Deck 8: Motivation: From Concepts to Applications

Question 1

CalTrack Services has been facing employee-related issues like decreased productivity, low morale, and poor organizational commitment in recent times. At a meeting to discuss strategies to address these issues of immediate concern, Joe McEnroe, the production manager, proposed that the roles of employees working on key projects be enhanced to increase autonomy. He felt that this would enhance productivity, motivation, and accountability. Taking a cue from McEnroe, Paul Wilbur suggested job rotation as a solution to the problem they were facing. Paul felt that a change of job roles would make the employees keener to learn and perform. He emphasized that job rotation would help management create a larger skill base to choose from, depending on the needs of specific projects.
Which of the following, if true, would weaken the argument of adopting job rotation?

A) The employees of the company have similar skill sets which are suited to transfer of learning.
B) The company has been conducting professional training programs to keep all employees up-to-date with the developments in the field.
C) AmWeb, one of the major rival firms, witnessed a substantial rise in profits following its cross-training program for employees.
D) The research evidence favoring job rotation has rarely used samples from the service industry.
E) The company is now entering its busiest business season with multiple project deadlines.

Answer 1

E

Question 2

CalTrack Services has been facing employee-related issues like decreased productivity, low morale, and poor organizational commitment in recent times. At a meeting to discuss strategies to address these issues of immediate concern, Joe McEnroe, the production manager, proposed that the roles of employees working on key projects be enhanced to increase autonomy. He felt that this would enhance productivity, motivation, and accountability. Taking a cue from McEnroe, Paul Wilbur suggested job rotation as a solution to the problem they were facing. Paul felt that a change of job roles would make the employees keener to learn and perform. He emphasized that job rotation would help management create a larger skill base to choose from, depending on the needs of specific projects.
Which of the following, if true, would strengthen the argument in favor of adopting job rotation?

A) The company is currently facing numerous budget constraints.
B) The company can enhance productivity of existing employees in various areas for different projects.
C) Two front-level managers have resigned in the last quarter as they were not promoted.
D) The company has launched a new brand which is cannibalizing one of its existing products.
E) The company has recently given employees new responsibilities by combining their routine tasks into natural work units.

Answer 2

B

Question 3

The core dimensions of the job characteristics model can be combined into a single predictive index called ________.

A) extrinsic motivation score
B) personal outcome score
C) job diagnostic score
D) motivating potential score
E) potential development score

Answer 3

D

Question 4

Job enrichment is the process of ________.

A) periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level
B) expansion of jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work
C) redistribution of power within the organization through work councils and board representations
D) distribution of a significant degree of power between subordinates and supervisors
E) evaluation of an employee wherein subordinates, peers, and managers provide comprehensive feedback

Question 5

A prerequisite condition for job rotation is the ________.

A) presence of high level of autonomy among workers
B) presence of high need for affiliation among workers
C) presence of employees with similar skill sets and requirements
D) presence of alternative work arrangements for employees to avail
E) presence of employee involvement programs

Question 6

Samantha Barnes is an emergency medical technician. Recently, during an emergency call, she was able to resuscitate a man who had a cardiac arrest. Subsequently, she spent some time calming the 12-year-old daughter of the patient and looked after her till the rest of the patient's family arrived at the hospital. Based on this description, it can be concluded that Samantha's job is high in ________.

A) task identity
B) feedback
C) extrinsic rewards
D) task significance
E) job rotation

Question 7

The periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level is defined as ________.

A) job enlargement
B) job analysis
C) job rotation
D) job sharing
E) job enrichment

Question 8

________ is an extrinsic means of motivation.

A) Recognition
B) Autonomy
C) Responsibility
D) Flexibility
E) Salary

Question 9

Job design is defined as the ________.

A) degree to which the job rewards competence
B) way the elements in a job are organized
C) degree to which the job contributes to profit margins
D) degree of decision-making power with the immediate superiors
E) way the job is evaluated in terms of its relative worth to other jobs

Question 10

Which of the following statements is true of the job characteristics model?

A) The operation of the model is universal and unaffected by cultural factors.
B) The operation of the model is relatively individualistic in nature.
C) The operation of the model requires employees to have similar skill sets.
D) The operation of the model cannot be quantitatively measured.
E) The operation of the model fulfils only extrinsic motivational needs.

Question 11

According to the job characteristics model, autonomy is defined as the degree to which ________.

A) a job requires completion of a whole and identifiable piece of work
B) a job generates direct and clear information about performance
C) a job provides the worker freedom, independence, and discretion
D) a job has an impact on the lives or work of other people
E) a job requires a variety of different activities

Question 12

With reference to the job characteristics model, which of the following defines task identity?

A) the degree to which a job requires completion of a whole and identifiable piece of work
B) the degree to which work activities generate direct and clear information about performance
C) the degree to which a job provides the worker freedom in scheduling and procedure
D) the degree to which a job has an impact on the lives or work of other people
E) the degree to which a job requires a variety of different activities

Question 13

Adam Sears is an assembly line employee with Swenson Motors. Though Adam is popular among his supervisors and colleagues, Adam experiences low morale and lack of motivation. He feels frustrated that his job is restricted to fixing nuts and bolts on the car parts. He fears that he has no chances of advancing in his career as he cannot completely assemble a car. Which of the following is true with regard to Adam?

A) Adam's job has high task complexity.
B) Adam's job has a high span of control.
C) Adam's job has low role definition.
D) Adam's job has low task identity.
E) Adam's job has high task significance.

Question 14

One of the methods of job enrichment is to expand jobs vertically. This method involves modifying the ________ dimension of the job.

A) task significance
B) autonomy
C) feedback
D) task identity
E) skill variety

Question 15

Managers at Flavors, a restaurant chain, train their employees such that in the absence of employees, someone trained in the same skills can step in and do the job equally well. Thus, many modules in training are extensive as they provide employees with details of the skill sets required for different jobs. In practice, this lengthy training program does help the company as a well-trained and flexible workforce is at their disposal at all times. The managers at Flavors use ________.

A) job rotation
B) vertical enhancement
C) telecommuting
D) job sharing
E) flextime

Question 16

With reference to the job characteristics model, which of the following defines skill variety?

A) the degree to which a job requires completion of a whole and identifiable piece of work
B) the degree to which work activities generate direct and clear information about performance
C) the degree to which a job provides the worker freedom in scheduling and procedure
D) the degree to which a job has an impact on the lives or work of other people
E) the degree to which a job requires a variety of different activities tapping different abilities

Question 17

Which of the following statements is true regarding job rotation?

A) It decreases the flexibility with which an organization can adapt to a change.
B) It decreases employee motivation.
C) It decreases productivity in the short-run.
D) It decreases supervisory workload.
E) It decreases the flexibility in scheduling work.

Question 18

According to the job characteristics model, ________ indicates the degree to which carrying out work activities generates direct and clear information about your own performance.

A) task significance
B) autonomy
C) feedback
D) task identity
E) skill variety

Question 19

According to the job characteristics model, task significance is the degree to which ________.

A) a job requires completion of a whole and identifiable piece of work
B) a job generates direct and clear information about performance
C) a job provides the worker freedom in scheduling work and determining its procedure
D) a job bears an impact on the lives or work of other people
E) a job requires a variety of different activities

Question 20

Which of the following series of dimensions of the job characteristics model (JCM) combine to create meaningful work?

A) autonomy, task identity, and feedback
B) skill variety, autonomy, and task significance
C) skill variety, autonomy, and feedback
D) feedback, task identity, and task significance
E) skill variety, task identity, and task significance

Question 21

An MNC in a developing country is operating amidst severe space constraints, and the infrastructural conditions in the city are bad, causing a lot of lost man-hours. Anticipating rapid growth in the months to come, the company has created a recruitment plan based on its revenue expectations. However, it wants to manage this expansion without undertaking an expensive physical expansion. Which of the following could be a solution for the company?

A) profit-sharing
B) groupshifting
C) telecommuting
D) gainsharing
E) codetermining

Question 22

Telecommuting is an option that suits professionals like ________.

A) trainers
B) nurses
C) analysts
D) receptionists
E) sales representatives

Question 23

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 also 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) telecommuting
C) job rotation
D) job sharing
E) job enrichment

Question 24

Which of the following is the distinct characteristic of participative management programs?

A) joint decision making
B) representative participation
C) performance norms
D) establishment of work councils
E) autocratic decision making

Question 25

To be effective, an employee involvement program must ________.

A) rightsize the company by eliminating obsolete positions
B) incorporate the unique demands of different cultures
C) mandatorily establish work councils in the company
D) eliminate the influence of employees in managerial decision making
E) implement autocratic ways of handling its employees

Question 26

Which of the following alternative work arrangements enables the organization to draw on the talents of more than one individual in a given job?

A) telecommuting
B) flextime
C) gainsharing
D) profit-sharing
E) job sharing

Question 27

Which of the following is the major drawback of job sharing from management's perspective?

A) increase in supervisory workload
B) increased costs for providing supporting infrastructure (such as desk and computer) to two employees instead of one
C) difficulty in finding compatible partners
D) difficulty in designing the reward structure
E) difficulty in coordinating schedules

Question 28

Amanda McPherson is a working mother with one child and an ailing parent to look after in addition to her duties as a wife and job responsibilities as a legal consultant. Since Amanda always felt pressed for time, the news that the consultancy she worked for would allow her to work from home two days a week came as a great relief to her. She now feels more motivated to work for the company as the company has taken into account her personal and professional needs. The company has allowed Amanda to use the option of ________.

A) gainsharing
B) offshoring
C) telecommuting
D) homeshoring
E) work sharing

Question 29

________ is a participative process that uses employees' input to increase their commitment to the organization's success.

A) Job enrichment
B) Employee involvement
C) Vertical integration
D) Groupshifting
E) Job sharing

Question 30

Beyond redesigning the nature of the work itself and involving employees in decisions, another approach to making the work environment more motivating is to alter work arrangements to meet employee needs. Which of the following is designed to give an employee greater control of their schedule?

A) flextime
B) gainsharing
C) job rotation
D) job enlargement
E) job enrichment

Question 31

The option of working at home at least 2 days a week on a computer linked to the employer's office is termed as ________.

A) work sharing
B) social loafing
C) offshoring
D) telecommuting
E) homeshoring

Question 32

Which of the following factors represents the influence of social aspects of the work environment on motivation?

A) task identity
B) autonomy
C) feedback
D) interdependence
E) skill variety

Question 33

After the training and development manager at Add Worth, Nicole Hayes, resigned, the CEO has made it a priority that the position be filled soon by someone of equal expertise and experience as Nicole. To locate the right candidate, Jennifer Ray, the HR manager, has been contacting recruitment firms, checking job sites, and pushing for referrals from the employees. However, she has only found candidates with little or no experience in the field who were willing to work full time for the position. At the next meeting with the CEO, Jennifer proposes an alternative strategy; she suggests hiring two experienced candidates who are open to the idea of handling the training needs on a part-time basis as a team. The CEO listens to her proposal but is not too convinced by it. Which of the following, if true, would strengthen Jennifer's proposal to use work sharing for the vacant position?

A) Trainers are exempted from the requirement of being at the office throughout the common core period of the workday.
B) The employees of the company on the work council have planned to demand the flextime option.
C) A good proportion of the company's prized workforce comprises employees from the baby boomer generation who are set to retire in the impending future.
D) The headhunting firms that Jennifer contacted are usually helpful in generating a good pool of potential candidates.
E) A rival firm recently adopted telecommuting to reduce administrative costs cutting into its bottom line.

Question 34

For management, the major downside of telecommuting is ________.

A) decreased productivity
B) increased turnover
C) reduced morale
D) difficulty in scheduling work
E) less direct supervision of employees

Question 35

The job characteristics model describes five dimensions of a job. A job can be enriched by modifying one or more of these five dimensions. Which of the following methods of job enrichment involves modifying skill variety and task identity dimensions of a job?

A) combining tasks
B) forming natural work units
C) establishing client relationships
D) expanding jobs vertically
E) opening feedback channels

Question 36

Employees who use the flextime option have to ________.

A) work from the office for three days of the week
B) work from home on a relatively permanent basis
C) work from the office based on a schedule fixed with the compatible partner they function with
D) work from the office during the common core period and put in the extra hours as per their convenience
E) work from home only two days a week

Question 37

The job characteristic model fails to consider the role ________ plays in employee motivation.

A) job design
B) meaningfulness
C) social support
D) growth need
E) responsibility

Question 38

Which of the following statements is true regarding job sharing?

A) It expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.
B) It is also called cross-training.
C) It allows two or more individuals to split a traditional 40-hour-a-week job.
D) It involves periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level.
E) Job sharing is a method of job enrichment.

Question 39

Participative management is a method of management where ________.

A) representatives of workers form work councils and these councils must be consulted when management makes decisions about employees
B) few representatives of workers sit on a company's board of directors
C) subordinates share a significant degree of decision-making power with their immediate superiors
D) low-level workers meet occasionally with the CEO to discuss problems within their department
E) low-level workers are responsible for making corporate policy decisions

Question 40

An arrangement that allows two or more individuals to split a traditional 40-hour-a-week job is called ________.

A) flextime
B) job sharing
C) gainsharing
D) telecommuting
E) job rotation

Question 41

In which of the following variable-pay programs is the pay level based on how many skills employees have or how many jobs they can do?

A) bonuses
B) piece-rate pay
C) skill-based pay
D) gainsharing
E) merit-based pay

Question 42

Internal equity refers to the ________.

A) list of the knowledge, skills, and abilities required in a particular job
B) arrangement of the elements of different jobs in the organization
C) worth of the job to the organization
D) organization's pay relative to pay elsewhere in its industry
E) framework of tasks, duties, and responsibilities that the job involves

Question 43

Which of the following is an example of a piece-rate plan?

A) $20 for each hour of work
B) $2 for each unit produced
C) stock options at cheaper prices
D) straight commission plan
E) spot bonuses

Question 44

Daichi Inc. is a Japanese software development firm known for its high quality products. Recently, the company held its annual conference and awarded all those employees who were in the top five percent with substantial monetary rewards. Their performance was evaluated on the basis of target achievement, client feedback, and quality ratings. Employees whose performance had not changed drastically were given a minor raise and those who faired badly received no incentives. Many employees blamed the company of creating differences among employees because they felt that it would harm the company in the long run, but Daichi Inc. truly believes that to retain and motivate its best performers, a large incentive is a good step. Daichi Inc. is using a(n) ________ here.

A) piece-rate plan
B) employee stock ownership plan
C) modular plan
D) merit-based plan
E) flexible benefits plan

Question 45

The ________ pay plan has long been popular as a means of compensating production workers by paying a fixed sum for each unit of production completed.

A) competency-based
B) gainsharing
C) piece-rate
D) profit sharing
E) merit-based

Question 46

________ bases a portion of an employee's pay on some individual and/or organizational measure of performance.

A) Guaranteed pay program
B) Variable-pay program
C) Flexible benefits program
D) Modular plans program
E) Base pay program

Question 47

Which of the following statements is true regarding gainsharing?

A) Gainsharing focuses on productivity gains rather than profits.
B) Gainsharing involves paying employees based on the number of new skills acquired by them in a specific time period.
C) Gainsharing does not distribute profits, only gains in profits.
D) Employees working under gainsharing plans have a greater feeling of psychological ownership.
E) Gain sharing encourages social loafing.

Question 48

Which of the following is Theory X consistent with?

A) the autocratic style of managing people
B) the principles of participative management
C) the vertical enhancement of jobs to enhance autonomy
D) the use of recognition and achievements to motivate employees
E) the reduced need of supervision and direction from managers

Question 49

Which of the following represents a pay plan that rewards employees for recent performance rather than historical performance?

A) bonus
B) flexible benefits
C) modular plans
D) cafeteria plans
E) base salary

Question 50

Representative participation is characterized by ________.

A) joint decision making by employees and management
B) democratic leadership behaviors
C) open and honest two-way communication
D) a significant positive impact on employee morale and performance
E) compliance with the legal need to redistribute power within organizations

Question 51

The two major forms of employee involvement are participative management and ________.

A) organizational restructuring
B) job sharing
C) representative participation
D) job rotation
E) job enlargement

Question 52

The external competitiveness of an organization's pay relative to elsewhere in the industry is measured by its ________.

A) external benefit
B) external rotation
C) external costs
D) external equity
E) external liability

Question 53

The main drawback of representative participation as an employee involvement measure is that ________.

A) it is a time-consuming process
B) it is able to exert its impact only in the short run
C) it is primarily symbolic in its impact
D) it is consistent with the Theory Y view of motivation
E) it is likely to require a major change in organizational roles

Question 54

Woodworth & Baines is a retail chain that has taken up numerous measures to improve employee attitude, motivation, and organizational performance. New training programs, employee engagement initiatives, and an employee welfare council were the three main strategies implemented as part of the employee empowerment program. Norman Kilner was one of twenty employees nominated to the employee welfare council where they were required to interact with the management to promote the interests of the employees. Additionally, the job roles of these twenty employees were vertically enhanced to give them more autonomy in the organization. However, six months into the employee empowerment program, a survey by HR revealed no actual change in employee attitudes. Similarly, a survey conducted by the production manager revealed that work productivity had not increased by any substantial measure either. Which of the following, if true, would best explain this outcome?

A) Management strengthened the regulations relating to employee absenteeism in this period.
B) Management retained the degree of control they had in the organizational affairs.
C) The company moved from a merit-based to a piece-rate pay system in the last quarters.
D) The employees performed poorly because of the lack of training and development programs.
E) Management implemented a 360-degree feedback system for performance appraisals.

Question 55

A ________ plan distributes compensation based on some established formula designed around revenue of the company.

A) piece-rate
B) merit-based
C) skill-based
D) profit-sharing
E) competency-based

Question 56

Which of the following statements is true regarding a merit-based pay plan?

A) It bases pay levels on how many skills employees have or how many jobs they can do.
B) It is also called competency-based pay plan.
C) Unions typically resist merit-based pay plan.
D) It distributes compensation based on an established formula designed around a company's profitability.
E) A typical merit-based pay plan provides no base salary and pays the employee only for what he or she produces.

Question 57

________ is a formula-based group incentive plan that uses improvements in group productivity from one period to another to determine the total amount of money allocated.

A) Employee stock ownership plan
B) Gainsharing
C) Profit-sharing
D) Piece-rate pay plan
E) Merit-based pay plan

Question 58

What is an advantage of bonuses over merit-based pay plan?

A) Employees don't view bonuses as a part of their salary.
B) Bonuses improve flexibility of the workforce.
C) Bonuses are paid based on a formula.
D) Bonuses improve performance of the group as a whole.
E) Employees are rewarded for recent performance.

Question 59

A ________ pay plan pays for individual performance based on performance appraisal ratings.

A) piece-rate
B) merit-based
C) employee stock ownership
D) profit sharing
E) gainsharing

Question 60

The two most common forms of representative participation are ________ and board representatives.

A) quality circles
B) work councils
C) employee unions
D) task teams
E) cross-functional teams

Question 61

An advantage of the ________ plan is that benefits accrue to groups of workers, high-performing workers pressure weaker performers to work harder, improving performance for the group as a whole.

A) modular
B) gainsharing
C) skill-based pay
D) flexible benefits
E) profit-sharing

Question 62

Individualized rewards by allowing each employee to choose the compensation package that best satisfies his or her current needs and situation are called ________.

A) variable pay programs
B) standardized benefits packages
C) employee recognition programs
D) employee involvement programs
E) flexible benefits plans

Question 63

At Dortix, a manufacturing company, at the end of every quarter, the total production of each department is calculated, compared with the predetermined targets, and the rewards for each set of divisional employees is determined this way. Dortix uses a ________ plan to incentivize its employees.

A) profit-sharing
B) gainsharing
C) core-plus
D) modular
E) bonus

Question 64

Feedback is the degree to which carrying out work activities generates direct and clear information about one's own performance.

Question 65

At Esco Retail, all employees are constantly driven to work hard. The company places maximum emphasis on stocking high quality goods and providing high quality service to retain the edge they have in the retail industry. To promote organizational commitment further, employees are incentivized by enabling them to purchase company shares at below-market prices as a part of their benefits. This mode of providing incentives represents the use of ________.

A) flexible benefits plans
B) merit-based plans
C) modular plans
D) employee stock ownership plans
E) core-plus plans

Question 66

John Dunker is one of the best firefighters in his squad and he recently received an award for his outstanding performance. From this information, it may be concluded that John's job has low task significance.

Question 67

Exsell is a popular consumer goods company known for hiring the best resources and using the best technology to produce an extensive range of goods. The manufacturing units consider productivity to be the only criterion; targets are upgraded, supervised, and rewarded amply. The groups with the highest productivity in each manufacturing unit owned by Exsell are incentivized using a substantial monthly monetary reward program. Of late, there have been some rumors about the company not doing very well in the market. Many claims of defective quality, declining market share, and employee unrest have been doing the rounds. However, the CEO of Exsell recently held a conference with the organization and the media to share its expansion plans for the coming year. He ended the conference with a discussion of how the profit margin of the company had grown substantially but many employees were left in doubt. Which of the following, if true, would indicate the need for Exsell to replace gainsharing with profit-sharing as a variable pay program for its employees?

A) The company used a merit-based pay plan for decades to reward the employees who deserved recognition for good performance.
B) The company has opened multiple product categories and is experiencing brand dilution.
C) Executives who receive and evaluate client feedback have found a lot of quality concerns with the products dispatched in recent times.
D) The economy is showing signs of robust growth after last year's recession and losses.
E) The consumer goods industry has traditionally had higher barriers to entry than other industries of similar size and reach.

Question 68

Flexible spending plans consist of ________.

A) a set of core of essential benefits and a menu-like selection of others from which employees can select
B) no base salary and pays the employee only for what he or she produces on the basis of a fixed sum for each unit of production completed
C) a fraction of a company's profit margins determined on the basis of an established formula
D) pretax dollars up to the dollar amount offered in the plan that an employee sets apart to pay for particular benefits
E) modules of benefits, each of which meets the needs of a specific group of employees

Question 69

Sally Peterson, who works as an entry-level editor, wants to go for dental reconstruction surgery and sent a query to her HR department asking for a list of preferred hospitals. The HR looked through her healthcare plan which provided only a minimum coverage for routine drugs and vision care. Consequently, the HR manager has recently informed her that if she wishes to carry on with the dental procedure, she will have to pay for it on her own. Which of the following healthcare plans should she avail to meet her needs?

A) a basic modular plan
B) a standardized benefits package
C) a core-plus plan
D) a fringe benefits plan
E) a 401k plan

Question 70

Jack Holmes is a middle-aged, lower-level employee at an automobile service center. Though he is not paid very well, he loves his job. His supervisor speaks to him with respect and he is the favored candidate for mentoring new employees because on the vast experience he holds in the job. Based on this information, which of the following is most likely to be the reason Jack likes his job?

A) recognition
B) prospects of growth
C) salary
D) flextime
E) job sharing

Question 71

The job characteristics model describes any job in terms of five core job dimensions and these five dimensions are skill variety, task significance, recognition, reward, and feedback.

Question 72

Which of the following statements is true regarding an employee stock ownership plan (ESOP)?

A) Under this plan, employees acquire company shares often at below-market prices.
B) There exists a strong correlation between ESOPs and employee performance.
C) The financial stake in the company is adequate to use ESOPs as an effective means to motivate employees.
D) ESOPs are effective because, like bonuses, they reward recent performance.
E) ESOPs are also called competency-based pay plans.

Question 73

Which of the following variable pay programs is free from dependence on company profits?

A) profit-sharing
B) job sharing
C) bonuses
D) employee stock ownership plans
E) gainsharing

Question 74

________ are predesigned packages or modules of benefits, each of which meets the needs of a specific group of employees.

A) Modular plans
B) Employee stock ownership plans
C) Profit sharing plans
D) Merit-based plans
E) Flextime plans

Question 75

Core-plus plans consist of ________.

A) predesigned packages of benefits that an employee must accept as a whole
B) monetary benefits which are linked to one's performance appraisals
C) fractions of a company's profit margins determined on the basis of an established formula
D) pretax dollars up to the dollar amount offered in the plan that an employee sets apart to pay for particular benefits
E) essential benefits and a menu-like selection of other benefits that an employee can choose from

Question 76

For employee stock ownership plans to be effective in improving performance, they must ________.

A) be based solely on productivity like gainsharing plans
B) be implemented such that employees psychologically experience ownership
C) be determined on the basis of performance appraisals and recent performance
D) be planned such that they are unaffected by company profitability
E) be based on the market compensation philosophy

Question 77

Which of the following is an example of an intrinsic reward?

A) bonus
B) profit-sharing plan
C) employee stock option
D) employee recognition
E) gainsharing

Question 78

Which of the following statements is true regarding flexible benefits?

A) Flexible benefits are awarded through uniform packages to cover the requirements of a married couple with two children.
B) Flexible benefits are in accordance with the belief that employees have identical needs that must be rewarded identically.
C) Gainsharing and profit-sharing plans are two major types of flexible benefits.
D) Flexible benefits can be altered to meet employee needs based on age, marital status, and number and age of dependents.
E) Flexible benefits are given based on an employee's skills, competence, and productivity.

Question 79

Task identity is defined as the degree to which a job requires a variety of different activities so the worker can use a number of different skills and talent.

Question 80

Which of the following statements is true regarding employee recognition?

A) Employee recognition is an extrinsic reward.
B) Critics argue that employee recognition programs are highly susceptible to political manipulation by management.
C) Employee recognition programs are expensive.
D) Centralized programs across multiple offices in different countries can hinder the process of employee recognition programs.
E) Employee stock option is a more powerful workplace motivator than recognition.