Question 1

Research shows that the psychological state of meaningfulness is the most important state for employee attitudes and behaviors.

Accepted Answer

Multiple studies have found that employees who perceive their job as meaningful are more engaged, satisfied, and have higher performance and retention rates compared to those who do not. Thus, the psychological state of meaningfulness is highly important for employee attitudes and behaviors. Research has indeed shown that the psychological state of meaningfulness is the most important state for employee attitudes and behaviors. This state refers to the sense that one's work has a larger purpose and contributes to something important. When employees feel a sense of meaningfulness in their work, they are more engaged, committed, and motivated.

Question 2

To increase the effectiveness of performance meetings, increase employee participation.

Accepted Answer

By increasing employee participation, the performance meetings become more collaborative and can lead to greater engagement, goal alignment, and problem-solving. This can lead to improved job satisfaction, productivity, and overall organizational success. When employees are involved in the goal-setting and feedback process, they are more likely to be engaged and committed to achieving their objectives. This results in a more effective performance management system overall.

Question 3

Attractive women are rated lower if they are employed in non-management jobs and higher if they are in management jobs.

Accepted Answer

False

Question 4

If used on a short-term basis, relative ranking appraisals may help an organization become more performance-oriented because they tend to weed out employees with persistent performance problems.

Accepted Answer

Relative ranking appraisals require managers to compare the performance of their employees, which can help identify those who consistently perform below expectations. This can lead to those employees either improving their performance or being let go, ultimately leading to a more performance-oriented organization. However, if used on a long-term basis or with a sole focus on rankings, it may lead to a toxic and competitive work environment. Relative ranking appraisals evaluate employees based on their performance compared to their peers, which can help identify those who consistently underperform. This can encourage a culture of performance improvement and accountability within the organization. However, if used as the sole method for determining employee performance and job security, it can also lead to increased competition and hostility among colleagues.

Question 5

Job enlargement involves moving employees from job to job at different intervals.

Accepted Answer

Job enlargement involves increasing the variety and number of tasks that an employee performs within their current role, not moving them to different jobs.

Question 6

Goal setting is one of the most influential theories of motivation.

Accepted Answer

Goal setting theory suggests that setting specific, challenging goals can lead to increased motivation, effort, and performance. It is widely accepted and supported by research as a powerful tool for enhancing motivation and achieving success in various domains, including work, education, sports, and personal development. Goal setting theory proposes that setting specific and challenging goals lead to higher levels of motivation and performance.

Question 7

Leniency bias is a common problem in performance appraisals.

Accepted Answer

Leniency bias occurs when a manager rates employees more positively than their performance actually merits in order to avoid confrontation or conflict. This can result in inaccurate assessments and unequal treatment of employees. Leniency bias occurs when a manager rates employees more positively than their performance justifies. This bias can lead to inaccurate appraisals and can negatively impact employee development and organizational decision-making.

Question 8

Goal commitment is higher when employees have trust-based relationships with managers.

Accepted Answer

Research has shown that trust-based relationships between employees and managers can enhance goal commitment. When employees trust their managers and believe that they have their best interests at heart, they are more likely to be committed to achieving the organization's goals. When employees have trust-based relationships with managers, they are more likely to feel valued, respected, and supported by their managers. This, in turn, increases their level of commitment to achieving their goals, as they feel a sense of ownership and accountability for their work.

Question 9

The performance appraisal meeting is the most important component of a performance appraisal.

Accepted Answer

The performance appraisal meeting is the opportunity for the employee and manager to have a discussion about the employee's performance over the past year, set goals for the future, and address any concerns or issues. It allows for open communication and feedback, which is crucial for the success of the appraisal process. The performance appraisal meeting is where the supervisor and employee discuss the performance appraisal and set goals for the future, making it the most important component of a performance appraisal.

Question 10

Leaving employees free to choose job performance methods is an important element of scientific management techniques.

Accepted Answer

Scientific management techniques emphasize on standardizing job methods and eliminating any variations in them. Therefore, employees are not typically given the freedom to choose their own job performance methods. Scientific management techniques involve carefully designing and standardizing work processes to maximize efficiency and productivity. Employees are not typically left free to choose their own job performance methods, as this would undermine the standardization and optimization goals of scientific management. Instead, management carefully selects and trains employees in the most efficient methods for performing their tasks.

Question 11

Job specialization entails breaking down jobs into their simplest components.

Accepted Answer

Job specialization involves dividing a job into smaller and simpler tasks to increase efficiency and productivity. Job specialization involves dividing tasks into smaller and more specialized tasks to improve efficiency and productivity.

Question 12

Adequate notice ensures that there is two-way communication during the performance appraisal process.

Accepted Answer

Adequate notice ensures that the employee is aware of the appraisal and can prepare for it, but it does not guarantee two-way communication during the process; that depends on how the appraisal is conducted.

Question 13

The most effective goals are easy ones

Accepted Answer

Effective goals are typically challenging yet achievable, as they motivate individuals to exert effort and improve performance. Easy goals may not provide enough motivation or sense of accomplishment.

Question 14

The job characteristics model is an attempt to design jobs for increased motivational potential.

Accepted Answer

The job characteristics model is indeed designed to increase the motivational potential of jobs by incorporating certain factors such as skill variety, task identity, task significance, autonomy, and feedback. The job characteristics model is indeed an attempt to design jobs that have increased motivational potential by focusing on five key job characteristics: skill variety, task identity, task significance, autonomy, and feedback.

Question 15

You are a Walt Disney Company management trainee.The first three months of your job you will be working in the restaurant and hospitality area.The next three months you will be in the merchandising area, followed by three months in lodging and finally, three months in park operations.The Walt Disney management trainee program is designed using the job rotation philosophy.

Accepted Answer

The statement accurately describes the structure of the Walt Disney management trainee program, indicating that it follows a job rotation philosophy with trainees spending time in various areas of the company. The statement confirms that the Walt Disney management trainee program follows the job rotation philosophy, as trainees are exposed to different areas of the company for three-month periods, starting with restaurant and hospitality, moving on to merchandising, lodging, and park operations.

Question 16

In the most effective performance appraisal meetings, criticism of the individual personality traits is very important.

Accepted Answer

Criticism of the individual personality traits is not important in effective performance appraisal meetings. The focus should be on specific behaviors and actions that can be improved to enhance job performance, rather than personal characteristics or traits that cannot be changed. Constructive feedback should be provided in a professional and respectful manner to encourage growth and development. Criticizing an individual's personality traits is not effective in performance appraisal meetings as those are usually inherent traits that are difficult to change. Feedback and criticism should focus on specific job-related behaviors and actions that can be improved upon.

Question 17

Skill variety and task significance are the most important elements in deciding motivational potential.

Accepted Answer

According to the Job Characteristics Model by Hackman and Oldham, there are five core job dimensions that influence motivational potential: skill variety, task identity, task significance, autonomy, and feedback. No single element is considered the most important as their combined effect determines the motivational potential of a job.

Question 18

Quality expert Edward Deming has advocated for abolishing performance appraisals in the workplace.

Accepted Answer

Edward Deming believed that performance appraisals were often demoralizing and ineffective in improving performance, and that management should focus on improving the system instead of blaming individual employees. He advocated for a system of continuous feedback and improvement. Deming believed that performance appraisals were counterproductive and often led to unhealthy competition and demoralization among employees. He proposed a system of continuous improvement and feedback, where employees are encouraged and supported to improve their work processes and contribute to the overall success of the organization.

Question 19

Access to information is a key factor in empowering employees.

Accepted Answer

When employees have easy access to information, they feel more confident and have a better understanding of their roles and responsibilities, which ultimately leads to improved decision-making, problem-solving, and job satisfaction. This, in turn, enhances their performance and makes them feel empowered. Therefore, access to information is a critical factor in empowering employees. Access to information allows employees to make informed decisions, take authority in their work, and contribute to the organization's goals. Having information creates a sense of ownership and empowerment, which increases motivation and job satisfaction.

Question 20

In a supermarket study, cashiers rotated through different departments had lower stress levels and less pain in their necks and shoulders.

Accepted Answer

According to the statement, cashiers who rotated through different departments had lower stress levels and less pain in their necks and shoulders, which indicates that the statement is true. The statement is true based on the information given.

Quiz 6: Designing a Motivating Work Environment