Deck 12: Motivating Job Performance

Question 1

Web-hosting and IT company Rackspace uses strengths assessments during the recruiting process to be sure they are assigning people to the right job for them in the company.

Answer 1

True

Question 2

Job performance is the product of a combination of an individual's ability and motivation.

Answer 2

True

Question 3

Frederick Herzberg believed that money is a weak motivational tool.

Answer 3

True

Question 4

One could say that motivation theories are generalizations about the "why" and "how" of purposeful behavior.

Question 5

A self-actualizing manager recognizes and shares negative information and feelings.

Question 6

Self-actualization needs rank at the top of Abram Maslow's needs hierarchy.

Question 7

From bottom to top, Abram Maslow's needs hierarchy includes physiological, safety, love, esteem, and self-actualization needs.

Question 8

According to Victor Vroom's expectancy theory of employee motivation, perceived probability of success plays a central role.

Question 9

According to Frederick Herzberg it takes meaningful, challenging, and interesting work to really motivate employees.

Question 10

Salary and supervision are dissatisfiers, according to Frederick Herzberg's theory of motivation.

Question 11

Love needs are at the bottom level of Abram Maslow's needs hierarchy.

Question 12

Employee motivation and pay satisfaction are major components in Frederick Herzberg's two-factor theory.

Question 13

Frederick Herzberg's and Abram Maslow's theories have been criticized for making unsubstantiated generalizations about what motivates people.

Question 14

It is very uncommon to find a completely self-actualized individual in any organization today.

Question 15

Psychologist Abram Maslow based his hierarchy of needs theory on clinical research conducted over several years studying college students.

Question 16

According to Abram Maslow, if physiological, safety, and love needs go unattended, esteem needs cannot emerge.

Question 17

The definition of motivation assumes that people do not willingly pursue organizational objectives.

Question 18

The two factors of motivation in Frederick Herzberg's two-factor theory are personal and group rewards.

Question 19

Status and security are identified as dissatisfiers in Frederick Herzberg's two-factor theory of motivation.

Question 20

Satisfiers involve job content in Frederick Herzberg's two-factor theory.

Question 21

Rewards are not a factor in the expectancy model of motivation.

Question 22

Implementing a job rotation program will prevent stagnation and enhance safety.

Question 23

According to on-the-job and laboratory research, recruits who are given a realistic job preview have a much higher rate of turnover and lower level of job satisfaction.

Question 24

Marriott hotels goal of 15-minutes or less for delivery of breakfast room service orders fostered employee driven ideas and strategies to achieve their goal..

Question 25

Timely, relevant and specific feedback can strengthen a goal-setting program.

Question 26

In the expectancy model of motivation, how one perceives the direct relationship between effort and satisfaction largely determines one's motivation.

Question 27

In a realistic job preview, negative factors should never be mentioned.

Question 28

According to research, those who had realistic job previews tended to have lower initial expectations, higher performance once on the job, and a lower turnover rate.

Question 29

Managers can discover an individual's perceived performance-reward probabilities through careful listening.

Question 30

Participative goals are less effective than goals defined by managers.

Question 31

The basic expectancy model suggests that motivational strength increases if the potential reward is perceived by the employee to be personally meaningful.

Question 32

According to expectancy theory, managers have no influence over employee expectations or motivation.

Question 33

Three proven alternatives for fitting people to jobs include realistic job previews, job rotation, and limited exposure.

Question 34

Managers frequently use the terms goal and objective interchangeably.

Question 35

According to the expectancy theory of motivation, a person's expectations become fixed after childhood.

Question 36

Job design is a key determinant of both individual motivation and organizational success.

Question 37

Goals tend to be more effective if they are easy and they are stated in general terms.

Question 38

According to goal-setting theory, employee participation in goal setting gives employees a sense of ownership.

Question 39

A major cause of job dissatisfaction, low motivation, and turnover is unrealized expectations.

Question 40

Giving employees more responsibility and decision-making authority involves job rotation.

Question 41

The concept of team-based incentive pay has been slow to take hold in the U.S. because it goes against the grain of an individualistic culture.

Question 42

Employees receive free meals and treats in cafeteria compensation plans.

Question 43

According to research, job performance cannot be improved with contingent time off.

Question 44

Perceived inequity can be experienced by employees who are either underpaid or overpaid.

Question 45

The main disadvantage with a cafeteria compensation plan is that it can be costly to administer.

Question 46

Compensation plans in the U.S. have become standardized and inflexible.

Question 47

Contingent time off involves letting employees go home when they can telecommute.

Question 48

According to a Gallup poll: even if they won a $10 million lottery jackpot, 55 percent of working Americans would continue to work supporting the theory that money is not always the best motivator.

Question 49

An example of an intrinsic reward is a personal sense of accomplishment.

Question 50

An example of incentive compensation is an annual salary.

Question 51

Unlike job enrichment, which merely combines equally simple tasks, job enlargement builds more complexity and depth into jobs.

Question 52

Job satisfaction cannot be improved through the use of rewards.

Question 53

Job enrichment is redesigning a job to increase its motivating potential.

Question 54

Job enrichment programs tend to work well with all employees.

Question 55

Examples of extrinsic rewards include a raise, praise, and employee of the month award from your boss.

Question 56

Task significance is the degree to which the job has a substantial impact on the lives of other people.

Question 57

Job enlargement and job enrichment both involve combining simple tasks to increase employee motivation.

Question 58

"Feeling that the work is meaningful" is a critical psychological state in the job enrichment model.

Question 59

Job enlargement has been criticized by organized labor as a devious ploy for getting more work for the same amount of money.

Question 60

Intrinsic rewards are rewards received within the organization, such as a cash bonus.

Question 61

In a flextime program, employees choose when they will arrive and depart within specified limits.

Question 62

Zappos.com is so committed to employee retention and engagement that they conduct a monthly survey to assess employees' engagement level through behaviorally specific questions.

Question 63

Employees can be required by their employer to exhaust their sick leave and vacation allotments before taking FMLA leave.

Question 64

The final step of the S.T.E.P. approach to open-book management involves paying employees a fair share of profits through bonuses, incentives, and stock ownership.

Question 65

Every employer in the U.S. must comply with the Family and Medical Leave Act.

Question 66

Workforce diversity has made flexibility and accommodation top priorities for managers today.

Question 67

Proponents of self-managed teams suggest that self-management is the best management because it taps people's full potential.

Question 68

Job sharing is when two part-timers share a single full-time job.

Question 69

In the corporate world, sabbaticals exist only in theory, not in actual practice.

Question 70

According to Harvard University researcher, Teresa Amabile, when workers believe they're making progress and receiving support, they feel positive and motivated to succeed.

Question 71

According to researchers, profit sharing can help an employee participation program succeed.

Question 72

Labor unions are the number one barrier to self-managed teams.

Question 73

Open-book management involves opening a company's financial statements to all employees and providing the education that will enable them to understand how the company makes money and how their actions affect its success and bottom line.

Question 74

In step one of the S.T.E.P. approach to open-book management, employees are exposed to eye-catching public displays of key financial data.

Question 75

Participative management is the process of empowering employees to assume greater control of the workplace.

Question 76

The ultimate objective of wellness programs is to improve organizational productivity.

Question 77

In open-book management, the S.T.E.P. acronym stands for share, teach, empower, and perform.

Question 78

By definition, open-book management involves stock ownership by every employee, from top to bottom.

Question 79

The Society for Human Resource Management identified flextime as one of the top five family-friendly benefits.

Question 80

A study of 164 New Zealand companies with at least 100 employees found higher employee turnover among firms using participative management practices.