Question 1

Mini-Case
The first meeting between the new CEO of Idle Time Gaming, Inc., John Noble, and Howie Spradlin, the production manager, did not go smoothly. The purpose of the meeting was to discuss the problem of declining productivity and to develop a strategy to turn the situation around.
Howie started the conversation by handing Mr. Noble the most recent production report. "I've always thought that most of our employees were lazy, and now I've got proof," Howie stated. "We pay these guys the highest wages in the industry, provide them with a safe place to work, and make the job as simple as possible. We aren't asking these guys to do brain surgery, but productivity still lags and our production costs increase. I've told all the supervisors to watch these lazy bums every second to make sure they put in a full day's work. If those guys think I'm going to let them get away with goofing off, they're in for a rude awakening."
CEO Noble responded in a way that surprised Howie. "Maybe these employees aren't lazy, Howie, maybe they are just bored and resent the way we've treated them," he said. "The employees are experienced and well trained. They might work harder and smarter if the work were more interesting and rewarding. Their attitudes might even improve if we treated them with more respect. Maybe one of the best ways for you and me to understand where they're coming from is to spend some time alongside them."
For the next hour, the two discussed ways to improve worker motivation and performance. Howie left the meeting with an unsettled feeling. Many of Mr. Noble's suggestions seemed naïve to Howie. "Mr. Noble is the boss, but I think he is too optimistic regarding human nature," Howie mused. Reluctantly, Howie had to admit that his own approach had not succeeded in improving the plant's performance. He decided to take a hard look at some of Mr. Noble's ideas.
-Before ending the meeting, John Noble informed Howie that he would be sending out an e-mail to all employees asking for suggestions as to how the jobs could be restructured to improve productivity. As Howie walked back to the production site, he shook his head, "Is Noble from a different planet? Does he really think our workers have a clue?" Unlike Noble, Howie does not realize that:

Accepted Answer

John Noble's suggestion to send out an email to all employees asking for suggestions shows that he believes in open communication and involving employees in the decision-making process. This can be a powerful motivator for employees and can improve their attitudes and commitment to their jobs. Howie, on the other hand, believes in a more authoritarian approach and does not believe that employees will have any useful suggestions.

Question 2

Explain how managers could motivate employees by using expectancy theory? Create a story/example of expectancy theory at work, incorporating the three questions that according to expectancy theory employees will ask.

Accepted Answer

The answer of Explain how managers could motivate employees by...

Question 3

Describe the contributions of scientific management to improving worker productivity. What are some of the limitations of this approach?

Accepted Answer

The answer of Describe the contributions of scientific management to...

Question 4

A college graduate with a degree in psychology, Diana is in no hurry to find a job. In fact, she has elected to continue her education until she decides on the type of career she would like to pursue. Although she really likes some aspects of marketing, social work and social causes also appeal to her. Having worked part-time in a small business during college, she also thinks that working in her own business, independent of the control of others, may also be the way to go. Diana is typical of:

Accepted Answer

Diana's characteristics of continuing education and exploring different career options are typical traits of Gen Y (also known as Millennials). They value personal growth and work-life balance more than previous generations. Baby boomers (born between 1946-1964) are more focused on job security and stability, while Gen X (born between 1965-1980) value independence and flexibility. Gen Z (born after 1996) are just entering the workforce and have not yet established common characteristics.

Question 5

What is the key idea behind goal-setting theory? How does management by objectives help implement this idea?

Accepted Answer

The answer of What is the key idea behind goal-setting...

Question 6

List the three generations in the workplace today, and provide at least two characteristics of each generation that affect their motivation.

Accepted Answer

The answer of List the three generations in the workplace...

Question 7

Compare the assumptions Theory X makes about employees with those of Theory Y. How do these different assumptions influence management styles?

Accepted Answer

The answer of Compare the assumptions Theory X makes about...

Question 8

Mini-Case
The first meeting between the new CEO of Idle Time Gaming, Inc., John Noble, and Howie Spradlin, the production manager, did not go smoothly. The purpose of the meeting was to discuss the problem of declining productivity and to develop a strategy to turn the situation around.
Howie started the conversation by handing Mr. Noble the most recent production report. "I've always thought that most of our employees were lazy, and now I've got proof," Howie stated. "We pay these guys the highest wages in the industry, provide them with a safe place to work, and make the job as simple as possible. We aren't asking these guys to do brain surgery, but productivity still lags and our production costs increase. I've told all the supervisors to watch these lazy bums every second to make sure they put in a full day's work. If those guys think I'm going to let them get away with goofing off, they're in for a rude awakening."
CEO Noble responded in a way that surprised Howie. "Maybe these employees aren't lazy, Howie, maybe they are just bored and resent the way we've treated them," he said. "The employees are experienced and well trained. They might work harder and smarter if the work were more interesting and rewarding. Their attitudes might even improve if we treated them with more respect. Maybe one of the best ways for you and me to understand where they're coming from is to spend some time alongside them."
For the next hour, the two discussed ways to improve worker motivation and performance. Howie left the meeting with an unsettled feeling. Many of Mr. Noble's suggestions seemed naïve to Howie. "Mr. Noble is the boss, but I think he is too optimistic regarding human nature," Howie mused. Reluctantly, Howie had to admit that his own approach had not succeeded in improving the plant's performance. He decided to take a hard look at some of Mr. Noble's ideas.
-According to McGregor, Howie's views of his employees suggest he is a ____________ manager.

Accepted Answer

Howie's belief that employees are lazy and need to be constantly monitored reflects Theory X management, which assumes that employees inherently dislike work and need to be coerced or controlled to perform effectively. This is in contrast to Theory Y management, which assumes that employees are motivated and can be directed toward organizational goals with minimal supervision.

Question 9

Why did the results of the studies conducted at the Hawthorne plant surprise Elton Mayo and his fellow researchers? How did these results change the direction of management research?

Accepted Answer

The answer of Why did the results of the studies...

Question 10

On the long flight back from South Korea, Aaron had plenty of time to reflect upon the challenges of his business trip that took him to four Asian countries. His goal to sell his company's state-of-the-art bicycle pump to several foreign firms certainly could have gone better. Although the 10 companies he visited didn't turn him down, only one agreed to place an order. Representatives from one Indonesian firm and two Chinese firms asked him when he planned to come again! As Aaron reviewed his memories and notes, he pondered, "Didn't they realize the expense of these international trips?" Aaron is experiencing:

Accepted Answer

Aaron's experience suggests a cultural difference between high-context and low-context cultures. In high-context cultures, much of the communication is implicit and understood through social cues and context, while in low-context cultures, communication tends to be more explicit and direct. Aaron's frustration with the lack of orders and the prospective buyers' lack of understanding about the expenses of international trips indicates a mismatch in communication styles between Aaron's low-context culture and the high-context cultures of the prospective buyers.

Question 11

Alex, an employee at Green Spaces Irrigation Systems, is pleased that his old supervisor Wally retired. "Wishy" Wally, as the crew used to call him, seemed like a pretty nice guy, but seldom let Alex know if installations were adequate until something went wrong. The new supervisor starts each day with reviewing yesterday's successes and challenges, and gives everyone opportunity to voice their concerns. One of the best assets of __________ managers is their ability to provide timely feedback and to understand that employees want regular performance reviews.

Accepted Answer

The passage does not provide any information about the age of the new supervisor. However, the description of the supervisor's management style aligns well with the traits often associated with Gen X managers, such as an emphasis on open communication and regular feedback. Baby boomers, on the other hand, are often perceived as hierarchical and top-down in their approach. Gen Y and Gen Z managers are still relatively new to the workforce and therefore may not be in supervisory positions yet.

Question 12

Describe and compare the basic contributions of Maslow and Herzberg to the understanding of worker motivation.

Accepted Answer

The answer of Describe and compare the basic contributions of...

Question 13

Mini-Case
The first meeting between the new CEO of Idle Time Gaming, Inc., John Noble, and Howie Spradlin, the production manager, did not go smoothly. The purpose of the meeting was to discuss the problem of declining productivity and to develop a strategy to turn the situation around.
Howie started the conversation by handing Mr. Noble the most recent production report. "I've always thought that most of our employees were lazy, and now I've got proof," Howie stated. "We pay these guys the highest wages in the industry, provide them with a safe place to work, and make the job as simple as possible. We aren't asking these guys to do brain surgery, but productivity still lags and our production costs increase. I've told all the supervisors to watch these lazy bums every second to make sure they put in a full day's work. If those guys think I'm going to let them get away with goofing off, they're in for a rude awakening."
CEO Noble responded in a way that surprised Howie. "Maybe these employees aren't lazy, Howie, maybe they are just bored and resent the way we've treated them," he said. "The employees are experienced and well trained. They might work harder and smarter if the work were more interesting and rewarding. Their attitudes might even improve if we treated them with more respect. Maybe one of the best ways for you and me to understand where they're coming from is to spend some time alongside them."
For the next hour, the two discussed ways to improve worker motivation and performance. Howie left the meeting with an unsettled feeling. Many of Mr. Noble's suggestions seemed naïve to Howie. "Mr. Noble is the boss, but I think he is too optimistic regarding human nature," Howie mused. Reluctantly, Howie had to admit that his own approach had not succeeded in improving the plant's performance. He decided to take a hard look at some of Mr. Noble's ideas.
-John Noble speculated that Howie really didn't know much about his employees, including the types of rewards that they found meaningful and whether they personally felt that if they worked hard, they could achieve a reward. Noble's thoughts referred to:

Accepted Answer

John Noble's thoughts align with Expectancy Theory, which suggests that people are motivated based on their belief that their efforts will result in a desired outcome or reward. He is proposing to understand what rewards and achievement employees find meaningful to motivate them to work harder. The other options do not fit his statement. Reinforcement theory suggests behavior is shaped by rewards and punishment, Equity Theory suggests people are motivated based on their perception of fairness, and Theory J is a management philosophy focused on corporate social responsibility.

Question 14

Mini-Case
The first meeting between the new CEO of Idle Time Gaming, Inc., John Noble, and Howie Spradlin, the production manager, did not go smoothly. The purpose of the meeting was to discuss the problem of declining productivity and to develop a strategy to turn the situation around.
Howie started the conversation by handing Mr. Noble the most recent production report. "I've always thought that most of our employees were lazy, and now I've got proof," Howie stated. "We pay these guys the highest wages in the industry, provide them with a safe place to work, and make the job as simple as possible. We aren't asking these guys to do brain surgery, but productivity still lags and our production costs increase. I've told all the supervisors to watch these lazy bums every second to make sure they put in a full day's work. If those guys think I'm going to let them get away with goofing off, they're in for a rude awakening."
CEO Noble responded in a way that surprised Howie. "Maybe these employees aren't lazy, Howie, maybe they are just bored and resent the way we've treated them," he said. "The employees are experienced and well trained. They might work harder and smarter if the work were more interesting and rewarding. Their attitudes might even improve if we treated them with more respect. Maybe one of the best ways for you and me to understand where they're coming from is to spend some time alongside them."
For the next hour, the two discussed ways to improve worker motivation and performance. Howie left the meeting with an unsettled feeling. Many of Mr. Noble's suggestions seemed naïve to Howie. "Mr. Noble is the boss, but I think he is too optimistic regarding human nature," Howie mused. Reluctantly, Howie had to admit that his own approach had not succeeded in improving the plant's performance. He decided to take a hard look at some of Mr. Noble's ideas.
-Currently, jobs at Idle Time Gaming are broken into small individual steps, and each employee is assigned to perform a different step in an effort to achieve task efficiency. This technique is known as job:

Accepted Answer

The answer of Mini-Case
The first meeting between the new CEO...

Quiz 10: Motivating Employees