd because Garrett Enterprise used to have dedicated employees who felt a real sense of ownership toward the company.Now it seems that the employees need to be watched all the time just to make sure they are doing the minimum required.The company has always tried to help its employees through various measures,but recently these measures have been unsuccessful.
Mr.Robinson also observed that the employees were not engaging with each other.They all seemed to be at ease with each other,but there was very little interaction.When Mr.Robinson asked his top managers to study the situation more closely,they reported that the employees were neither dissatisfied nor motivated.
Mr.Robinson decided that things needed to change.He decided that the managers would reward only very good behaviors and punish anything that was considered bad behavior.While this may not be the best option,Mr.Robinson believes that it may work for the near future.
Refer to Garrett Enterprise.Based on Herzberg's theory,which of these factors was applied to employees?

A) Hygiene
B) Enthusiasm
C) Reinforcement
D) Motivation
E) Inspiration

Question 47

Self-managed teams take over most management functions.

Question 48

Garrett Enterprise is a well-known company that has been around for many years.However,Mr.Robinson,its CEO,has noticed recently that the company is not performing up to par.He has been watching the employees closely.Mr.Robinson saw that his workers do only what is required and that no one seems to go above and beyond what is necessary.
​He thinks this is odd because Garrett Enterprise used to have dedicated employees who felt a real sense of ownership toward the company.Now it seems that the employees need to be watched all the time just to make sure they are doing the minimum required.The company has always tried to help its employees through various measures,but recently these measures have been unsuccessful.
Mr.Robinson also observed that the employees were not engaging with each other.They all seemed to be at ease with each other,but there was very little interaction.When Mr.Robinson asked his top managers to study the situation more closely,they reported that the employees were neither dissatisfied nor motivated.
Mr.Robinson decided that things needed to change.He decided that the managers would reward only very good behaviors and punish anything that was considered bad behavior.While this may not be the best option,Mr.Robinson believes that it may work for the near future.
Refer to Garrett Enterprise.When Mr.Robinson talks about implementing a system of rewarding only the best behavior and punishing bad behavior,which of these theories is he utilizing?

A) Maslow's need theory
B) Equity theory
C) Goal-setting theory
D) Reinforcement theory
E) Theory X

Question 49

During the storming phase of team development,the team has just been created.

Question 50

Tina Robinson,Inc.(TRI) TRI management has decided to reinvent the culture of the organization.Previously,the company tried to make jobs more appealing by adding more responsibilities to each job description.However,this did not work.Next,the company decided to add flextime.It believed that this would make employees more dedicated. ​TRI then introduced even more work options for employees.For example,management decided to group all full-time employees into teams to allow employees with different backgrounds to learn from each other.Many different kinds of teams were allowed,as long as the group members did not interact via the Internet or any other electronic means.The managers reasoned that team members must work face to face to learn from and truly engage with each other. ​Once these teams were formed,TRI management noticed that the quality of employees' work was much improved.The managers also observed that people felt much more comfortable with and tolerant of each other.
Refer to Tina Robinson,Inc.What type of team did TRI management specifically restrict?

A) Virtuoso team
B) Problem-solving team
C) Virtual team
D) Cross-functional team
E) Self-managed team

Question 51

Carlhas the chance to get promoted into a higher paid management position if he continues to exceed his goals in his current position.Thus,he has high ____.He loves the company and is excited about the new position opportunity.Thus,he also has high ____.

A) recognition;motivation
B) motivation;job security
C) morale;motivation
D) morale;optimism
E) motivation;morale

Question 52

Performing is the stage where the team begins to focus strongly on the assigned tasks.

Question 53

An employee's attitude toward his or her job,supervisors,and the firm itself is termed

A) behavior.
B) motivation.
C) morale.
D) judgment.
E) mindset.

Question 54

Garrett Enterprise is a well-known company that has been around for many years.However,Mr.Robinson,its CEO,has noticed recently that the company is not performing up to par.He has been watching the employees closely.Mr.Robinson saw that his workers do only what is required and that no one seems to go above and beyond what is necessary.
​He thinks this is odd because Garrett Enterprise used to have dedicated employees who felt a real sense of ownership toward the company.Now it seems that the employees need to be watched all the time just to make sure they are doing the minimum required.The company has always tried to help its employees through various measures,but recently these measures have been unsuccessful.
Mr.Robinson also observed that the employees were not engaging with each other.They all seemed to be at ease with each other,but there was very little interaction.When Mr.Robinson asked his top managers to study the situation more closely,they reported that the employees were neither dissatisfied nor motivated.
Mr.Robinson decided that things needed to change.He decided that the managers would reward only very good behaviors and punish anything that was considered bad behavior.While this may not be the best option,Mr.Robinson believes that it may work for the near future.
Refer to Garrett Enterprise.What type of employees does Garrett Enterprise currently have?

A) Theory Z
B) Theory V
C) Theory Y
D) Theory X
E) Theory W

Question 55

Garrett Enterprise is a well-known company that has been around for many years.However,Mr.Robinson,its CEO,has noticed recently that the company is not performing up to par.He has been watching the employees closely.Mr.Robinson saw that his workers do only what is required and that no one seems to go above and beyond what is necessary.
​He thinks this is odd because Garrett Enterprise used to have dedicated employees who felt a real sense of ownership toward the company.Now it seems that the employees need to be watched all the time just to make sure they are doing the minimum required.The company has always tried to help its employees through various measures,but recently these measures have been unsuccessful.
Mr.Robinson also observed that the employees were not engaging with each other.They all seemed to be at ease with each other,but there was very little interaction.When Mr.Robinson asked his top managers to study the situation more closely,they reported that the employees were neither dissatisfied nor motivated.
Mr.Robinson decided that things needed to change.He decided that the managers would reward only very good behaviors and punish anything that was considered bad behavior.While this may not be the best option,Mr.Robinson believes that it may work for the near future.
Refer to Garrett Enterprise.When the employees felt a sense of ownership,they must have been feeling more

A) opposition.
B) motivation.
C) discouragement.
D) caution.
E) deterrence.

Question 56

Tina Robinson,Inc.(TRI) TRI management has decided to reinvent the culture of the organization.Previously,the company tried to make jobs more appealing by adding more responsibilities to each job description.However,this did not work.Next,the company decided to add flextime.It believed that this would make employees more dedicated. ​TRI then introduced even more work options for employees.For example,management decided to group all full-time employees into teams to allow employees with different backgrounds to learn from each other.Many different kinds of teams were allowed,as long as the group members did not interact via the Internet or any other electronic means.The managers reasoned that team members must work face to face to learn from and truly engage with each other. ​Once these teams were formed,TRI management noticed that the quality of employees' work was much improved.The managers also observed that people felt much more comfortable with and tolerant of each other.
Refer to Tina Robinson,Inc.As the employees form teams at TRI,they should know that each person's role within the group starts to become apparent during the ____ stage of team development.

A) norming
B) adjourning
C) performing
D) storming
E) forming

Question 57

Frederick W.Taylor's research led to the emergence of scientific management,which is defined as

A) eliminating waste and inefficiency at work.
B) the application of scientific principles to the management of work and workers.
C) researching optimal tools for motivating employees.
D) using the workplace to conduct scientific research on human behavior.
E) the study of management using a scientific approach.

Question 58

Problem-solving teams are created to work together permanently.

Question 59

If Berkeley Shirtmakers ties compensation directly to output by paying an employee a certain amount for each unit of output produced,it is using

A) the soldiering system.
B) an illegal system.
C) the Mayo system.
D) a piece-rate system.
E) a system that reduces the pay of most manufacturing employees.

Question 60

Tina Robinson,Inc.(TRI) TRI management has decided to reinvent the culture of the organization.Previously,the company tried to make jobs more appealing by adding more responsibilities to each job description.However,this did not work.Next,the company decided to add flextime.It believed that this would make employees more dedicated. ​TRI then introduced even more work options for employees.For example,management decided to group all full-time employees into teams to allow employees with different backgrounds to learn from each other.Many different kinds of teams were allowed,as long as the group members did not interact via the Internet or any other electronic means.The managers reasoned that team members must work face to face to learn from and truly engage with each other. ​Once these teams were formed,TRI management noticed that the quality of employees' work was much improved.The managers also observed that people felt much more comfortable with and tolerant of each other.
Refer to Tina Robinson,Inc.If TRI management were to allow employees to work at home for a portion of the work week,which of these practices would they be introducing?

A) Travel compensation
B) Telecommuting
C) Job sharing
D) Part-time
E) Flextime

Question 61

A sense of belonging is a characteristic of which need level?

A) Social
B) Esteem
C) Self-actualization
D) Safety
E) Physiological

Question 62

A strong sense of accomplishment probably satisfies which level of need?

A) Physiological
B) Self-actualization
C) Social
D) Safety
E) Esteem

Question 63

Which of the following is not a physiological need?

A) Sleep
B) Shelter
C) Food and water
D) Safe working conditions
E) Clothing

Question 64

The U.S.Army's motto to "be all that you can be" relates most closely to the ____ level of needs.

A) self-actualization
B) esteem
C) physiological
D) social
E) safety

Question 65

Job security,health insurance,and safe working conditions are all characteristics of which needs level?

A) Self-actualization
B) Esteem
C) Safety
D) Physiological
E) Social

Question 66

The need for esteem concerns an employee's desire for

A) safety.
B) survival.
C) a sense of belonging.
D) self-worth.
E) self-direction.

Question 67

In the second set of Hawthorne experiments dealing with the piece-rate system,the main conclusion was that

A) the pressure of social acceptance affects production.
B) a sense of involvement affects production.
C) variations in lighting affect production.
D) the piece-rate method affects production.
E) only the amount of pay affects production.

Question 68

When Hilary accepted a position with Xerox Corporation in San Francisco,she knew little about what to expect.However,all her fears soon dissolved.One week before she began,she received a thorough orientation to the company,was introduced to her co-workers,was invited to lunch daily,and was encouraged to join a company-sponsored employees' club.Xerox seems to be satisfying Hilary's ____ needs.

A) esteem
B) self-actualization
C) physiological
D) social
E) safety

Question 69

The Hawthorne studies revealed that employees who are happy and satisfied with their work will perform better.Out of this study and others like it,the ____ movement was born.

A) human relations
B) piece-rate
C) social acceptance
D) worker loyalty
E) group dynamics

Question 70

Determining how the work environment affects productivity was the original objective of

A) Taylor's scientific management.
B) the Hawthorne studies.
C) McGregor's Theory X and Theory Y.
D) Herzberg's theory.
E) Maslow's hierarchy of needs.

Question 71

Sleep relates most directly to which level of need?

A) Esteem
B) Self-actualization
C) Physiological
D) Social
E) Safety

Question 72

In providing health insurance for its employees,IBM is probably satisfying which level of need?

A) Physiological
B) Esteem
C) Self-realization
D) Safety
E) Social

Question 73

The end result of the Hawthorne studies was an unexpected one,which found that

A) employees work faster if there is better lighting.
B) employees work faster if they are given a standard goal of output to meet.
C) employees work faster in a group atmosphere rather than individually.
D) employees' motivation to work is influenced by human factors.
E) employees work more slowly if they feel they are being watched.

Question 74

In the first set of Hawthorne experiments dealing with lighting,the main conclusion was that

A) the pressure of social acceptance affects production.
B) a sense of involvement affects production.
C) variations in lighting affect production.
D) the piece-rate method affects production.
E) only the amount of pay affects production.

Question 75

When Tiffany was recognized by the store manager at a store meeting for exceeding all of her past year's objectives and when the announcement of her promotion to assistant store manager was made,which need of hers was filled?

A) Safety
B) Physiological
C) Social
D) Esteem
E) Self-actualization

Question 76

Things were terrific at Y Bank on Pintail Street until an unfortunate incident occurred.Before the incident,the bank had installed hidden cameras,a fancy alarm system,and bars on entrance and exit doors.Nevertheless,the bank was burglarized last week.Although no employees were hurt,one of the bank's most loyal and respected tellers said,"For the first time in five years,I feel a bit uneasy,fearful on the job." The bank may find that for this employee and others,the ____ need must now be met.

A) esteem
B) self-actualization
C) physiological
D) social
E) safety

Question 77

The hierarchy of human needs was developed by

A) Maslow.
B) Taylor.
C) McGregor.
D) Treybig.
E) Herzberg.

Question 78

Kaila owns a jewelry shop that sells handmade jewelry.Her employees are paid a certain amount for each bracelet and necklace they produce,regardless of the amount of time it takes.This is a

A) wage system.
B) salary system.
C) quota compensation.
D) piece-rate system.
E) commission plan.

Question 79

Which of the following is not a level in Maslow's hierarchy of needs?

A) Self-actualization
B) Safety
C) Psychological
D) Social
E) Esteem

Question 80

The Hawthorne studies showed that ____ are equal to salary motivation.

A) work surroundings
B) increases in money
C) human factors
D) working tools
E) the ways salaries are earned