Question 1

After interviewing a candidate for a job, the interviewing manager decides that he likes the candidate. He finds his personality exceptional. When the manager refers to the candidate's personality, to what is he referring?
A) Aptitude
B) Desire
C) Commitment
D) Motivation
E) Training

Accepted Answer

Aptitude refers to the natural abilities or talents of an individual, which can include aspects of their personality that make them suitable for a particular role or task.

Question 2

Morgan has decided to set the following goals: To earn an A in her management course this semester, to make the dean's list, and to not only keep up with the readings but to contribute something to the class discussion each time. What criteria have Morgan's goals satisfied?
A) Measurable, unambiguous, and behavioral
B) Consistent
C) Appropriately challenging
D) All the answer choices are correct.

Accepted Answer

Morgan's goals are all measurable (earn an A in management course, make the dean's list), unambiguous (clearly stated), and behavioral (contribute something to class discussion). They are also consistent with her academic aspirations and appropriately challenging. Therefore, all answer choices are correct.

Question 3

The situation has high task structure, the employees have experience, and there are strong group norms. What would be the appropriate management involvement?
A) Involved in the details of employees' job performance
B) Less involved; high involvement is not necessary or expected.
C) More involved; high involvement is necessary and expected.
D) Be involved; high involvement is necessary and expected.

Accepted Answer

In situations where there is high task structure, experienced employees, and strong group norms, management involvement should be less. The employees are knowledgeable and skilled, and the group norms help guide behavior and expectations. Micromanagement or high involvement from management may actually disrupt productivity and morale. Therefore, it is best for management to be less involved and allow the employees to do their work.

Question 4

When poor performance is due to an employee's lack of ability, what is the least threatening option?
A) Release
B) Retrain
C) Resupply
D) Refit
E) Reassign

Accepted Answer

Resupply is the least threatening option as it involves providing the employee with the necessary resources or tools to perform their job better, without implying a deficiency in their skills or abilities.

Question 5

You paint the eyes on Barbie dolls, a job you have performed for three years. The task is fairly easy and very structured (only three colors and there is only one place to paint them). What do you need from management?
A) Very little advice and instruction
B) Direction and strong involvement, a hands-on approach
C) Strong leadership. Managers need to constantly monitor the situation so they will be available in case something comes up.

Accepted Answer

The task is easy and structured, so the employee likely does not need much advice or direction from management.

However, it is important for management to provide clear expectations and standards for the quality of the paint job, as well as any safety guidelines or protocols that need to be followed. Regular check-ins or performance evaluations can also be helpful to ensure that the employee is meeting expectations and has the necessary resources to do their job effectively.

Question 6

According to the path-goal theory of leadership, the level of involvement by a manager is dependent on (1) the subordinate's desire for autonomy, (2) how structured the task is, and (3) how much help is already available from the organization. Which statements are correct?
A) All three statements are correct.
B) Only statements 1 and 2 are correct.
C) Only statements 2 and 3 are correct.
D) Only statements 1 and 3 are correct.
E) Only statement 2 is correct.

Accepted Answer

The path-goal theory of leadership indeed suggests that a leader's behavior is contingent upon the satisfaction of the subordinates' needs, the task structure, and the work environment, which includes the amount of support and resources provided by the organization. All three statements correctly reflect components considered within this theory.

Question 7

Assume George is a poor performer. You have already provided the necessary resources and training he needs to do the job, yet his performance continues to decline. What is the next step?
A) Release George-How many chances does a person get?
B) Redesign the job
C) Reassign George to another position
D) Place George in a place where his performance will not hurt the company

Accepted Answer

Redesigning the job may help to identify any aspects of the role that are causing George to struggle. This could involve restructuring tasks or responsibilities to better align with his skills and strengths. It could also involve setting clearer expectations, goals, and measures for success. The goal is to create a work environment that supports George's success, rather than simply giving up on him or moving him to a position where his poor performance may continue to harm the company.

Question 8

According to the path-goal theory of leadership, if the task structure is low, what should management involvement with employees be?
A) Low, because the task is clearly defined. The employees know their jobs.
B) High, because management should always be involved, directing the process. That is what managers do.
C) Low and therefore more challenging to the employees.
D) High, because management involvement will be seen as both constructive and satisfying.

Accepted Answer

When the task structure is low, meaning the tasks are not clearly defined and may be complex or ambiguous, management involvement should be high. This is because employees will likely need more guidance, support, and clarification to effectively navigate their responsibilities. High management involvement in such situations is seen as constructive, as it helps provide direction and clarity, and satisfying, as it meets employees' needs for support in uncertain or challenging work conditions.

Question 9

Aptitude is (1) the native skills and abilities a person brings to the job, (2) the physical and mental capabilities of a person, and (3) the personality characteristics a person has for people-oriented jobs. Which statements are correct?
A) All three statements are correct.
B) Only statements 1 and 2 are correct.
C) Only statements 1 and 3 are correct.
D) Only statements 2 and 3 are correct.
E) Only statement 3 is correct.

Accepted Answer

Aptitude includes native skills and abilities, physical and mental capabilities, and personality characteristics for people-oriented jobs.

Question 10

An effective goal program has goals that are specific, consistent, and appropriately challenging. What is missing?
A) Motivation
B) Autonomy
C) Feedback
D) Fairness

Accepted Answer

The missing element is feedback, which is crucial for monitoring progress and making necessary adjustments to achieve goals. While motivation, autonomy, and fairness are important factors for goal achievement, they are not specifically missing from the stated criteria for an effective goal program.

Question 11

You received your Ph.D. from a prestigious state university that had competitive admissions, where students graduated in the top 10 percent of their high school class, and where both students and teachers had high expectations for the student. You now teach at an open admissions school. Students here graduated anywhere from the bottom 10 percent to the top 10 percent. What expectations should you have for these students?
A) Lower, they graduated lower in their high school class (on average anyway)
B) Lower, they obviously are less intelligent
C) The same as, the past is the past; high expectations generate high performance
D) Lower, high expectations could be too challenging and prove to be frustrating

Accepted Answer

It's important to set high expectations for all students, regardless of their previous academic achievements. Past performance does not necessarily dictate future success, and students at open admissions schools may face additional challenges that could impact their performance. By setting high expectations, teachers can motivate their students and help them realize their full potential.

Question 12

According to the path-goal theory of leadership, the level of involvement a manager utilizes should (1) be the same for all employees in the department, (2) be either low or high management involvement regardless of the circumstances, and (3) not be influenced by subordinates' expectations. Which statements are correct?
A) All the statements are correct.
B) Statement 1 is correct.
C) Statements 2 and 3 are correct.
D) Statements 1 and 3 are correct.
E) None of the statements is correct.

Accepted Answer

None of the statements are correct. According to the path-goal theory of leadership, the level of involvement a manager utilizes should be flexible and vary for each employee based on their individual needs and the situation at hand. The manager should also take into account the expectations and preferences of their subordinates.

Question 13

Your boss remarks, "The key to an effective motivational program is that it must increase both job satisfaction and work productivity." How should you respond?
A) "Yes, but another important variable is interpersonal relationships."
B) "No, the program should only focus on productivity. We do not want to encourage an indulging management style."
C) "Yes, but the program should only focus on satisfaction. We do not want to encourage an imposing management style."
D) "Yes, I agree."

Accepted Answer

The boss's statement is correct. An effective motivational program should increase both job satisfaction and work productivity.

Question 14

Mary has decided to set the following goal: To do the best she can in her management class this semester and to keep up with the readings. Mary's goal satisfies which criteria?
A) Being measurable and behavioral
B) Being consistent
C) Being appropriately challenging
D) Being specific

Accepted Answer

Mary's goal is consistent with her desire to perform well in her class and keep up with readings, but it lacks specificity, measurability, and a clear challenge level.

Question 15

Assume Carrie is a poor performer. You have already provided the necessary resources, redesigned her job, and provided her with training, yet her performance is lacking. What is the next step?
A) Release Carrie
B) Refit Carrie's job
C) Reassign Carrie to another position
D) Place Carrie in a position where her performance will not hurt the company

Accepted Answer

Reassigning Carrie to another position may allow her to perform better in a role that better suits her skills and abilities, potentially improving her performance and benefiting the company.

Question 16

You are a sales manager. One of your salespeople is named Reggie. He has 10 years of experience and appears to be very capable. He rarely calls you, and sales in his district are always good. You know sales lacks routine and one could say the tasks change from day to day. What type of management involvement does Reggie need and why?
A) High involvement; the task is definitely not structured.
B) Low involvement; Reggie's desire for autonomy is low.
C) Low involvement; Reggie's desire for autonomy, his experience, ability, and task mastery are all high.
D) High involvement; Reggie's desire for autonomy, his experience, ability, and task mastery are all high.
E) You can't tell from the information given.

Accepted Answer

Reggie's experience, ability, and task mastery are all high, which means he likely knows how to do his job well and doesn't require micromanagement. Additionally, his lack of communication with the sales manager could indicate that he values autonomy. Therefore, low involvement management is likely appropriate for Reggie. However, it's important to still monitor his sales performance and provide support if needed.

Question 17

Having determined that June's poor work performance is related to a lack of ability, what is the first question you should ask?
A) Why does June have a poor attitude?
B) Does June lack commitment?
C) Does June have the resources to do the job?
D) Why doesn't June try harder?

Accepted Answer

If June's poor work performance is related to a lack of ability, then the first question to ask would be whether or not she has the resources to do the job. This could include access to training or equipment, or support from colleagues or management. Addressing this issue may help improve June's performance. The other options (attitude, commitment, and effort) may be factors to consider later on, but they are not the primary concern if ability is the issue.

Question 18

You have observed Sally's performance for a few months. There is no doubt about her effort; it is evident she tries very hard. However, there doesn't appear to be any improvement in her performance since you have been watching. What should you conclude?
A) This is a desire issue.
B) This is an ability issue.
C) This is a commitment issue.
D) She is a terrible employee and should be let go as soon as possible.

Accepted Answer

Since Sally is putting in effort, it rules out a commitment issue. Option D is inappropriate as it is a harsh judgment based on incomplete information. Therefore, the only possible conclusion is that this is an ability issue, as despite her hard work, there is no progress in her performance.

Question 19

Once a manager has determined that the reason for the poor performance is due to a lack of ability, in what order should the manager explore options?
A) (1) Redesign the job, (2) retrain the individual, and (3) move the individual to another position.
B) (1) Retrain the individual, (2) redesign the job, and (3) determine if the resources are adequate.
C) (1) Determine if the resources are adequate, (2) retrain the individual, and (3) redesign the job.
D) (1) Determine if the resources are adequate, (2) redesign the job, and (3) retrain the individual.

Accepted Answer

First, it's important to ensure that the individual has all the necessary resources to perform their job effectively. If performance issues persist despite adequate resources, the next step is to consider retraining the individual to improve their skills or adapt to job requirements. If retraining does not lead to improvement, redesigning the job to better match the individual's capabilities might be the final step before considering other options such as moving the individual to another position.

Question 20

Feelings of equity can be influenced by peers' perspectives.

Accepted Answer

Peers' opinions and attitudes can shape an individual's perception of what is fair or just, thus potentially influencing feelings of equity. Social comparison and other forms of social influence can also play a role in how people evaluate their own outcomes and inputs in relation to others, and whether they perceive any inequities or inequalities.

Quiz 6: Motivating Performance

After interviewing a candidate for a job, the interviewing manager decides that he likes the candidate. He finds his personality exceptional. When the manager refers to the candidate's personality, to what is he referring?

Morgan has decided to set the following goals: To earn an A in her management course this semester, to make the dean's list, and to not only keep up with the readings but to contribute something to the class discussion each time. What criteria have Morgan's goals satisfied?

The situation has high task structure, the employees have experience, and there are strong group norms. What would be the appropriate management involvement?

When poor performance is due to an employee's lack of ability, what is the least threatening option?

You paint the eyes on Barbie dolls, a job you have performed for three years. The task is fairly easy and very structured (only three colors and there is only one place to paint them) . What do you need from management?

According to the path-goal theory of leadership, the level of involvement by a manager is dependent on (1) the subordinate's desire for autonomy, (2) how structured the task is, and (3) how much help is already available from the organization. Which statements are correct?

Assume George is a poor performer. You have already provided the necessary resources and training he needs to do the job, yet his performance continues to decline. What is the next step?

According to the path-goal theory of leadership, if the task structure is low, what should management involvement with employees be?

Aptitude is (1) the native skills and abilities a person brings to the job, (2) the physical and mental capabilities of a person, and (3) the personality characteristics a person has for people-oriented jobs. Which statements are correct?

An effective goal program has goals that are specific, consistent, and appropriately challenging. What is missing?

Your boss remarks, "The key to an effective motivational program is that it must increase both job satisfaction and work productivity." How should you respond?

Mary has decided to set the following goal: To do the best she can in her management class this semester and to keep up with the readings. Mary's goal satisfies which criteria?

Assume Carrie is a poor performer. You have already provided the necessary resources, redesigned her job, and provided her with training, yet her performance is lacking. What is the next step?

Having determined that June's poor work performance is related to a lack of ability, what is the first question you should ask?

You have observed Sally's performance for a few months. There is no doubt about her effort; it is evident she tries very hard. However, there doesn't appear to be any improvement in her performance since you have been watching. What should you conclude?

Once a manager has determined that the reason for the poor performance is due to a lack of ability, in what order should the manager explore options?

Feelings of equity can be influenced by peers' perspectives.