Deck 5: Motivation in Action

Question 1

Profit sharing plans

A)focus on past financial results.
B)are company-established benefit plans in which employees acquires stock as part of their benefits.
C)give employees the right to buy stock in the company at a later date for a guaranteed price.
D)focus on future financial results.
E)give employees the right to buy stock in the company at a later date for the market price at that time.

Answer 1

A

Question 2

Pay for performance means employees must

A)share only in the rewards of a company.
B)share in the risks as well as the rewards of their employer's business.
C)share in the risks at the expense of the rewards of their employer's business.
D)share all aspects of a company's business.
E)share very little yet gain from any success the company might achieve.

Answer 2

B

Question 3

According to expectancy theory,for employees to be motivated

A)performance must be directly linked to rewards.
B)their compensation must be incremental.
C)they can expect to work less but still find financial benefits.
D)rewards are irrelevant and performance is the key driver for motivation.
E)performance must be indirectly linked to rewards.

Answer 3

A

Question 4

Paying a data entry clerk an hourly rate plus bonus per page is an example of a

A)variable-pay plan.
B)modified piece-rate plan.
C)teamwork incentive plan.
D)gainsharing plan.
E)piece-rate plan.

Question 5

Research on pay found organizations paying more attracted better-qualified,more motivated employees who stayed with the organization longer; these organizations have

A)higher employee morale.
B)higher customer satisfaction.
C)higher employee productivity.
D)higher employee productivity and higher customer satisfaction.
E)higher employee morale,higher employee productivity and higher customer satisfaction.

Question 6

One strength of a variable-pay program is that it

A)encourages individuals to work together effectively.
B)increases the skill levels of employees.
C)motivates task performance.
D)can reduce the number of employees needed.
E)can cause unhealthy competition among employees.

Question 7

Which of the following is an example of a piece-rate plan?

A)$20 for each hour of work
B)$2 for each unit produced
C)stock options at cheaper prices
D)straight commission plan
E)spot bonuses

Question 8

Profit-sharing plans share company profit based on

A)past financial results.
B)monthly expectations.
C)individual performance results.
D)future financial results.
E)projected financial results.

Question 9

Variable-pay or pay-for-performance programs operate reward programs at three levels

A)individual,group and organizational.
B)individual,departmental and organizational.
C)individual,departmental and community.
D)individual,group and community.
E)individual,group and managerial.

Question 10

Thinking of money as a motivator,expectancy theory mainly suggests that

A)money plays no part in motivating employee behaviour.
B)money is the only extrinsic motivator.
C)individuals need to value the reward,whether it is money or something else,or it won't be motivational.
D)individuals care little about the value of the reward but appreciate the gesture.
E)the mere suggestion of more money will motivate employees.

Question 11

Daichi Inc.is a Japanese software development firm known for its high-quality products.Recently,the company held its annual conference and awarded all those employees who were in the top five percent with substantial monetary rewards.Their performance was evaluated on the basis of target achievement,client feedback,and quality ratings.Employees whose performance had not changed drastically were given a minor raise and those who fared badly received no incentives.Many employees blamed the company for creating differences among employees because they felt that it would harm the company in the long run,but Daichi Inc.truly believes that to retain and motivate its best performers,a large incentive is a good step.Daichi Inc.is using a(n)________ here.

A)piece-rate plan
B)employee stock ownership plan
C)modular plan
D)merit-based plan
E)flexible benefits plan

Question 12

Pay secrecy

A)is illegal.
B)is required in all government agencies.
C)increases employee perception that pay is subjective.
D)is recommended for all organizations.
E)contributes to employee motivation.

Question 13

When using bonuses,managers should be mindful of

A)the amount,so that the bonus does not negatively affect the profits of the company.
B)not recognizing friends within the company.
C)the size of the bonus in relation to the event recognized.
D)potential unexpected behaviours arising when employees try to ensure they will receive bonuses.
E)very little,the bonus is just so effective.

Question 14

Studies have shown that the most powerful workplace motivator is

A)a company dinner.
B)promotion.
C)time in lieu.
D)money.
E)recognition.

Question 15

Money is probably the most emotionally meaningful object in contemporary life.Only

A)sex and ambition are its close competitors.
B)ego and ambition are its close competitors.
C)shelter and ambition are its close competitors.
D)food and sex are its close competitors.
E)food and shelter are its close competitors.

Question 16

A $5 employee bonus,awarded by employees to a colleague who has been helpful and supportive,would

A)motivate individual performance goals.
B)be too difficult to track.
C)cause colleagues to compete against one another.
D)motivate organizational citizenship behaviour.
E)be a form of variable pay.

Question 17

At Esco Retail,all employees are constantly driven to work hard.The company places maximum emphasis on stocking high quality goods and providing high quality service to retain the edge they have in the retail industry.To promote organizational commitment further,the company incentivizes employees by enabling them to purchase company shares at below-market prices as a part of their benefits.This mode of providing incentives represents the use of ________.

A)flexible benefits plans
B)merit-based plans
C)modular plans
D)employee stock ownership plans
E)core-plus plans

Question 18

What is an advantage of bonuses over merit-based pay plan?

A)Employees don't view bonuses as a part of their salary.
B)Bonuses improve flexibility of the workforce.
C)Bonuses are paid based on a formula.
D)Bonuses improve performance of the group as a whole.
E)Employees are rewarded for recent performance.

Question 19

Terry likes to see a direct connection between her performance and the compensation she receives each year.Terry prefers a

A)merit-based pay program.
B)seniority-based pay program.
C)inflation-based pay program.
D)variable pay program.
E)profit sharing pay program.

Question 20

Taylor Inc.has different benefits plans for employees who are single parents as compared to those for single employees with no dependents.Specifically,single parents get additional disability insurance as well as life insurance.This type of benefit plan is known as

A)core-plus.
B)modular.
C)flexible.
D)cafeteria.
E)secondary.

Question 21

The drive to ________ can be met by reward systems by "creating a culture that promotes teamwork,collaboration,openness,and friendship."

A)acquire
B)bond
C)defend
D)comprehend
E)understand

Question 22

Some studies suggest that money is a better motivator in the short-term,but in the long-term,

A)recognition in the workplace mattered more.
B)promotion in the workplace mattered more.
C)accomplishments in the workplace mattered more.
D)non-financial incentives in the workplace mattered more.
E)benefits in the workplace mattered more.

Question 23

Sending employees for training,sending employees personal thank-you notes or email and putting employees on prestigious committees are examples of:

A)organization-based incentives.
B)variable recognition programs.
C)flexible benefits.
D)employee recognition programs.
E)feedback.

Question 24

Which is TRUE of jobs high in job characteristics - variety,significance,autonomy and feedback?

A)Organizational goals and individual rewards are easily achieved when the model is used.
B)Only cultures high in uncertainty avoidance are most successful using this model.
C)All cultures value variety,significance,autonomy and feedback.
D)Not all individuals value variety,significance,autonomy and feedback on the job.
E)The model lonely applies to the modern workplace.

Question 25

Variable-pay programs are consistent with expectancy theory predictions; expectancy theory perceives a strong relationship between performance and

A)rewards.
B)productivity.
C)stock options.
D)salary.
E)seniority.

Question 26

The research on ESOPs indicates

A)CEOs with ESOP plans are more likely to lie to affect stock price.
B)ESOPs positively affect employee satisfaction but the effect on performance is unclear.
C)ESOPs positively affect profit growth for a company,including net profit.
D)ESOPs negatively affect employee satisfaction but positively effect performance.
E)ESOPs positively affect revenues per employee but have a negative affect on job satisfaction on employees.

Question 27

In a piece-rate pay plan,employees are paid

A)a piece of company profits equal to their production quota.
B)a piece of their salary and increases when specific targets are met or surpassed.
C)a fixed hourly rate and a bonus for achieving targets.
D)a fixed sum for each unit of production completed.
E)a fixed sum based on their performance appraisal.

Question 28

When skill variety,task identity and task significance are all present in a job they create

A)autonomy.
B)self-efficacy.
C)distributive justice.
D)continuance commitment.
E)meaningful work.

Question 29

Bonuses reward ________ behaviour,rather than historical performance and are ________ rewards rather than ongoing entitlements.

A)intrinsic,current
B)recent,one-time
C)extrinsic,one-time
D)innovative,current
E)innovative,intrinsic

Question 30

Zebra Signs Inc.has a program where employees can purchase company signs at a 30 percent discount of the market price of the company's shares.This is an example of an employee

A)bonus share plan.
B)stock ownership plan.
C)profit sharing plan.
D)employee recognition.
E)flexible benefit.

Question 31

November Systems manufactures customized cellular phones and pays its staff $1.50 for each phone completed.This is an example of

A)merit-based pay.
B)profit sharing.
C)piece-rate wages.
D)a bonus plan.
E)recognition program savings.

Question 32

A spontaneous and private "thank you," or a "bragging board," are examples of

A)employee recognition programs.
B)intrinsic employee reward systems.
C)union-sponsored recognition programs.
D)gainsharing and profit-sharing programs.
E)motivation theories.

Question 33

Globally,around 80 percent of companies offer some form of

A)variable pay plan.
B)flexible benefit plan.
C)telecommuting.
D)bonus share plan.
E)employee involvement program.

Question 34

The drive to ________ can be met by performance management by building trust with transparency in granting rewards,assignments,and other forms of recognition.

A)acquire
B)bond
C)defend
D)comprehend
E)understand

Question 35

Personally congratulating an employee in private for a good job is an example of:

A)managerial effectiveness.
B)Maslow's hierarchy theory.
C)employee recognition.
D)Herzberg's motivation-hygiene theory.
E)expectant behaviour.

Question 36

Two specific forms of individual-based pay-for-performance programs

A)stock options and profit sharing.
B)piece-rate wages and profit sharing.
C)profit-sharing and merit-based pay.
D)variable-pay programs and profit sharing.
E)piece-rate wages and bonuses.

Question 37

Zenith Inc.has established a employee program committee where a small group employees are encouraged to formally participate with management in decision making for establishing employee programs in the company.This committee is the company's involvement in:

A)joint decision making.
B)representative participation.
C)performance norms.
D)establishment of work councils.
E)autocratic decision making.

Question 38

Expectancy theory tells us that a key component of motivation is

A)the link between satisfaction and compensation.
B)the link between seniority and compensation.
C)the link between productivity and compensation.
D)the link between performance and reward.
E)the link between profit and compensation.

Question 39

The drive to ________ can be met by reward systems by "differentiating good performers from average and poor performers.

A)acquire
B)bond
C)defend
D)comprehend
E)understand

Question 40

Almost 50 percent of managers in Germany,the United Kingdom and the United States are permitted

A)variable pay plans.
B)telecommuting options.
C)bonus share plans.
D)employee stock option plans.
E)job enrichment.

Question 41

When Carol walked out of her annual performance review,she felt good.She felt that the meeting was fair and constructive,and that the manager who did the review was sincere.There is no financial component to Carol's performance review,it is just an open discussion.This form of review can be described as an activity of the job characteristics model referred to as

A)peer-based.
B)task identity.
C)autonomy.
D)feedback.
E)a waste of time.

Question 42

Kirsten was happy with recent changes to her job.She now has more freedom,independence,and responsibility,as she now is able to complete all seven steps of assembly by herself.She also inspects her product to ensure it is functioning.This is an example of

A)job rotation.
B)job enrichment.
C)job security.
D)job sharing.
E)job evaluation.

Question 43

The JCM is well researched and evidence supports that there is a multiple set of

A)task variety.
B)job characteristics.
C)task identity.
D)task significance.
E)skill variety.

Question 44

A designer who designs a belt,selects the leather,shaves and tools the leather and finishes it to perfection is an example of high

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

Question 45

Jobs that are high on motivating potential must be high on both

A)creativity and responsibility.
B)autonomy and feedback.
C)compensation and responsibility.
D)variety and potential.
E)idealism and responsibility.

Question 46

"We are most likely to become enthusiastic about what we are doing-and all else being equal,to do it well-when we are free to make decisions about the way we carry out a task." This speaks to which core job dimensions?

A)skill variety
B)encourage collaboration
C)enhance content
D)provide choice
E)autonomy

Question 47

Adam Seams is an assembly line employee with Swenson Custom Motors.Though Adam is popular among his supervisors and colleagues,Adam experiences low morale and lack of motivation.He feels frustrated that his job is restricted to fixing nuts and bolts on the car parts.He fears that he has no chances of advancing in his career as he cannot completely assemble a car.Which of the following is TRUE with regard to Adam?

A)Adam's job has high task complexity.
B)Adam's job has a high span of control.
C)Adam's job has low role definition.
D)Adam's job has low task identity.
E)Adam's job has high task significance

Question 48

Canterra Realty has recently introduced a pay plan that rewards employees for recent performance rather than historical performance and is referred to as a

A)bonus plan.
B)flexible benefit plan.
C)annual plan.
D)representative participation plan.
E)participative management plan.

Question 49

Sweeping hospital floors is an example of

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

Question 50

Pay,benefits,and intrinsic rewards must be carefully designed in order to enhance

A)employee stock options.
B)individual incentives.
C)employee pay for performance.
D)skill-based pay.
E)motivation.

Question 51

Job rotation is defined as

A)changing jobs every month so as to keep the newness level high.
B)changing jobs every week so as to keep the newness level high.
C)an opportunity for employees to change jobs when they feel the need.
D)the systematic removal of employees and their replacement by new,energetic employees.
E)the periodic shifting of an employee from one task to another.

Question 52

Samantha Baines is an emergency medical technician.Recently,during an emergency call,she was able to resuscitate a man who had a cardiac arrest.Subsequently,she spent some time calming the 12-year-old daughter of the patient and looked after her until the rest of the patient's family arrived at the hospital.Based on this description,it can be concluded that Samantha's job is high in ________.

A)task identity
B)feedback
C)extrinsic rewards
D)task significance
E)job rotation

Question 53

The JCM allows us to make this statement with relative confidence

A)People who work on jobs with high core job dimensions are generally more motivated,satisfied and productive than are those who do not.
B)People who work on jobs with low core job dimensions are generally more motivated,satisfied and productive than are those who do.
C)People who work on jobs with high core job dimensions are generally less motivated,satisfied and productive than are those who do not.
D)People who work on jobs with high core job dimensions cannot be motivated,satisfied and productive.
E)People who work on jobs with high core job dimensions are generally motivated through salary and recognition.

Question 54

As Gail has gained more experience as a customer service representative in a bank,she has been given more freedom to complete transactions for clients by herself and she has been given more responsibilities for planning her training courses and skill development.Gail is experiencing

A)job design.
B)job enrichment.
C)job rotation.
D)job satisfaction.
E)job enlargement.

Question 55

Samuel periodically shifts his employees from one task to another in order to give them a change of routine and the opportunity to learn new skills.This practice is known as

A)job design.
B)job enrichment.
C)job rotation.
D)job satisfaction.
E)job enlargement.

Question 56

Performs repetitive line assembly operations to mass-produce eyewear products Jackson works in the repetitive line assembly operations of Eyeman eyewear products.His friend Jake oversees the quality control inspections for everything produced in the assembly line operations.Jackson has a job with

A)low skill variety.
B)high task identity.
C)high task significance.
D)high feedback.
E)high autonomy.

Question 57

A home inspector who schedules work for the day,makes visits without supervision,and decides the most effective system and techniques for each home inspection has a job that has

A)high autonomy.
B)high significance.
C)high identity.
D)high variety.
E)high feedback.

Question 58

John Duncan is one of the best firefighters in his squad,and he recently received an award for his outstanding performance.From this information,it may be concluded that John's job has

A)low task significance.
B)high task significance
C)low autonomy.
D)high autonomy.
E)high skill variety.

Question 59

A call center operator who must answer calls as they come according to routine,highly scripted procedures is an example of low

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

Question 60

A physician working in the hospital's emergency department is an example of

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

Question 61

When an organization has employees who sit on the company's board of directors,the company is increasing employee involvement through

A)participative management.
B)collaborative labour relations.
C)representative participation.
D)hierarchical participation.
E)high power distance.

Question 62

Jessica works from her home via her computer,which is linked to her office network.This is an example of

A)telecommuting.
B)job sharing.
C)job enlargement.
D)flextime.
E)job rotation.

Question 63

Managers at Flames,a restaurant chain,train their employees such that in the absence of employees,someone trained in the same skills can step in and do the job equally well.Thus,many modules in training are extensive as they provide employees with details of the skill sets required for different jobs.In practice,this lengthy training program does help the company as a well-trained and flexible workforce is at their disposal at all times.The managers at Flames use ________.

A)job rotation
B)vertical enhancement
C)telecommuting
D)job sharing
E)flextime

Question 64

Participative management includes

A)workers setting targets with co-workers.
B)subordinates reporting to supervisors.
C)workers participating as team leaders.
D)subordinates sharing decision-making with immediate superiors.
E)workers sitting on the board of directors.

Question 65

The JCM describes jobs in terms of five core dimensions

A)motivational factors,performance outcomes,satisfaction,activities,and growth.
B)skill variety,task identity,task significance,autonomy and feedback.
C)meaningfulness,experience,outcomes,tasks,skill acquisition.
D)collaboration,choice,evaluation,motivation and opportunity.
E)skill variety,collaboration,outcomes,satisfaction and feedback.

Question 66

The major difficulty of job sharing is

A)finding a compatible pair of employees who can successfully coordinate the demands of the job.
B)finding a clear and concise job description to share.
C)finding enough employees to fill the position.
D)finding a job where the manager can deal with this recent phenomenon.
E)finding a job with a clear division of labour.

Question 67

When two or more people split a 40 hour a week job it is called

A)job compression.
B)job sharing.
C)job rotation.
D)telework.
E)job expansion.

Question 68

If jobs score high on motivating potential,the MPS model predicts improved

A)teamwork,collaboration and achievement.
B)responsibility,growth and commitment.
C)empowerment,involvement and development.
D)teamwork,performance and satisfaction.
E)motivation,performance and satisfaction.

Question 69

Employee involvement and participation (EIP)is

A)a system in which employees participate in organizational decision making.
B)a process in which subordinates share a significant degree of decision making power with their immediate superiors.
C)the process that uses the input to increase employee commitment to organizational success.
D)the periodic shifting of an employee from one task to another.
E)the practice of organizational effectiveness.

Question 70

Flextime is short for

A)flexible time off.
B)flexible employee schedules.
C)flexible work hours.
D)flexible variations at work.
E)flexible break times.

Question 71

Jason was a unique employee.He has a wide range of appropriate skills and gets frustrated when he doesn't get a chance to utilize them on the job.To motivate Jason,it is important that his job reflect

A)autonomy.
B)skill variety.
C)security.
D)teamwork.
E)gainsharing.

Question 72

Within the JCM,core job dimensions can be combined into a single predictive index called the

A)motivating polarized score.
B)motivating positive self-esteem.
C)motivating positive score.
D)motivating potential score.
E)motivating predictive score.

Question 73

Job sharing is defined as the practice of

A)having an employee share his or her experience with other employees.
B)having two or more people split a 40-hour-a-week job.
C)having an employee work at home for a portion of the week.
D)having an employee report on the effectiveness of his or her performance.
E)having two or more people working at the same time.

Question 74

Telecommuting is defined as

A)conducting business via technology.
B)conducting job through smartphone outreach in your community.
C)an arrangement where employees are encouraged to meet with clients via technology,rather than make face-to-face visits.
D)an arrangement where employees work away from an office,connecting to work and office via technology.
E)an arrangement where employees fax documents from home to office.

Question 75

Participative management is

A)giving an employee more tasks while paying at the same level.
B)expanding a job horizontally.
C)a process in which subordinates share a significant degree of decision-making power with their immediate superiors.
D)giving an employee a title which suggest he or she has more responsibility,but in fact does not.
E)expanding a job vertically.

Question 76

Which of the following statements is TRUE regarding the job characteristics model?

A)The operation of the model is universal and unaffected by cultural factors.
B)The operation of the model is relatively individualistic in nature.
C)The operation of the model requires employees to have similar skill sets.
D)The operation of the model cannot be quantitatively measured.
E)The operation of the model fulfills only extrinsic motivational needs.

Question 77

Meredith Corporation is operating amidst severe space constraints,and the infrastructural conditions in the city are bad,causing a lot of lost man-hours.Anticipating rapid growth in the months to come,the company has created a recruitment plan based on its revenue expectations.However,it wants to manage this expansion without undertaking an expensive physical expansion.Which of the following could be a solution for the company?

A)profit sharing
B)job sharing
C)telecommuting
D)employee involvement
E)participative management

Question 78

Participative management is linked to

A)Herzberg's hygiene.
B)Herzberg's dissatisfaction scale.
C)Theory X.
D)Theory Y.
E)McClelland's need for power.

Question 79

When a manager located in Vancouver reports to an executive in Toronto regarding work being done in Calgary,this is an example of

A)job sharing.
B)telecommuting.
C)job enriching.
D)job friendly.
E)satellite communication.

Question 80

Nunavut has had great difficulty finding doctors willing to commit to serving the territory for more than short periods of time.This problem could be solved by

A)job enrichment.
B)job redesign.
C)job enlargement.
D)job sharing.
E)gainsharing.