Question 1

Provide an example of a family friendly company. What programs do they have in place that make them family friendly.

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Question 2

As a manager at a fish aquarium manufacturer, you direct the work of machine operators whose jobs tend to be repetitive, routine, and boring. What lesson from job design theory and research can you use to motivate your people? How can this putting these lessons to work benefit a company?

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Question 3

Luke, Kelso, and Nadine
Luke, Kelso, and Nadine are graduate students completing their studies in management. Kelso is applying for a teaching position because he argues that once you get tenure at a college, you are set for life. Luke wants to apply for a job at Bayview Autos because he has heard it's a fun place to meet a lot of great people. Nadine is not sure where she wants to work. She argues that she is not "money hungry". Job satisfaction and simply having enough money to eat is more important to her.
-Refer to Luke, Kelso, and Nadine. Which of Maslow's needs is motivating Luke?
A) Safety
B) Physiological
C) Esteem
D) Self-actualization
E) Love

Accepted Answer

Luke is motivated by the social aspect of the job, which aligns with Maslow's "Love and Belonging" needs.

Question 4

Luke, Kelso, and Nadine
Luke, Kelso, and Nadine are graduate students completing their studies in management. Kelso is applying for a teaching position because he argues that once you get tenure at a college, you are set for life. Luke wants to apply for a job at Bayview Autos because he has heard it's a fun place to meet a lot of great people. Nadine is not sure where she wants to work. She argues that she is not "money hungry". Job satisfaction and simply having enough money to eat is more important to her.
-Refer to Luke, Kelso, and Nadine. Since job satisfaction is important for Nadine, which of these would not be a satisfier for her, according to Herzberg?
A) Advancement
B) Responsibility
C) Status
D) Growth
E) The work itself

Accepted Answer

Herzberg's theory of motivation divides job factors into two categories: hygiene factors and motivators. Hygiene factors are necessary aspects of a job, but they do not provide job satisfaction. Examples include salary, working conditions, and status. Motivators are factors that provide job satisfaction, such as achievement, recognition, responsibility, and the work itself. Since Nadine is not "money hungry," it is unlikely that status (or the perception of job title or level) is a motivator for her. Therefore, it would not be a satisfier for her according to Herzberg.

Question 5

What is the role of the manager in a self-managed work team?

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Question 6

Motivation at Work
Brenda is a new line-manager at a motorcycle manufacturing plant. She is concerned about motivation in her department, and is considering motivation through job design.
-Refer to Motivation at Work. If Brenda combines two or more specialized tasks to increase motivation, what would you call the technique?
A) Contingent time off
B) Realistic job previews
C) Job rotation
D) Job enlargement
E) Job enrichment

Accepted Answer

Job enlargement involves combining two or more specialized tasks to increase the variety of work and reduce monotony, which can lead to increased motivation.

Question 7

Motivation at Work
Brenda is a new line-manager at a motorcycle manufacturing plant. She is concerned about motivation in her department, and is considering motivation through job design.
-Refer to Motivation at Work. When Brenda implements her new rewards program she should know that employees need to __________.
A) perceive it as fair and equitable
B) receive increased compensation
C) know that rewards are not linked to performance
D) perceive that their personal effort/reward ration is higher than others
E) goals are not important

Accepted Answer

Employees need to perceive the rewards program as fair and equitable to be motivated. This perception of fairness is crucial in ensuring that the rewards system is effective and motivating for all employees.

Question 8

Motivation at Work
Brenda is a new line-manager at a motorcycle manufacturing plant. She is concerned about motivation in her department, and is considering motivation through job design.
-Refer to Motivation at Work. Which of these should Brenda implement if she wants to limit her employees' exposure to highly fragmented and tedious jobs?
A) Job analysis
B) Realistic job previews
C) Contingent time off
D) Goal setting
E) Motivation through rewards

Accepted Answer

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Brenda is a new line-manager...

Question 9

Describe the various components of Maslow's hierarchy of needs. How are these needs achieved? What important lesson can managers learn from Maslow?

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Question 10

Motivation at Work
Brenda is a new line-manager at a motorcycle manufacturing plant. She is concerned about motivation in her department, and is considering motivation through job design.
-Refer to Motivation at Work. If Brenda wants to improve motivation through low or no cost rewards, what suggestion would you give her?
A) start a profit sharing program
B) provide employees with more recognition and praise
C) give everyone a 5% pay raise
D) pay for everyone to go on a week long cruise
E) implement job sharing

Accepted Answer

Providing employees with more recognition and praise is a low-cost way to improve motivation because it shows appreciation for their work and can increase their sense of self-worth. A profit sharing program or pay raise would be more costly, and a week long cruise or job sharing may not be feasible or desirable for all employees.

Question 11

Luke, Kelso, and Nadine
Luke, Kelso, and Nadine are graduate students completing their studies in management. Kelso is applying for a teaching position because he argues that once you get tenure at a college, you are set for life. Luke wants to apply for a job at Bayview Autos because he has heard it's a fun place to meet a lot of great people. Nadine is not sure where she wants to work. She argues that she is not "money hungry". Job satisfaction and simply having enough money to eat is more important to her.
-Refer to Luke, Kelso, and Nadine. Based on studies by Herzberg, Nadine should know that salary and ________ are dissatisfiers.
A) responsibility
B) supervision
C) advancement
D) growth
E) achievement

Accepted Answer

Herzberg's Two-Factor Theory identifies salary and supervision as hygiene factors, which when inadequate can cause dissatisfaction, but when adequate do not necessarily increase satisfaction.

Question 12

How does job enrichment differ from job enlargement?

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Question 13

Give an example of an extrinsic reward and an example of an intrinsic reward; explain the underlying difference.

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Question 14

Motivation at Work
Brenda is a new line-manager at a motorcycle manufacturing plant. She is concerned about motivation in her department, and is considering motivation through job design.
-Refer to Motivation at Work. If Brenda wants to focus on fitting people to their jobs, she should consider implementing a _____ program.
A) job rotation
B) job enrichment
C) flextime
D) compressed work week
E) job sharing

Accepted Answer

Job enrichment focuses on fitting people to their jobs by enhancing the depth and scope of job responsibilities. It involves giving employees more autonomy and decision-making power over their work, which can increase their sense of ownership and satisfaction with their role. Job rotation, flextime, compressed work week, and job sharing are all alternative methods of job design that may have other benefits, but they do not specifically address fitting people to their jobs.

Question 15

How can goal setting improve employee motivation?

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Question 16

What would you say to a co-worker who made the following statement: "I'm happy the company is going to adopt flextime. I'll be able to come and go as I please"?

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Quiz 12: Motivating Job Performance