Question 1

One of the challenges to the basic premises of Mayo and his colleagues was that they confused means and ends in assuming that the goal of contentment and happiness would lead to harmonious equilibrium and organizational success.

True

Accepted Answer

Mayo and his colleagues were criticized for assuming that employee contentment and happiness would automatically result in organizational success, without considering other factors that contribute to such outcomes.

Question 2

The Hawthorne researchers been criticized for using too much statistical data in their findings and thereby ignoring the human factors that made up the work groups they studied.

Accepted Answer

The Hawthorne researchers were criticized for focusing too much on human factors and not enough on statistical data, as their studies emphasized the social and psychological aspects of work groups.

Question 3

The &#34;Hawthorne effect&#34; has been demonstrated in numerous studies to explain why workers in the relay-assembly test room increased their output.

Accepted Answer

False&#10;

Question 4

One of the criticisms of Mayo and his colleagues was that they assumed that contented workers would produce more work.

Accepted Answer

Mayo and his colleagues, known for the Hawthorne Studies, were criticized for assuming that increased worker satisfaction would directly lead to increased productivity, which oversimplified the complex relationship between worker satisfaction and output.

Question 5

After further research, we can conclude that Mayo was correct by not including economic motives in his analysis.

Accepted Answer

Mayo's research, particularly the Hawthorne Studies, has been criticized for not adequately considering economic motives, which are significant factors in workplace behavior and productivity.

Question 6

After the passage of the National Labor Relations (Wagner) Act in 1935:&#10;A) the number of strikes about wages and hours more than doubled&#10;B) the number of strikes about forming labor unions more than doubled&#10;C) union management cooperation began&#10;D) the Supreme Court upheld company unions&#10;E) human relations practices made unions less important

Accepted Answer

The answer of After the passage of the National Labor...

Question 7

Hawthorne researchers were labeled as_______, by their critics.&#10;A) heroes&#10;B) cow sociologists&#10;C) turncoats&#10;D) none of the above

Accepted Answer

Critics of the Hawthorne researchers referred to them as "cow sociologists" due to their perceived focus on trivial or irrelevant aspects of worker behavior.

Question 8

Criticized the Hawthorne researchers for their rejection of economic incentives:&#10;A) William F. Whyte&#10;B) Luther Gulick&#10;C) A.J.M. Sykes&#10;D) David McClelland&#10;E) James Lincoln

Accepted Answer

A.J.M. Sykes criticized the Hawthorne researchers for their rejection of economic incentives.

Question 9

Assume this situation: You are a first line supervisor responsible for ten employees and wish to be seen as a &#34;human relations oriented&#34; manager by your employees. Your supervisor, however, has stated the most important task is to get the work done promptly and correctly. Are these expectations reconcilable? Why or why not?

Accepted Answer

The answer of Assume this situation: You are a first...

Question 10

Are human relations practices incompatible with the goals of unionized employees? Would it make any difference if the employees belonged to a union or not?

Accepted Answer

The answer of Are human relations practices incompatible with the...

Deck 17: Human Relations in Theory and Practice