Question 1

Who developed the hierarchy of human needs?

Accepted Answer

The hierarchy of human needs was developed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation."

Question 2

Determining how the physical work environment affects productivity was the objective of which of the following?

Accepted Answer

The first Hawthorne study examined the relationship between the physical working environment and productivity, specifically lighting conditions.

Question 3

Which movement was born from the insights from the Hawthorne studies?

Accepted Answer

The Hawthorne studies highlighted the importance of social and psychological factors in the workplace, leading to the emergence of the human relations movement, which emphasized the importance of employee satisfaction and participation in decision-making. The other choices (piece-rate, social acceptance, group dynamics) were not directly related to the insights from the Hawthorne studies.

Question 4

Frederick W. Taylor's research led to the emergence of scientific management, which is defined as which of the following?

Accepted Answer

Scientific management, as defined by Frederick W. Taylor, is the application of scientific principles to the management of work and workers. It involves studying work processes to find the most efficient way to complete tasks, creating standardized procedures for workers to follow, and using monetary incentives to motivate employees to increase their productivity. It is based on the idea that work can be broken down into individual tasks that can be scientifically analyzed and improved for maximum efficiency.

Question 5

When Sara was recognized by the store manager for exceeding her past year's objectives, and when the announcement of her promotion to assistant store manager was made, this fulfilled which level on the hierarchy of needs?

Accepted Answer

Being recognized for one's achievements and receiving a promotion fulfills the esteem level on the hierarchy of needs, which includes the need for self-esteem, achievement, status, and recognition from others.

Question 6

Which of the following involves the idea that satisfaction and dissatisfaction are different scales altogether?

Accepted Answer

The two-factor theory, also known as the motivation-hygiene theory, suggests that satisfaction and dissatisfaction are not opposite ends of the same scale, but rather two separate scales. Satisfaction is related to factors such as achievement, recognition, and personal growth, while dissatisfaction is related to factors such as work conditions, pay, and job security. This theory emphasizes the importance of addressing both sets of factors in order to motivate and retain employees.

Question 7

Janna owns a business that sells handmade jewellery. Under which of the following systems does she pay her employees a certain amount for each bracelet and necklace they produce, regardless of the amount of time it takes to make?

Accepted Answer

The piece-rate system pays employees a certain amount for each item they produce, regardless of the time it takes. This system is commonly used in manufacturing and assembly line jobs, such as Janna's handmade jewelry business. The wage system (A) pays hourly wages, the quota system (B) sets a production goal for employees to meet, and the commission plan (D) pays employees a percentage of the sales they make.

Question 8

Taylor's methods of scientific management mainly addressed productivity, whereas the Hawthorne studies uncovered the importance of which of the following?

Accepted Answer

The Hawthorne studies uncovered the importance of employee motivation and how it can impact productivity. Lighting and piece-rate payments were also studied, but the main finding was the impact of motivation on productivity. Taylor's methods of scientific management focused solely on productivity and did not delve into the importance of employee motivation.

Question 9

Which of the following is a component of Taylor's methods of scientific management?

Accepted Answer

Using time-motion studies to optimize methods for completing a task is one of the primary components of Taylor's methods of scientific management. The other options are not specific components of Taylor's methods.

Question 10

The results of an employee satisfaction survey at The Cline Company show that employees are generally dissatisfied. If managers at The Cline Company wanted to increase employee satisfaction, which of the following would be effective in doing so?

Accepted Answer

Increasing employees' hourly pay is a proven method for improving employee satisfaction. This shows that the company values its employees and can help reduce financial stress, which can negatively affect job satisfaction. The other options, such as awards based on years of service, increasing job responsibilities or providing recognition in the company newsletter are good employee motivators but may not directly address the reasons for employees' dissatisfaction.

Question 11

Dave was in class listening to a lecture when his stomach started to rumble because he hadn't eaten any breakfast. He couldn't concentrate on the lecture, instead he kept watching anyone in the class that was eating a snack. Dave couldn't focus because he had not satisfied which of the following needs according to Maslow?

Accepted Answer

Maslow's hierarchy of needs suggests that physiological needs, such as food, water, and shelter, are the most basic and must be met before an individual can focus on higher needs such as safety, social, and self-actualization. Therefore, Dave's inability to focus is due to his unmet physiological need for food.

Question 12

Under Herzberg's theory, when motivation factors are present in the work environment workers will be satisfied, but workers can become dissatisfied when which of the following factors are absent?

Accepted Answer

Herzberg's theory distinguishes between motivation factors that can increase employee satisfaction and hygiene (maintenance) factors that, if absent, can cause dissatisfaction. Maintenance or hygiene factors include aspects like salary, work conditions, and company policies.

Question 13

According to two-factor theory, if Dow Chemical were to emphasize achievement, recognition, responsibility, and advancement for its employees, it would be emphasizing which of the following?

Accepted Answer

Motivation factors, also known as satisfiers, are those job characteristics that lead to motivation and satisfaction. These include achievement, recognition, responsibility, and advancement. Two-factor theory suggests that focusing on these factors will lead to greater employee motivation and job satisfaction.

Question 14

Theo is a summer intern at a Ford assembly plant. Managers at the plant recently introduced an employee suggestion box, where employees could submit ideas on how to improve the plant. Theo overhears one of the managers commenting that production at the plant has increased by 5%, and the only employee suggestions that have been implemented are an additional 15-minute break once workers reached half of their daily quota and new items added in the break-room vending machine. Theo knows that production has increased for which of the following reasons?

Accepted Answer

The Hawthorne studies showed that when employees feel valued and their input is considered, their productivity increases. Implementing suggestions from the employee box likely made the workers feel more integral to the organization, thus improving their performance.

Question 15

According to two-factor theory, if Dow Chemical were to emphasize interpersonal relationships, job security, and working conditions, it would be emphasizing which of the following?

Accepted Answer

According to two-factor theory, there are two types of factors that affect employee motivation and job satisfaction: hygiene/maintenance factors (such as working conditions, job security, and interpersonal relationships) and motivation factors (such as growth opportunities, recognition, and achievement). Hygiene/maintenance factors are necessary for preventing dissatisfaction and ensuring employees are comfortable in their work environment, but they do not necessarily lead to increased motivation or job satisfaction. Therefore, if Dow Chemical were to emphasize interpersonal relationships, job security, and working conditions, it would be emphasizing maintenance/hygiene factors.

Question 16

A sense of belonging is a characteristic of which level in the hierarchy of needs?

Accepted Answer

A sense of belonging is a social need, as it pertains to our desire for connection and relationships with others. It falls within the second level of Maslow's hierarchy of needs, which is the social level.

Question 17

In the first set of Hawthorne experiments dealing with lighting, what was the main conclusion?

Accepted Answer

The main conclusion from the first set of Hawthorne experiments, which dealt with lighting, was that employees work harder when they receive added attention, a phenomenon later termed the Hawthorne effect. This finding indicated that the social and psychological factors in the workplace could have a significant impact on productivity, beyond the physical conditions such as lighting.

Question 18

Which of the following is an example of Herzberg's motivation factors?

Accepted Answer

Herzberg's motivation factors are intrinsic and include things like achievement, recognition, interesting work, growth, responsibility, and advancement. Responsibility is an example of an intrinsic motivator as it provides employees with a sense of autonomy and control over their work. Pay, working conditions, and job security are extrinsic motivators, which are not part of Herzberg's motivation factors.

Question 19

Although Taylor's scientific management approach led to increased productivity it did not address which of the following, resulting in productivity increasing only to a certain point?

Accepted Answer

Taylor's scientific management approach focused only on improving the efficiency and productivity of work processes by analyzing and standardizing tasks, but it did not address the workers' motivation and satisfaction levels. As a result, productivity increased only to a certain point, beyond which it became difficult to motivate the workers to perform at their optimal levels.

Question 20

Who developed the two-factor theory?

Accepted Answer

The two-factor theory (also known as the motivation-hygiene theory) was developed by Frederick Herzberg.

Quiz 10: Motivating Employees and Teams