Question 1

Janice and Shane are both senior software analysts.They have worked together on projects for six years and get along very well.Janice is anticipating the arrival of her first child and will not be able to work on a full-time basis in the future.Shane is contemplating opening his own business as a home media installation consultant and does not want to continue to work full time.They both need some income.Which of the following alternative job structures would be best for Janice and Shane?
A)job enlargement
B)tele-commuting
C)job rotation
D)job sharing
E)job enrichment

Accepted Answer

Job sharing would be the best alternative job structure for Janice and Shane as it would allow them to share one full-time position, providing both with some income and flexibility to pursue their other interests outside of work. They can split the responsibilities and still work together, utilizing their previous experience working as a team on projects. Job enlargement, tele-commuting, job rotation, and job enrichment would not provide the necessary flexibility and income needed for their individual goals.

Question 2

In an effort to motivate and retain top performers,more companies are increasing the differential between top and bottom performers.

Accepted Answer

Companies are increasing the gap between top and bottom performers in order to provide greater incentives for top performers to stay and continue to perform well.

Question 3

Steve,a new employee,was surprised to learn that if his department was able to produce a given quantity of product in less time than before,the cost savings would,in part,be shared with every member of the department.This is an example of profit sharing.

Accepted Answer

This scenario describes a productivity bonus or incentive plan rather than profit sharing, as the bonus is directly tied to the efficiency or productivity of the department rather than the overall profitability of the company.

Question 4

The most commonly used reward in organizations is advancement.

Accepted Answer

The most commonly used reward in organizations is typically monetary compensation, such as salary increases or bonuses, rather than advancement or promotions.

Question 5

Rewarding a behaviour with recognition immediately following that behaviour is likely to encourage its repetition.

Accepted Answer

This is known as positive reinforcement and has been shown to increase the likelihood of the behavior being repeated in the future.

Question 6

Research suggests that five basic emotional drives (needs)guides individuals.

Accepted Answer

The answer of Research suggests that five basic emotional drives...

Question 7

Individuals often motivate themselves intrinsically and can achieve quite high levels of performance.

Accepted Answer

Research has shown that individuals can be highly motivated by their own sense of purpose and enjoyment in a task, leading to high levels of performance. This is known as intrinsic motivation.

Question 8

Individuals respond differently to rewards,in part based on the different needs they have.

Accepted Answer

Individuals have different needs and preferences, which influence how they respond to rewards. Therefore, it is true that individuals respond differently to rewards based on their needs.

Question 9

Ama Foods uses thank you cards to express gratitude to individuals and teams that have benefited the organization.This is an example of management providing
A)extrinsic rewards.
B)intrinsic rewards.
C)gainsharing.
D)skill-based compensation.
E)flexible benefits.

Accepted Answer

Thank you cards are a form of intrinsic reward, as they aim to increase an individual's sense of pride and accomplishment in their work rather than providing a tangible reward or incentive.

Question 10

Studies have shown recognition to be the most powerful workplace motivator.

Accepted Answer

Multiple studies have found that recognition and appreciation for employees' work are highly motivating factors in the workplace.

Question 11

Setting pay levels requires the balancing of internal and external equity.

Accepted Answer

Setting pay levels involves considering both internal factors such as job responsibilities and employee skills, as well as external factors such as market rates and industry standards. This is known as the balance between internal and external equity.

Question 12

It is important that employees perceive a clear linkage between rewards and performance.

Accepted Answer

When rewards are linked to performance, employees are encouraged to work harder and perform better, creating a more productive and efficient workplace. Employees who see a clear connection between their efforts and the rewards they receive are more likely to be motivated to work towards achieving their goals. On the other hand, if the link between performance and rewards is unclear or non-existent, employees may feel demotivated and disengaged.

Question 13

Jake was confused.He rewarded his new sales team with new watches for their excellent performance.However,his new sales team did not seem to appreciate the watches.This suggests that motivation theories do not necessarily work.

Accepted Answer

Motivation theories suggest that different individuals are motivated by different rewards. The lack of appreciation for the watches might indicate a mismatch between the reward and the preferences or values of the sales team, rather than a failure of motivation theories themselves.

Question 14

Motivation theories explain how money relates to individual motivation.

Accepted Answer

The answer of Motivation theories explain how money relates to...

Question 15

Rewards do not need to be linked to the type of performance expected.

Accepted Answer

Rewards are typically linked to the type of performance expected. For example, if an employee meets or exceeds their sales target, they may receive a bonus or commission. If a student gets an A on a test, they may receive praise or a tangible reward like a gift card. The reward is intended to recognize and reinforce the desired behavior or performance.

Question 16

Carol works for a tailor and she is being paid a fixed sum for each garment that she alters to customer specifications.Carol is receiving pay that is
A)merit-based.
B)skill-based.
C)piece-rate.
D)bonus based.
E)ESOP.

Accepted Answer

Carol is being paid based on the quantity (pieces) of garments she alters, which is known as piece-rate pay.

Question 17

People who work at baseball parks selling peanuts and soft drinks are typically paid according to
A)salary.
B)bonuses.
C)piece-rate.
D)merit-based pay.
E)profit sharing.

Accepted Answer

People who work at baseball parks selling peanuts and soft drinks are typically paid based on a piece-rate system, meaning they earn a commission for each item sold.

Question 18

Motivation theories only give a vague idea of how money relates to individual motivation.

Accepted Answer

Motivation theories suggest that money is not the sole determinant of individual motivation and that other factors such as job satisfaction, recognition, and autonomy also play a crucial role. Therefore, money's relationship with individual motivation is vague and not fully understood.

Question 19

Employee involvement strategies try to increase an employee's
A)distributive justice.
B)organizational commitment.
C)organizational rivalry.
D)participative management.
E)gainsharing.

Accepted Answer

Employee involvement strategies such as participative management and gainsharing are aimed at increasing an employee's organizational commitment, which refers to their attachment and loyalty to the organization. Distributive justice is a concept related to fairness in allocating rewards, while organizational rivalry is not a desirable outcome of employee involvement strategies.

Question 20

Employees in a bonus plan can receive incentive awards even when the organization isn't profitable.

Accepted Answer

The answer of Employees in a bonus plan can receive...

Quiz 5: Motivation in Action