Question 1

Growth-need strength is most affected by Total quality (TQ).

Accepted Answer

Growth-need strength refers to an individual's desire for personal development and self-improvement, which is more directly influenced by personal characteristics and the work environment rather than Total Quality (TQ) initiatives, which focus on continuous improvement in all aspects of an organization.

Question 2

The need most likely to be fulfilled by participation in quality-based initiatives is the need for achievement.

Accepted Answer

The answer of The need most likely to be fulfilled...

Question 3

_____ represents the highest level of engagement.

Accepted Answer

Empowerment represents the highest level of engagement, as it involves the individual having the ability to make decisions and take action on their own, rather than simply participating, enlarging or enriching an existing process.

Question 4

Which of the following is a shortcoming of suggestion program?

Accepted Answer

A suggestion program is not systematic and continuous as it is implemented occasionally and doesn't provide a regular platform for employees to voice their suggestions.

Question 5

Which of the following is true regarding the employee suggestion system?

Accepted Answer

The employee suggestion system encourages workers to think critically and come up with ideas, which in turn can improve their reasoning ability. It does not decrease workforce flexibility or lead to poor interpersonal relationships, and it can actually increase motivation if employees feel valued and that their ideas are being heard.

Question 6

Middle managers whose subordinates are being empowered feel that their own needs for power are better fulfilled in a performance excellence environment.

Accepted Answer

The answer of Middle managers whose subordinates are being empowered...

Question 7

Which of the following is a consequence of an engaged workforce?

Accepted Answer

An engaged workforce means that employees are committed to their work and feel connected to the company's mission and values. As a result, they are more likely to better understand the customer needs and work towards meeting those needs. This can lead to improved customer satisfaction and loyalty, which can benefit the company in the long run. Options A, B, and C are incorrect as they are not consequences of an engaged workforce.

Question 8

According to the goal-setting theory, people who have clear goals are not any more motivated than people who lack goals.

Accepted Answer

According to the goal-setting theory, people who have clear and specific goals are more motivated than those who lack goals, as they have a clear direction and purpose to work towards. Setting goals also helps individuals to focus their efforts and establish priorities in achieving their desired outcomes.

Question 9

_____ refers to any activity by which employees participate in work-related decisions and improvement activities, with the objectives of tapping the creative energies of all employees and improving their motivation.

Accepted Answer

Employee involvement refers to the process of engaging employees in work-related decisions and improvement activities. It aims to tap the creative energies of all employees and improve their motivation by giving them a sense of ownership and responsibility for their work. Employee clarity, employee attrition, and employee orientation are unrelated concepts.

Question 10

One of the easiest ways to involve employees on an individual basis is:

Accepted Answer

The suggestion system allows employees to submit their ideas and suggestions for improvement on an individual basis. This can help to increase employee engagement and involvement in the organization's operations. Other options such as career guidance and management by objective may involve more group or management-led activities, while quality circles typically involve small groups of employees working together to address specific issues.

Question 11

_____ refers to the extent of employee commitment, both emotional and intellectual, to accomplishing the work, mission, and vision of the organization.

Accepted Answer

Workforce engagement refers to the level of commitment and motivation employees have towards achieving the goals and vision of the organization. It involves emotional and intellectual investment in the work, resulting in higher productivity, job satisfaction, and loyalty towards the organization. It is an essential aspect of creating a positive work environment and retaining talented employees. Intellectual labor refers to the work that requires mental effort and knowledge, while Aesthetic labor involves work where employees are expected to create an aesthetic effect or undertake self-presentation. Workforce adaptation refers to the ability of employees to adjust to changes in the work environment.

Question 12

According to the goal-setting theory, challenging goals that seem impossible are motivating.

Accepted Answer

According to goal-setting theory, goals should be challenging yet attainable. Goals perceived as impossible may demotivate individuals because they seem out of reach.

Question 13

According to the job characteristics theory, most employees are likely to be unmotivated if their jobs involve few skills.

Accepted Answer

According to the job characteristics theory, employees are more likely to be motivated when their jobs involve a variety of skills, task identity, task significance, autonomy, and feedback. If their jobs involve few skills, they may be less motivated as they do not have opportunities for growth and development.

Question 14

Which of the following is a way to overcome the shortcomings of suggestion programs?

Accepted Answer

The answer of Which of the following is a way...

Question 15

The principle of breakthrough improvement leads to fairly easy goals.

Accepted Answer

The principle of breakthrough improvement actually leads to challenging goals that push individuals or organizations to strive for significant and innovative improvements.

Question 16

Work design practices such as job enlargement, job rotation, and job enrichment are supported by the job characteristics theory.

Accepted Answer

The job characteristics theory proposes that jobs can be redesigned to enhance employee motivation and job satisfaction. Work design practices such as job enlargement, job rotation, and job enrichment are recommended by this theory in order to increase skill variety, task identity, task significance, autonomy, and feedback in a job. Therefore, Option A is true.

Question 17

Employees with a high need for power are more likely to feel empowered in traditional organizations.

Accepted Answer

Employees with a high need for power often feel more empowered in organizations that provide autonomy and opportunities for leadership, rather than in traditional, hierarchical organizations where decision-making is centralized.

Question 18

Employee engagement is different from traditional management practices in that employee engagement:

Accepted Answer

Employee engagement encourages employees to take ownership of their work and actively seek out solutions to problems. This is different from traditional management practices, which often involve top-down decision-making and a focus on maintaining the status quo. By empowering employees to identify and solve problems at the source, organizations can build a culture of continuous improvement and innovation.

Question 19

Douglas McGregor's "Theory Y" approach to managing employees emphasizes that people in organizations should make decisions for themselves.

Accepted Answer

Douglas McGregor's "Theory Y" approach assumes that people are motivated by intrinsic rewards and have a natural inclination towards work and responsibility, and therefore should be given autonomy in making decisions for themselves.

Question 20

Three critical questions that senior managers need to ask themselves in the empowerment process are all of the following except:

Accepted Answer

The other three questions are important in the empowerment process, while the question about ensuring employees always seek permission goes against the concept of empowerment, which is about giving employees more autonomy and trust in their decision-making abilities.

Quiz 9: Engagement, Empowerment, and Motivation