Question 1

Which of the following is not an example of a content theory?
A) Maslow's hierarchy of needs theory
B) Adams' equity theory
C) Alderfer's existence, relatedness, growth theory
D) Herzberg's two factor theory

Accepted Answer

C

Question 2

Lewin's (1951) change model describes resistance as:
A) the balance between resourcing cost and anticipated outcome
B) the balance between employee past experience and future expectations
C) the balance between restraining forces and driving forces
D) the balance between closed and open communication in the workplace

Accepted Answer

Lewin's change model describes resistance as the balance between restraining forces (forces that hinder or oppose change) and driving forces (forces that support or facilitate change). Resistance occurs when the restraining forces are stronger than the driving forces, causing the change to be impeded or stalled. Therefore, the best choice is C.

Question 3

'Hard HRM' practices draw on McGregor's Theory X management assumptions about employees at work.

Accepted Answer

Hard HRM practices are based on the assumption that employees are lazy and need to be closely monitored, controlled, and motivated through a system of rewards and punishments. This is consistent with McGregor's Theory X management assumptions.

Question 4

You are a human resource manager working in an organisation.The external environment of this organisation is changing and the business is turbulent and insecure.How has motivation changed over time and how would you motivate people in this organisation?

Accepted Answer

The answer of You are a human resource manager working...

Question 5

According to Hay & Härtel (2000), change programs mostly fail during which stage?
A) implementation phase
B) planning phase
C) consultation phase
D) negotiation phase

Accepted Answer

Hay & Härtel (2000) assert that change programs tend to fail during the implementation phase, which is the stage when the planned changes are put into action. This phase often involves resistance from employees, unforeseen challenges, and inadequate communication, among other factors. Therefore, failure during this stage is common, and effective management of this phase is critical to the success of change programs.

Question 6

An organisation planned to lay off over 1000 workers and change the organisational structure so that there were fewer hierarchical levels.Using the SHRM Application Tool, what is one success criteria the organisation should identify?
A) change the management style to develop respect for and trust from employees
B) ask employees what motivates them to work
C) identify employees' thoughts, fears and concerns relating to the redundancies
D) identify and address areas where employees perceive discrimination

Accepted Answer

Identifying employees' thoughts, fears, and concerns related to the redundancies is a crucial success criterion in ensuring a smooth and successful transition. It enables the organization to understand and address the emotional impact of the layoff on employees, which can help alleviate their concerns and minimize the negative effects on morale and productivity. By empathizing with employees, the organization can build trust and establish a positive relationship with remaining staff, which can ultimately contribute to the success of the re-structuring process.

Question 7

A situation where employees respond positively if they perceive the situation is fair and negatively if they perceive it as unfair is called organisational justice.

Accepted Answer

Organisational justice refers to the perception of fairness in workplace policies, procedures, and outcomes. When employees perceive a fair and just work environment, they tend to respond positively and vice versa.

Question 8

Which of the following theories argues that an employee will be motivated by a belief that their effort will result in a desired level of performance and will be linked to reward?
A) Adam's equity theory
B) Locke's goal setting theory
C) Vroom's expectancy theory
D) Reinforcement theory

Accepted Answer

Vroom's expectancy theory argues that an employee will be motivated by a belief that their effort will result in a desired level of performance and will be linked to reward. Adam's equity theory focuses on perceptions of fairness in outcomes, Locke's goal setting theory emphasizes the importance of specific and challenging goals, and reinforcement theory suggests that behavior is shaped by the consequences that follow.

Question 9

Alderfelder's Existence Relatedness Growth (ERG) theory argues that all three elements must be addressed simultaneously.

Accepted Answer

Alderfer's ERG theory suggests that the three needs (Existence, Relatedness, Growth) do not need to be satisfied in any specific order, and more than one need can be pursued simultaneously, but it does not argue that all three must be addressed at the same time.

Question 10

In today's environment of constant change, psychological contracts are less predictable.For example, organisations can no longer offer job security, resulting in employees feeling stressed, anxious, and displaying counterproductive work behaviours.This is evidence that organisations are placing less strategic value on which contract?
A) the reward contract
B) the relational contract
C) the transactional contract
D) the ideologically infused contract

Accepted Answer

The relational contract is based on mutual trust, respect, and social exchange, and it focuses on the quality of the relationship between the employee and the employer. In today's environment, organisations are placing less strategic value on this contract, which is resulting in employees feeling more stress, anxiety and displaying counterproductive work behaviours. The reward contract focuses on the tangible and intangible rewards that employees receive in exchange for their work, and the transactional contract focuses on the job duties, responsibilities, and performance expectations. The ideologically infused contract focuses on shared values and beliefs, and it is not a commonly recognised type of psychological contract.

Question 11

Research into the area of emotional intelligence suggests that it includes:
A) the ability to perceive and experience emotions which then guide emotional responses and promote intellectual growth
B) it is applied at the intrapersonal, the interpersonal and the organisational level
C) it plays a significant role in life satisfaction, self-esteem, individual success and wellbeing, trust, cooperative identity and efficacy
D) all of the above

Accepted Answer

All of the options listed are included in the research on emotional intelligence. It involves perceiving and experiencing emotions, applying it at various levels (intrapersonal, interpersonal, and organizational), and playing a significant role in various aspects of our lives such as self-esteem, success, and wellbeing.

Question 12

When management uses employees only for the benefit of the business without giving them consideration and respect, which management ethical theory is reflected?
A) utilitarian
B) stakeholder
C) normative
D) deontological

Accepted Answer

This scenario reflects the deontological ethical theory, which focuses on the duty and rights of individuals rather than the overall consequences of their actions. In this case, management is ignoring their duty to treat employees with respect and consideration, solely for the benefit of the business.

Question 13

Adam's equity theory (1963) proposes that employees will compare the effort they put into their jobs and the rewards they receive to the inputs and outcomes of relevant others.The assessment of this fairness is especially relevant during:
A) recruitment and selection activities
B) performance appraisal and remuneration activities
C) occupational health and safety activities
D) both a and b

Accepted Answer

Adam's equity theory is applicable during both recruitment and selection activities as well as performance appraisal and remuneration activities, as employees will compare their inputs and outcomes with those of relevant others in terms of the effort and rewards they receive. Therefore, option D is the correct answer. Occupational health and safety activities may not directly influence the sense of fairness and equity perceived by employees.

Question 14

According to Herzberg, when organisational managers develop tasks that are meaningful, interesting and challenging, depending on the needs, wants and interests of employees they will:
A) motivate employees
B) eliminate dissatisfaction
C) promote employee growth and development
D) both a and c

Accepted Answer

According to Herzberg's two-factor theory, when managers develop tasks that are meaningful, interesting and challenging, they can contribute to both employee motivation and the promotion of employee growth and development. These factors are part of the motivation-hygiene theory and address the higher order needs of employees such as self-actualization and personal growth. Additionally, by focusing on these factors, managers can eliminate dissatisfaction or prevent it from occurring, which is also referred to as hygiene factors. Therefore, choice D is the best answer as it includes both the elements of employee motivation and the promotion of growth and development.

Question 15

Which of the following is not a phase of radical change?
A) planning
B) enabling
C) leading
D) maintaining

Accepted Answer

Leading is not considered a phase of radical change in the context of organizational change management. Radical change typically involves planning, enabling, and maintaining the change, but leading is more of an ongoing activity throughout these phases rather than a distinct phase itself.

Question 16

An organisation's level of 'emotional awareness' can be enhanced by:
A) rewarding staff who can keep their emotions to themselves
B) ensuring that managers do not reveal their feelings to staff
C) developing a culture that quickly punishes negative employee emotions
D) developing a culture that builds constructive responses to displays of both positive and negative emotion

Accepted Answer

Developing a culture that builds constructive responses to displays of both positive and negative emotion can enhance an organisation's level of emotional awareness. This means that employees are encouraged to express their emotions in a constructive manner, and managers are equipped with the skills to respond appropriately. It creates a safe space for employees to communicate, fosters empathy and understanding, and helps to build stronger relationships within the organisation. Rewarding staff who can keep their emotions to themselves or punishing negative employee emotions can lead to a culture of suppression and hostility, which is detrimental to emotional awareness. Similarly, managers who do not reveal their feelings to staff may create a culture of secrecy and mistrust, which can also undermine emotional awareness.

Question 17

McGregor's Theory X and Theory Y depict employees as holding a dislike of work and responsibility and needing close supervision, or seeking responsibility and satisfaction in their work tasks.An organisation using hard SHRM would focus on the relational aspects of the psychological contract.

Accepted Answer

McGregor's Theory X and Theory Y depict employees as holding a dislike of work and responsibility and needing close supervision, or seeking responsibility and satisfaction in their work tasks.

Question 18

When a person views work as central to their life, it forms part of their personality.

Accepted Answer

When work becomes central to a person's life, it influences their behavior, attitudes, values, and beliefs, all of which are part of their personality. This can lead to work becoming a core aspect of their identity and self-concept. Therefore, the statement is true.

Question 19

Managers are the sole determinant of employee motivation.

Accepted Answer

While managers can play a significant role in motivating employees, there are multiple factors that can affect employee motivation, such as job satisfaction, recognition, work culture, personal goals, and more. Therefore, employees themselves and their individual circumstances also play a vital role in determining their level of motivation.

Question 20

Vroom's (1964) expectancy theory suggests the formula for motivation is:
A) Motivation = Diversity × Empathy × Determination
B) Motivation = Information × Coaching × Experience
C) Motivation = Experience × Instruction × Variety
D) Motivation = Expectancy × Instrumentality × Valence

Accepted Answer

Vroom's expectancy theory suggests that motivation is a function of three factors - expectancy, instrumentality, and valence. Expectancy refers to whether an individual believes that their effort will lead to high performance, instrumentality refers to whether they believe that high performance will lead to the desired outcome, and valence refers to how much they value the outcome. The formula for motivation in this theory is Motivation = Expectancy × Instrumentality × Valence.

Quiz 2: Engaging and Motivating Employees and Managing Organisational Change

Which of the following is not an example of a content theory?

Lewin's (1951) change model describes resistance as:

'Hard HRM' practices draw on McGregor's Theory X management assumptions about employees at work.

You are a human resource manager working in an organisation.The external environment of this organisation is changing and the business is turbulent and insecure.How has motivation changed over time and how would you motivate people in this organisation?

According to Hay & Härtel (2000) , change programs mostly fail during which stage?

An organisation planned to lay off over 1000 workers and change the organisational structure so that there were fewer hierarchical levels.Using the SHRM Application Tool, what is one success criteria the organisation should identify?

A situation where employees respond positively if they perceive the situation is fair and negatively if they perceive it as unfair is called organisational justice.

Which of the following theories argues that an employee will be motivated by a belief that their effort will result in a desired level of performance and will be linked to reward?

Alderfelder's Existence Relatedness Growth (ERG) theory argues that all three elements must be addressed simultaneously.

Research into the area of emotional intelligence suggests that it includes:

When management uses employees only for the benefit of the business without giving them consideration and respect, which management ethical theory is reflected?

Adam's equity theory (1963) proposes that employees will compare the effort they put into their jobs and the rewards they receive to the inputs and outcomes of relevant others.The assessment of this fairness is especially relevant during:

According to Herzberg, when organisational managers develop tasks that are meaningful, interesting and challenging, depending on the needs, wants and interests of employees they will:

Which of the following is not a phase of radical change?

An organisation's level of 'emotional awareness' can be enhanced by:

McGregor's Theory X and Theory Y depict employees as holding a dislike of work and responsibility and needing close supervision, or seeking responsibility and satisfaction in their work tasks.An organisation using hard SHRM would focus on the relational aspects of the psychological contract.

When a person views work as central to their life, it forms part of their personality.

Managers are the sole determinant of employee motivation.

Vroom's (1964) expectancy theory suggests the formula for motivation is: