According to the expectancy theory of motivation, workers make conscious decisions about how hard they are going to work based on perceptions of what they can gain from working hard.
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Q8: When a straight piecework plan is used,
Q9: Piece rate plans base an individual's wages
Q10: Pay-for-performance programs link employees' financial rewards directly
Q11: Unlike merit pay plans, the performance standards
Q12: Profit-sharing plans never help employees develop a
Q14: The focus of employee empowerment is to
Q15: Getting a good feeling after successfully completing
Q16: Employees are more likely to accept decisions
Q17: It is not necessary for employers to
Q18: The most effective rewards are those given
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