Question 1

Which of the following is the most legitimate reason why executive salaries tend to be so much higher than other employees' salaries?
A) Executives always have more experience than other workers.
B) Executive decisions can dramatically impact an organization's survival.
C) Salary is the only motivator that can be used with executives.
D) High salaries are needed to recruit executives to high positions.

Accepted Answer

Executive decisions can have a significant impact on the success or failure of a company, so it is crucial to have experienced and skilled executives in high positions. Offering higher salaries can be a way to attract and retain top talent in these critical roles. However, this does not mean that salary is the only motivator for executives, and it does not necessarily imply that executives always have more experience than other workers.

Question 2

Which of the following is not a necessary condition for an effective performance-based merit pay system?
A) Accurate measurement and documentation of employee performance
B) Fair administration of performance-based pay decisions
C) Merit pay increases large enough to be meaningful to employees
D) All of the above are critical.

Accepted Answer

All the options listed are necessary conditions for an effective performance-based merit pay system. Accurate measurement ensures fairness and transparency, fair administration is crucial for employee trust, and meaningful increases are necessary for motivation.

Question 3

Job rotation is an example of which of the following types of job design?
A) Industrial
B) Mechanistic
C) Humanistic
D) Physical

Accepted Answer

Job rotation is a type of job design that falls under the humanistic approach, which focuses on creating jobs that are satisfying and meaningful for employees. This type of job design emphasizes the importance of considering employees' needs and preferences in order to create jobs that are engaging, challenging, and rewarding. Job rotation involves rotating employees through different jobs or tasks within an organization, which can help to broaden their skills and knowledge, increase their motivation and job satisfaction, and reduce boredom and burnout.

Question 4

A _________ reward might be salary and benefits, whereas a ________ reward could be recognition or praise.
A) tangible, intangible
B) real, imagined
C) useful, impractical
D) financial, emotional

Accepted Answer

Tangible rewards are those that are physical or material and can be quantified, such as salary and benefits. Intangible rewards, on the other hand, are non-physical and cannot be directly quantified, such as recognition or praise. Therefore, option A is the correct answer. Options B, C, and D are not as suitable as they do not accurately represent the difference between tangible and intangible rewards.

Question 5

Vertical loading refers to which of the following job design strategies?
A) Demand reduction
B) Role clarification
C) Job enrichment
D) Interdependence building

Accepted Answer

Vertical loading is a job design strategy that involves increasing the level of responsibility and control that an employee has over their work. This is typically achieved through job enrichment, which involves adding more challenging or meaningful tasks to a job to give employees a greater sense of ownership and autonomy. Options A, B, and D are not related to vertical loading.

Quiz 10: Organizational Applications of Motivation Theory

Which of the following is the most legitimate reason why executive salaries tend to be so much higher than other employees' salaries?

Which of the following is not a necessary condition for an effective performance-based merit pay system?

Job rotation is an example of which of the following types of job design?

A _ reward might be salary and benefits, whereas a reward could be recognition or praise.

Vertical loading refers to which of the following job design strategies?