Deck 10: Motivating and Satisfying Employees and Teams

Question 1

Use Maslow's hierarchy of needs concept to explain why you would expect to be more concerned about finding somewhere to stay after your house burned down than you would be about going to a party or receiving a certificate of appreciation from your church for your work on a fund-raising project.

Answer 1

Answer not provided.

Question 2

Garrett Enterprise
Garrett Enterprise is a well-known company that has been around for many years. However, Mr. Smith, its CEO, has noticed recently that the company is not performing up to par. He has been watching the employees closely. Mr. Smith 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. Smith 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. Smith asked his top managers to study the situation more closely, they reported that the employees were neither dissatisfied nor motivated.
Mr. Smith 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. Smith 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

Answer 2

C

Question 3

Describe the various stages of team development.

Answer 3

Answer not provided.

Question 4

One of your best employees has an undesirable habit of coming to work ten to twenty minutes late each morning. Write the advantages and disadvantages of using punishment to solve the problem.

Question 5

What are the advantages and disadvantages of a flextime work schedule? Of job sharing?

Question 6

Garrett Enterprise
Garrett Enterprise is a well-known company that has been around for many years. However, Mr. Smith, its CEO, has noticed recently that the company is not performing up to par. He has been watching the employees closely. Mr. Smith 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. Smith 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. Smith asked his top managers to study the situation more closely, they reported that the employees were neither dissatisfied nor motivated.
Mr. Smith 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. Smith 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 7

How does a positive reinforcement differ from a negative reinforcement?

Question 8

Under Taylor's scientific management system, what did management have the responsibility to determine about an employee's work, and what did the employee have the responsibility to decide?

Question 9

Garrett Enterprise
Garrett Enterprise is a well-known company that has been around for many years. However, Mr. Smith, its CEO, has noticed recently that the company is not performing up to par. He has been watching the employees closely. Mr. Smith 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. Smith 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. Smith asked his top managers to study the situation more closely, they reported that the employees were neither dissatisfied nor motivated.
Mr. Smith 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. Smith 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 10

What did Elton Mayo discover in the Hawthorne Studies about human factors that led to the birth of the human relations movement in management?

Question 11

Discuss the five steps of an MBO program.

Question 12

What is the deceptively simple assumption on which Vroom's expectancy theory of motivation is based?

Question 13

Explain the different facets of job enrichment and behavior modification.

Question 14

How does motivation differ from morale? How does each affect job performance?

Question 15

Garrett Enterprise
Garrett Enterprise is a well-known company that has been around for many years. However, Mr. Smith, its CEO, has noticed recently that the company is not performing up to par. He has been watching the employees closely. Mr. Smith 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. Smith 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. Smith asked his top managers to study the situation more closely, they reported that the employees were neither dissatisfied nor motivated.
Mr. Smith 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. Smith 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 16

Under Herzberg's motivation-hygiene theory, what are some of the factors that increase motivation and some that reduce dissatisfaction? If motivation factors are absent, is there an increase in feelings of dissatisfaction? If hygiene factors are absent, is there an increase in feelings of dissatisfaction?

Question 17

What is goal-setting theory and how can an organization benefit from it?

Question 18

What does the word equity in equity theory refer to?

Question 19

What are the benefits and the problems associated with telecommuting?

Question 20

Compare and contrast the assumptions about workers that would be held by a manager who uses Theory X and the assumptions about workers by a manager who uses Theory Y. Which of the two types of managers would you rather work for? Consider their management styles in your answer.

Question 21

Jon has the chance to be promoted into a higher paid management position if he exceeds 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 22

Garrett Enterprise
Garrett Enterprise is a well-known company that has been around for many years. However, Mr. Smith, its CEO, has noticed recently that the company is not performing up to par. He has been watching the employees closely. Mr. Smith 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. Smith 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. Smith asked his top managers to study the situation more closely, they reported that the employees were neither dissatisfied nor motivated.
Mr. Smith 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. Smith believes that it may work for the near future.
Refer to Garrett Enterprise. When Mr. Smith 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 23

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 24

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

Question 25

Gina Robinson, Inc. (GRI)
GRI 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 create more dedicated employees.
GRI 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, GRI 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 Gina Robinson, Inc. Previously, what technique did GRI 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 26

Gina Robinson, Inc. (GRI)
GRI 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 create more dedicated employees.
GRI 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, GRI 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 Gina Robinson, Inc. What type of team did GRI management specifically restrict?

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

Question 27

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 28

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 29

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 30

Sleep relates most directly to which level of need?

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

Question 31

The hierarchy of human needs was developed by

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

Question 32

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 33

Nathan 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. Nathan's employees are

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

Question 34

Gina Robinson, Inc. (GRI)
GRI 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 create more dedicated employees.
GRI 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, GRI 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 Gina Robinson, Inc. If GRI 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 35

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 36

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 37

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 38

Janna 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 39

Gina Robinson, Inc. (GRI)
GRI 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 create more dedicated employees.
GRI 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, GRI 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 Gina Robinson, Inc. As the employees form teams at GRI, 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 40

Gina Robinson, Inc. (GRI)
GRI 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 create more dedicated employees.
GRI 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, GRI 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 Gina 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 41

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 42

The most difficult need to satisfy is

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

Question 43

When Sara 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 44

If Dow Chemical were to emphasize achievement, recognition, responsibility, and advancement for its employees, it would be emphasizing

A) the soldiering method.
B) Theory X over Theory Y.
C) motivation factors.
D) mainly dissatisfiers.
E) hygiene factors.

Question 45

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

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

Question 46

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 47

Abena Toure worked as a welder for BCD Company for ten years before the company changed its rigid tuition reimbursement policy. This year, the new education support policy will allow her to take any course that interests her, not just a course in her field of employment. She is very excited about this and has enrolled in two management courses. She has always thought she had the ability to become a good manager. Abena is attempting to satisfy her ____ needs.

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

Question 48

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 49

Which of the following is an example of Herzberg's motivation factors?

A) Responsibility
B) Supervision
C) Pay
D) Working conditions
E) Job security

Question 50

The need for self-actualization concerns an employee's desire for

A) safety.
B) survival.
C) a sense of belonging.
D) self-worth.
E) becoming the best there is.

Question 51

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 52

Which of the following is not a physiological need?

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

Question 53

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

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

Question 54

The idea that satisfaction and dissatisfaction are distinct dimensions is referred to as

A) the hierarchy of needs.
B) Theory X and Theory Y.
C) scientific management.
D) the motivation-hygiene theory.
E) the reinforcement theory.

Question 55

Lisa loves her work and feels that she is well recognized by her peers and superiors for the work that she does. These motivation factors are ____ for Lisa.

A) satisfiers
B) encouragers
C) rewards
D) bonuses
E) social fulfillment

Question 56

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

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

Question 57

Things were terrific at CentralPDX Bank on Elm 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 58

When Mary Smith accepted a position with Intel Corporation in Hillsboro, Oregon, 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 coworkers, was invited to lunch daily, and was encouraged to join a company-sponsored employees' club. Xerox seems to be satisfying Mary's ____ needs.

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

Question 59

Under Herzberg's theory, when ____ factors are present in the work environment, they act as satisfiers; when ____ factors are absent, they act as dissatisfiers.

A) Theory X; Theory Y
B) motivation; hygiene
C) physiological; self-realization
D) Theory Y; Theory X
E) hygiene; motivation

Question 60

The motivation-hygiene theory was developed by

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

Question 61

The concepts of Theory X and Theory Y were advanced by

A) Douglas McGregor.
B) Abraham Maslow.
C) Frederick Herzberg.
D) Frederick W. Taylor.
E) William Ouchi.

Question 62

All of the following are examples of hygiene factors that can cause dissatisfaction except

A) supervision.
B) pay.
C) job security.
D) achievement.
E) both A and D.

Question 63

After graduating with a marketing degree, Trey Corrin was hired by a well-known public relations firm offering the opportunity to do PR work for large and small companies. According to Theory Y, Trey's supervisor would expect him to

A) ask how early he can leave each day.
B) avoid working too hard.
C) delegate most of his work to others.
D) seek to generate clientele and contacts for present and future public relations assignments.
E) spend most of his time reviewing the company's early retirement package.

Question 64

Herzberg concluded from his studies that managers should focus on ____ factors to produce long-term dedication from their employees.

A) motivation
B) hygiene
C) both motivation and hygiene
D) satisfier
E) working condition

Question 65

According to Theory Y by McGregor, managers think people

A) are concerned mainly with security.
B) must be led because they have little ambition.
C) dislike work and try to avoid it.
D) must be coerced, controlled, and threatened.
E) have the ability to help accomplish an organization's goals.

Question 66

Alberto Soza's first year as unit supervisor for a local manufacturer was quite a challenge. To encourage his subordinates to meet unit and company goals, he instituted quality circles. These circles were then enabled to directly affect unit operations. Alberto's managerial attitude reflects the assumptions underlying

A) the expectancy theory.
B) Theory Y.
C) the equity theory.
D) reinforcement.
E) Theory X.

Question 67

According to Theory X by McGregor, managers assume that employees

A) do not naturally like work.
B) will work toward goals they are committed to.
C) dislike work and need to be controlled.
D) have the potential to accomplish organizational goals.
E) seek out and accept responsibility.

Question 68

At Redbone Co., employees are slowly evaluated and promoted, but they stay around until retirement. Groups make decisions and take responsibility for their decisions. Company control is informal, and everyone is concerned with the general well-being of the other employees. Employees do whatever the company needs at the time rather than following a specific job track. The environment at Redbone Co. most closely aligns with

A) Theory A.
B) type J firms.
C) Theory X.
D) Theory Y.
E) type A firms.

Question 69

All of the following are characteristics of McGregor's Theory X except

A) people have the ability to help accomplish an organization's goals.
B) people dislike work and try to avoid it.
C) managers must coerce, control, and threaten employees.
D) people must be led because they have little ambition.
E) people are concerned mainly with security.

Question 70

All of the following are examples of Herzberg's hygiene factors except

A) responsibility.
B) supervision.
C) pay.
D) working conditions.
E) job security.

Question 71

Which of the following is one of Herzberg's hygiene factors?

A) Achievement
B) Working conditions
C) Recognition
D) Responsibility
E) Advancement

Question 72

When Walmart assumes that employees accept responsibility and work toward company goals and thus also achieve personal rewards, it is using

A) Theory M (for Maslow).
B) scientific management theory.
C) Herzberg's theory of reinforcement.
D) Theory X.
E) Theory Y.

Question 73

Who was responsible for developing Theory X and Theory Y?

A) Maslow
B) Taylor
C) Vroom
D) Herzberg
E) McGregor

Question 74

Theory X by Douglas McGregor is generally consistent with which other theory?

A) Taylor's
B) Herzberg's
C) Maslow's
D) Vroom's
E) Hawthorne's

Question 75

Sally Smith, a supervisor at Chipotle's Mexican Grill, was recently evaluated by her subordinates. Their responses indicated that Sally uses Theory X assumptions when dealing with employees. For example, one of the comments indicated that she treats employees as if they

A) naturally like work.
B) will work toward goals they are committed to.
C) have little ambition.
D) have the potential to accomplish the organization's goals.
E) seek out and accept responsibility.

Question 76

All of the following are examples of Herzberg's motivation factors except

A) achievement.
B) working conditions.
C) recognition.
D) responsibility.
E) advancement and growth.

Question 77

Keith Smith's first year as parts manager for a local dealership was pretty rocky. To ensure that his subordinates would follow through on established goals, he warned them about losing their jobs. Keith's managerial attitude reflects assumptions underlying

A) Theory X.
B) Theory Y.
C) Theory C.
D) Theory Z.
E) the equity theory.

Question 78

All of the following are assumptions of Theory Y except

A) people will work toward goals to which they are committed.
B) work is an important part of people's lives.
C) managers must coerce and control workers to achieve organizational goals.
D) organizations generally do not make full use of their human resources.
E) people often seek out and willingly accept responsibility.

Question 79

Theory Y is most suitable in a work situation in which workers are

A) in need of close supervision.
B) just beginning to learn their jobs.
C) highly motivated.
D) unskilled.
E) none of the above.

Question 80

A firm characterized by lifetime employment, collective decision making, collective responsibility, slow evaluation and promotion, implied control, nonspecialized career paths, and a holistic concern for employees is called

A) type A.
B) type Z.
C) type J.
D) type X.
E) type Y.