Question 1

Job enrichment involves building motivators into a job by increasing the planning,decision-making,organizing,and controlling functions.

Accepted Answer

Job enrichment involves increasing the depth of a job by adding motivating factors such as increased responsibility, autonomy, and decision-making authority. This can be achieved by increasing the range of tasks, encouraging worker creativity and innovation, and allowing greater control over the work process. This can lead to increased job satisfaction and motivation, as well as improved job performance and organizational outcomes.

Question 2

The biggest complaint heard about performance appraisals is that they only happen periodically,generally once a year,and most employees don't receive ongoing feedback on the job.

Accepted Answer

Performance appraisals typically happen once a year and do not provide ongoing feedback on the job. This is a common complaint from employees.

Question 3

Flexplace is a work arrangement in which two or more people share a single full-time job.For instance,two college students might share the same 40-hour-a-week job,one working mornings and the other working afternoons.

Accepted Answer

Flexplace is a work arrangement in which an employee has the option to work from a location outside of the office, such as from home or a coworking space. It does not involve two or more people sharing a single full-time job.

Question 4

Most of the time of a performance evaluation should be spent discussing the future and what can be done to improve performance.

Accepted Answer

Performance evaluations should focus on setting goals, identifying areas for improvement, and planning for the future. While past performance should be reviewed, the emphasis should be on creating a plan for growth and development going forward.

Question 5

Companies that have used teams successfully still pay members individually,but they make successful team work a major part of an individual's performance review.

Accepted Answer

Although companies may pay team members individually, they often recognize and reward successful teamwork through an individual's performance review. This can include contributions to team goals, collaboration with others, and results achieved through team efforts.

Question 6

In so many cases where teams prove to be ineffective the answer can be found in an entrepreneur that did not structure and create teams that could be expected to succeed.

Accepted Answer

This statement is true. The success of a team is often dependent on the leadership and structure provided by the entrepreneur or manager in charge. If they do not create a supportive and effective team dynamic, the team is likely to fail in achieving its goals.

Question 7

Despite all of the modern communication tools available,the grapevine,the informal lines of communication that exist in every company,remains a non-important link in a company's communication network.

Accepted Answer

The statement is incorrect. The grapevine can actually be a very important link in a company's communication network, as it allows for informal information sharing and can provide valuable insights and perspectives from employees at all levels of the organization.

Question 8

Effective performance appraisals link the employee's performance to his/her specific job description.

Accepted Answer

Effective performance appraisals should evaluate the employee's performance in relation to their job description and the specific expectations outlined for their role. This helps to ensure that the appraisal is fair and relevant to the employee's responsibilities and goals.

Question 9

The second objective of a job analysis is to create a job specification,a written statement of the qualifications and characteristics needed for a job stated in such terms as education,skills,and experience.

Accepted Answer

The second objective of a job analysis is indeed to create a job specification, which is a written statement of the qualifications and characteristics required for a job, including education, skills, and experience.

Question 10

In an interview,Close-ended questions are most effective because they encourage candidates to talk.

Accepted Answer

Close-ended questions can be useful in obtaining specific information or clarification, but they typically limit the extent to which a candidate can elaborate on their experiences or thoughts. Open-ended questions, on the other hand, tend to encourage more discussion and provide the candidate with the opportunity to showcase their communication skills and depth of knowledge.

Question 11

The first step in establishing a feedback or performance appraisal process is to decide what performance to measure.

Accepted Answer

Before establishing a feedback or performance appraisal process, it is important to determine what performance to measure. This ensures that the process is focused and aligned with organizational goals and objectives.

Question 12

A survey of small companies shows that nearly half reward their workers with bonuses or other performance-related compensation.

Accepted Answer

The survey states that nearly half of small companies reward their workers with bonuses or other performance-related compensation, so it is true that almost 50% of small companies do so.

Question 13

Job sharing is a work arrangement in which employees work at a place other than the traditional office,such as a satellite branch closer to their homes or,in some cases,at home.

Accepted Answer

Job sharing is a work arrangement where two or more employees share the responsibilities of a single full-time job, not necessarily working from a different location.

Question 14

One of the surest ways to kill high performance is simply to fail to recognize it and the employees responsible for it.

Accepted Answer

Failing to recognize high performance can result in demotivated employees and a decrease in productivity. It is important to acknowledge and reward those who contribute to the success of the company.

Question 15

Many skilled interviewers use the job analysis to explain the nature of the job and the company's culture to the applicant.

Accepted Answer

The answer of Many skilled interviewers use the job analysis...

Question 16

To effectively recognize good performance in a way that motivates employees,the small business owner is forced to use financial rewards.

Accepted Answer

While financial rewards can be a motivating factor, recognizing good performance can also be achieved through non-financial means such as verbal praise, opportunities for professional development, flexible work arrangements, public recognition, and other forms of appreciation.

Question 17

To be effective,any reward system used must be tailored to the tastes and interests of the employees.

Accepted Answer

A reward system that is tailored to the individual tastes and interests of employees is more likely to motivate and incentivize them. A one-size-fits-all approach may not work for every employee.

Question 18

For pay-for-performance systems to work,there needs to be frequent payouts to the employees.

Accepted Answer

Frequent payouts are necessary for pay-for-performance systems to motivate and incentivize employees to continue performing at high levels. Delayed or infrequent payouts may decrease employee motivation and engagement in the system.

Question 19

Praise,recognition and daily demonstrations of respect for an individual can be displayed on a regular basis at absolutely no cost.

Accepted Answer

Praising, recognizing, and showing respect for someone does not require any financial cost, and can be done through simple gestures such as thanking them or acknowledging their contributions publicly.

Question 20

Open-book management is when employees have access to all of a company's records,except financial statements.

Accepted Answer

Open-book management is when employees have access to all of a company's financial records and statements, not except financial statements.

Quiz 19: Staffing and Leading a Growing Company