Question 1

A pediatric nurse working in an intensive care unit would have which job characteristic?

Accepted Answer

High significance refers to the importance of the nurse's role in the care of critically ill children.

Question 2

According to Maslow, a need stops motivating

Accepted Answer

According to Maslow's hierarchy of needs theory, a need stops motivating when it is substantially satisfied, at which point the individual is motivated by the next higher need in the hierarchy.

Question 3

The_____________ theory of motivation specifically addresses the issues on which job enrichment focuses.

Accepted Answer

The motivation-hygiene theory, also known as Herzberg's two-factor theory, specifically addresses the issues on which job enrichment focuses, such as improving job satisfaction by addressing intrinsic factors related to the work itself and the conditions under which work is performed.

Question 4

Considering motivation as defined by Herzberg's Motivation- Hygiene Theory, which of the following would not be considered a hygiene factor?

Accepted Answer

Herzberg's Motivation-Hygiene Theory distinguishes between hygiene factors and motivators. Hygiene factors, such as regulations, supervision, and benefits, do not lead to higher motivation or job satisfaction but their absence can cause dissatisfaction. Autonomous decision-making is considered a motivator, not a hygiene factor, as it can lead to increased job satisfaction and motivation.

Question 5

According to the equity theory, rewards, recognition, promotions, and pay are considered_____________ .

Accepted Answer

The answer of According to the equity theory, rewards, recognition,...

Question 6

Which of the following is not a key component in the definition of motivation?

Accepted Answer

Motivation is typically defined by elements such as effort, needs, and organizational goals, but not by a hierarchy, which is more related to the structure of organizations rather than the internal or psychological processes of motivation.

Question 7

In the job characteristics model (JCM), the links between job dimensions and outcomes are moderated or adjusted by the strength of the _____________need.

Accepted Answer

The Job Characteristics Model (JCM) suggests that the relationship between job characteristics and job outcomes is moderated by the strength of an individual's growth need. This means that individuals with a high need for growth are more likely to experience positive outcomes from jobs that are high in motivating characteristics.

Question 8

The _____________category of the equity theory refers to input outcome ratios that are unique to the individual.

Accepted Answer

The "self" category in equity theory refers to the input-outcome ratios that are unique to the individual, focusing on how individuals perceive their own contributions and rewards in comparison to others.

Question 9

John has a job that pays well and claims that his job is so easy that he goes to work to relax after a busy weekend. Based on Herzberg's Motivation- Hygiene Theory

Accepted Answer

Herzberg's Motivation-Hygiene Theory suggests that hygiene factors (such as job security, salary, and working conditions) do not motivate employees but can cause dissatisfaction if missing. Since John's job pays well and is easy, it implies that the hygiene factors are sufficiently met, making them more important to his current job satisfaction than motivators (factors leading to positive job satisfaction and motivation, such as achievement, recognition, and the work itself).

Question 10

Which of the following is not a core job dimension used in the job characteristics model?

Accepted Answer

The job characteristics model includes five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback. "Output" is not one of these core dimensions, making it the correct answer.

Question 11

Compensation plans, such as piece- rate plans and profit sharing, that pay employees on the basis of some performance measure are

Accepted Answer

Pay-for-performance programs are compensation plans that reward employees based on their performance, such as piece-rate plans where employees are paid for each item produced, or profit-sharing plans where employees receive a share of the company's profits. These programs are designed to motivate employees to perform at higher levels by directly linking their compensation to their performance outcomes.

Question 12

Which of the following is not true about the job characteristics model (JCM)?

Accepted Answer

The Job Characteristics Model (JCM) posits that the relationship between job characteristics and outcomes is mediated by psychological states, meaning job dimensions do not directly affect outcomes but do so through the psychological states they induce.

Question 13

A police detective who schedules his/her own work, makes contacts without supervision, and decides on the most effective techniques for solving cases would have which job characteristic?

Accepted Answer

The ability to schedule one's own work, make contacts without supervision, and decide on the most effective techniques for solving cases indicates a high level of autonomy in the job, as the individual has significant control over their work and decision-making processes.

Question 14

Commuting to and from work in many large cities requires two or more hours each day which can make workers tired before they even get to their job. Some companies offer_____________ as a way to alleviate the strain.

Accepted Answer

Flexible work schedules and telecommuting allow employees to work from home or adjust their working hours, which can significantly reduce or eliminate commuting time and alleviate the strain of long commutes.

Question 15

All of the following are needed in order for a person to view his/her job as meaningful work except

Accepted Answer

Autonomy is important for job satisfaction but is not directly related to perceiving work as meaningful. Task identity, skill variety, and task significance are more directly linked to the perception of meaningful work.

Question 16

If employees perceive their inputs- outcomes ratio to be equal to the relevant others that they compare themselves to, then

Accepted Answer

When employees perceive their inputs-outcomes ratio to be equal to those of relevant others, it indicates a state of equity, as per equity theory. This means they feel fairly treated in comparison to their peers.

Question 17

Application of Early Theories of Motivation
Weston has two very different first- line supervisors who report directly to him. Aaron really "cracks the whip" on his employees and firmly believes in strict controls and punishment for those employees who do not perform up to company expectations. Zach, on the other hand, has very few controls and believes that as long as people know what their objectives are, they will exercise self- control and self- direction. Aaron has been trying to use working conditions to increase the level of productivity in his department. Work conditions have not been very safe, and employees have complained frequently that they felt unsafe at work. However, when conditions were improved, employees were still not motivated. Zach had chosen to use responsibility and the opportunity for growth to increase his productivity levels, and he had been much more successful.
-Aaron was trying to use what types of factors to increase productivity?

Accepted Answer

Aaron was trying to use hygiene factors to increase productivity, which include working conditions and safety, aspects that do not inherently motivate but can cause dissatisfaction if lacking.

Question 18

Equity theory recognizes that individuals are concerned with

Accepted Answer

Equity theory focuses on how individuals perceive their rewards in relation to the rewards of others, emphasizing the importance of fairness and relative satisfaction in their work and rewards.

Question 19

Tom is an air traffic comptroller at a major metropolitan area airport. Even though he has a fixed schedule and strict procedures to follow, based on the Core Job Characteristics Model, he finds his job rewarding because it has a high level of

Accepted Answer

The answer of Tom is an air traffic comptroller at...

Question 20

Application of Maslow's Hierarchy of Needs
Jericho has several employees with a wide range of behaviors. He has been having a difficult time understanding where some of his employees are as far as motivation is concerned. He has just returned from a conference where Maslow's hierarchy of needs was discussed, and some of his employees seem to fall in those categories. First, there is Julie. She was just hired last week, and her preoccupation at the moment seems to be finding a place to live, grocery stores, and to locate things such as the fire and police departments. Jericho wonders if she will ever start thinking about work. Then, there is Jamie.
When Jericho asked her to work late next month, she said it was no problem as long as there was a security person to walk her across the company campus to the underground parking lot. Jericho easily arranged for the security guard. Then, there is Jason who just yesterday complained that his work was not challenging enough. He said he was not growing or using his full potential at what he was doing. Jessica also came to mind. What would he do with Jessica? She was their social butterfly, constantly flitting from one workstation to another, chatting with the employees. Not only was she not getting her work done, but also she was interrupting everyone else's work. And, finally, there was Lane who constantly needed attention and public recognition. If Lane accomplished a goal, he wanted everyone in the work area to realize he had met his goal. What a group of employees, thought Jericho.
-At which needs level is Julie currently functioning?

Accepted Answer

Julie is concerned with basic needs such as finding a place to live and locating essential services, which align with the physiological level of Maslow's hierarchy of needs. This level includes fundamental needs for survival such as food, water, and shelter.

Quiz 10: Motivating and Rewarding Employees