Question 1

Which type of incentive reward system gives all employees across the organization a percentage of cost savings resulting from a work team's suggestions?
A) Gainsharing
B) Scanlon plan
C) Merit pay
D) Commissions
E) Piece work

Accepted Answer

The answer of Which type of incentive reward system gives...

Question 2

Under her employer's incentive pay system, Vicky's team sells the most real estate and wins a trip to Hawaii. Which is one negative consequence for Vicky and her team?
A) The incentive does not become part of their base compensation.
B) There is a letdown in morale following the trip.
C) Employees do not value nonfinancial compensation.
D) It is difficult for team members to decide each individual's contribution to the outcomes.
E) Vicky and her team know it is unlikely they will win a second time, reducing motivation.

Accepted Answer

The negative consequence for Vicky and her team is that the incentive does not become part of their base compensation. This means that they will not receive the incentive again unless they perform at the same level in the next incentive period. As a result, this may reduce their motivation and lead to decreased productivity.

Question 3

Training focuses more readily on building an employee's skills to match the current job situation.

Accepted Answer

Training is designed to build the skills of the employees for the current job situation. It is used to help employees develop the necessary skills for their current role and position within the company.

Question 4

The owner of a hardware store decides to pay his employees partly based on their ability to sell parts to industrial buyers who patronize the business. This situation is called:
A) gainsharing
B) Scanlon plan
C) piece rate
D) commissions
E) Tucker-Davison plan

Accepted Answer

Commissions are a form of incentive pay where employees earn a percentage of the sales they make. In this case, the hardware store owner is paying employees based on their ability to sell parts to industrial buyers, making commissions the appropriate choice. Gainsharing and the Scanlon plan are forms of group incentive programs aimed at improving overall performance, piece rate pays employees based on the amount of work completed, and the Tucker-Davison plan is a form of gainsharing specific to small businesses.

Question 5

Development focuses more readily on building generalized skills that enhance performance in future jobs.

Accepted Answer

Development activities aim to enhance skills that can be transferred and applied in various roles and situations, rather than focusing solely on the current job requirements. This approach prepares employees for future opportunities and career advancement.

Question 6

Scenario 14.1
John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.
The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.
-Refer to Scenario 14.1. When Mr. Welk moves his employees around into different jobs, this is called:
A) general training.
B) specific training.
C) job rotation
D) job enrichment
E) job enlargement

Accepted Answer

Moving employees through several different jobs over time is called job rotation. This is a method of training employees by giving them exposure to different jobs within the organization, which can help build their skills and experience. It is also a way to increase motivation and job satisfaction by providing variety and new challenges. This approach can be particularly effective for companies, like Ergo-Tot, with complex manufacturing processes that require skilled employees.

Question 7

Managers at a computer parts store decide to have their employees report to work four days a week for longer hours so that full-time persons have three days off a week instead of two. This situation is called:
A) gainsharing
B) compressed workweek
C) merit pay
D) commissions
E) piece work

Accepted Answer

The situation described is a compressed workweek, where employees work longer shifts for fewer days per week. Gainsharing, merit pay, commissions, and piece work are all different forms of compensation or incentive schemes, and none of them directly relates to the scheduling of work hours.

Question 8

Scenario 14.1
John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.
The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.
-Refer to Scenario 14.1. Which training method would likely be the BEST choice, given Mr. Welk's constraints?
A) Apprenticeship training
B) Lecture method
C) On-the-job training
D) Programmed instruction
E) Vestibule training

Accepted Answer

Based on the limited training budget and the need to quickly train machine operators, on-the-job training would likely be the most practical and effective method. This method allows employees to learn the necessary skills while actually performing the tasks on the job. Additionally, Mr. Welk's desire to build employee motivation and offer opportunities for development can also be achieved through on-the-job training by moving employees through different tasks and responsibilities.

Question 9

Scenario 14.1
John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.
The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.
-Refer to Scenario 14.1. When Mr. Welk affords his staff more control over their work, this is called:
A) general training.
B) specific training.
C) job rotation
D) job enrichment
E) job enlargement

Accepted Answer

Giving employees more control over their work is an example of job enrichment, which involves increasing the level of responsibility and autonomy in a job. Job rotation, on the other hand, involves moving employees through different jobs within the company. General and specific training are not related to giving employees more control over their work. Job enlargement involves increasing the variety of tasks within a job.

Question 10

Scenario 14.1
John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.
The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.
-Refer to Scenario 14.1. Mr. Welk is analyzing the strengths and weaknesses, skill levels, and motivation of his current machine operators. What is Mr. Welk doing?
A) Transfer of training
B) Setting training goals
C) Determining training content
D) Needs analysis
E) Workforce analysis

Accepted Answer

The answer of Scenario 14.1
John Welk is the human resource...

Question 11

The ____ approach is an alternative to job specialization that considers the work conditions and employee desires.
A) job enlargement
B) job rotation
C) job characteristics
D) job enrichment
E) job factor

Accepted Answer

The job characteristics approach focuses on designing jobs that consider work conditions and employee desires, aiming to enhance job satisfaction and performance by addressing factors like skill variety, task identity, task significance, autonomy, and feedback.

Question 12

Which of the following is NOT an incentive pay system?
A) BIC Corp. rewards employees who make a useful suggestion with free food at the company cafeteria.
B) Experian offers a cash prize to the worker who develops the best solution to an organizational problem.
C) A national jewelry chain offers annual bonuses to its repair workers who are especially productive.
D) An airline pays pilots a base salary plus a bonus based on the number of "on-time" flights they flew.
E) Lucent pays engineers with Master's degrees more than engineers with Bachelor's degrees.

Accepted Answer

Paying employees with higher degrees more than those without higher degrees is not an incentive pay system because it is based on qualifications and education rather than performance or productivity. It is simply paying employees based on their skills and qualifications.

Question 13

Which of the following would NOT be a method of improving the performance feedback process?
A) Have the ratee appraise his or her performance in advance of an appraisal interview.
B) Have the manager provide ongoing feedback to the ratee.
C) Have the manager avoid talking about the future in formal feedback sessions.
D) Have the manager focus on developmental aspects of performance.
E) Have the manager balance positive and negative feedback.

Accepted Answer

Avoiding talking about the future in formal feedback sessions would not improve the performance feedback process. It is important for the manager to discuss the future goals and opportunities for growth with the employee as a part of the feedback process. Choices A, B, D, and E would all be effective methods for improving performance feedback.

Question 14

Scenario 14.1
John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.
The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.
-Refer to Scenario 14.1. Who would likely be the BEST choice for conducting the training program?
A) An in-house trainer
B) An outsourced training organization
C) Ergo-Tot's human resource staff
D) A nearby school of industrial technology
E) Mr. Welk

Accepted Answer

Given Ergo-Tot's limited training budget, it would be more cost-effective to utilize an in-house trainer who is already familiar with the company's operations and machinery. An in-house trainer would also be able to provide more personalized training and would be more readily available for follow-up support if needed. Additionally, as Mr. Welk wants to build employee motivation by giving them more control over their work, an in-house trainer would be able to tailor training to specific job responsibilities and requirements.

Question 15

____ provide(s) an employee more control over his or her work situation.
A) Job enlargement
B) Job rotation
C) Job characteristics
D) Job enrichment
E) Job factors

Accepted Answer

Job enrichment involves providing an employee with more autonomy and decision-making authority, which gives them more control over their work situation. Job enlargement and job rotation may provide some variety in the work, but they do not necessarily give the employee more control. Job characteristics and job factors are vague terms that do not directly relate to providing control.

Question 16

Programmed instruction is increasingly being delivered live in front of trainees rather than through electronic means.

Accepted Answer

This statement is not accurate. Programmed instruction is still commonly delivered through electronic means, such as e-learning platforms and digital modules. While live instruction may be used in conjunction with electronic methods, it is not a replacement for them.

Question 17

The first step in assessing training and development needs involves setting training and development goals.

Accepted Answer

The first step in assessing training and development needs is actually to identify performance gaps or areas where improvement is needed within the organization, and then determine if training and development is the appropriate solution. Setting training and development goals comes later in the process.

Question 18

Under a commission incentive system, which is the basis for individuals' compensation?
A) Merit
B) Sales volume
C) Units of output
D) Performance
E) Seniority

Accepted Answer

Under a commission incentive system, the basis for an individual's compensation is typically their sales volume. The more they sell, the more they earn. This is different from other incentive systems that may be based on merit, performance, units of output, or seniority.

Question 19

Job rotation involves moving employees from one position to another in an effort to enhance learning and flexibility.

Accepted Answer

Job rotation is a common practice used by organizations to improve employee learning and flexibility. It involves moving employees from one job to another, either within the same department or across different departments. This allows them to gain new skills and knowledge, become more versatile, and develop a broader understanding of the organization as a whole.

Question 20

How many core dimensions does the job characteristics model contain?
A) 3
B) 4
C) 5
D) 6
E) It depends on the type of work being examined.

Accepted Answer

The job characteristics model contains five core dimensions: skill variety, task identity, task significance, autonomy, and feedback.

Quiz 14: Managing and Enhancing Performance: The Big Picture

Which type of incentive reward system gives all employees across the organization a percentage of cost savings resulting from a work team's suggestions?

Under her employer's incentive pay system, Vicky's team sells the most real estate and wins a trip to Hawaii. Which is one negative consequence for Vicky and her team?

Training focuses more readily on building an employee's skills to match the current job situation.

The owner of a hardware store decides to pay his employees partly based on their ability to sell parts to industrial buyers who patronize the business. This situation is called:

Development focuses more readily on building generalized skills that enhance performance in future jobs.

Managers at a computer parts store decide to have their employees report to work four days a week for longer hours so that full-time persons have three days off a week instead of two. This situation is called:

The ____ approach is an alternative to job specialization that considers the work conditions and employee desires.

Which of the following is NOT an incentive pay system?

Which of the following would NOT be a method of improving the performance feedback process?

____ provide(s) an employee more control over his or her work situation.

Programmed instruction is increasingly being delivered live in front of trainees rather than through electronic means.

The first step in assessing training and development needs involves setting training and development goals.

Under a commission incentive system, which is the basis for individuals' compensation?

Job rotation involves moving employees from one position to another in an effort to enhance learning and flexibility.

How many core dimensions does the job characteristics model contain?