Question 1

One element of job enrichment is to assign tasks to workers that are long-lasting and have no definite beginning or end.

Accepted Answer

Job enrichment involves increasing the depth of a job to provide greater levels of responsibility, autonomy, and growth opportunities, not necessarily assigning tasks that are long-lasting and have no definite beginning or end.

Question 2

Victor Vroom was the first proponent of equity theory.

Accepted Answer

Victor Vroom is known for his work on expectancy theory, not equity theory. Equity theory was first proposed by J. Stacy Adams.

Question 3

Expectancy theory suggests that employees will be motivated if they believe their effort will lead to performance and that performance will result in a meaningful reward.

Accepted Answer

Expectancy theory proposes that an individual's motivation to perform is based on three key factors: expectancy, instrumentality, and valence. Expectancy is the belief that increased effort will lead to improved performance. Instrumentality is the belief that improved performance will lead to rewards or outcomes, and valence is the degree to which the rewards or outcomes are desirable. Thus, according to expectancy theory, employees will be motivated if they believe that their effort will result in improved performance and that their performance will be rewarded in a way that is desirable to them.

Question 4

Tactical planning identifies specific tasks that need to be accomplished in the next few days or weeks in order to carry out operational plans in functional areas.

Accepted Answer

Tactical planning typically covers a period of months to a couple of years and focuses on implementing strategies, while operational planning deals with day-to-day tasks.

Question 5

Josef Rubinstein believes that the workers he manages are intelligent, creative, and hardworking. He is convinced that they get satisfaction from their work and that all he needs to do is give them support and encouragement. Josef's attitudes are more consistent with Theory Y views of workers than with Theory X views.

Accepted Answer

Josef Rubinstein's belief that workers are intelligent, creative, and hardworking, and can derive satisfaction from their work, aligns with Theory Y views that workers are motivated by more than just monetary incentives and seek fulfillment in their work. Theory X, on the other hand, assumes that workers are lazy, dislike work, and need to be closely monitored and controlled to ensure productivity.

Question 6

Job enrichment relies mainly on monetary rewards to motivate workers.

Accepted Answer

Job enrichment is a motivational strategy that focuses on increasing the level of responsibility, autonomy, and complexity of tasks given to workers. It does not rely mainly on monetary rewards, but rather on intrinsic rewards such as job satisfaction, personal growth, and recognition.

Question 7

In recent weeks, Elliott has been working especially hard because he thinks he is in line for special recognition as employee of the year-an award that might eventually lead to other types of recognition and perhaps even a promotion. Elliott appears to be motivated largely by the desire to satisfy what Maslow would classify as esteem needs.

Accepted Answer

Maslow's hierarchy of needs theory states that after fulfilling basic physiological and safety needs, humans have a need for esteem, which includes the desire for recognition, status, and achievement. Elliott's desire for special recognition and potential promotion indicates that he is motivated by fulfilling his esteem needs.

Question 8

Canadian workers with secure jobs and good paycheques are likely to be motivated primarily by the desire to satisfy their physiological needs.

Accepted Answer

Workers with secure jobs and good paycheques are likely to have their physiological needs already met, and therefore may be more motivated by higher order needs such as self-actualization or achievement.

Question 9

Gen Yers tend to be patient, embrace stability, and remain focused on the achievement of long-run objectives.

Accepted Answer

This statement is not true for Gen Yers as they are characterized by a desire for immediate gratification, a tendency to job hop, and a focus on work-life balance rather than just long-term career goals.

Question 10

Justin perceives that he works much harder than his two co-workers, Tameko and Arienne, yet they are both more highly paid and receive more perks. Equity theory suggests that John's most likely response would be to work even harder in an attempt to achieve the status of Tameko and Arienne.

Accepted Answer

Equity theory suggests that if an individual perceives an unfair distribution of rewards compared to others who they see as in similar positions, they may reduce their own inputs (i.e. work less) or try to change the inputs or outcomes of others. In this case, Justin may try to negotiate for a higher salary or better perks, or may become demotivated and work less. It is unlikely that he would work even harder in this scenario.

Question 11

Operational planning is specific, short-term planning that applies tactical plans to daily, weekly, and monthly operations.

Accepted Answer

Operational planning focuses on the immediate future and translates tactical plans into specific activities for daily, weekly and monthly operations.

Question 12

Strategic planning is high-level, long-term planning that establishes a vision for the company, defines long-term objectives and priorities, determines broad action steps, and allocates resources.

Accepted Answer

The statement accurately describes strategic planning as a high-level, long-term planning process that involves establishing a vision for the company, defining objectives and priorities, determining action steps and allocating resources.

Question 13

Expectancy theory deals with the relationship among individual effort, individual performance, and individual reward.

Accepted Answer

Expectancy theory proposes that individuals are motivated to put in effort based on their belief that putting in effort will lead to good performance, and good performance will lead to a desired reward. Therefore, the theory deals with the relationship among individual effort, individual performance, and individual reward.

Question 14

Acknowledgement, promotions, and perks are examples of rewards that would fulfill the self-actualization needs in Maslow's hierarchy.

Accepted Answer

Self-actualization needs are at the top of Maslow's hierarchy, and they are related to personal growth, creativity, and fulfillment. Examples of rewards that fulfill self-actualization needs include challenging projects, opportunities for learning and development, autonomy, and meaningful work. Acknowledgement, promotions, and perks may satisfy lower level needs such as esteem and safety, but they are not necessarily related to self-actualization.

Question 15

Luella Smirnoff works for TechNotions Inc. Her company has offered her the chance to participate in some specialized training that will give her new skills. TechNotion's emphasis on training is likely to increase Luella's motivation.

Accepted Answer

Offering specialized training for employees can increase their motivation by providing opportunities for personal and professional growth, enhancing their skills and abilities, and ultimately contributing to their satisfaction and engagement in their work.

Question 16

Managers can often motivate workers who are seeking to fulfill self-actualization needs by assigning them challenging work that uses their skills to the fullest extent possible.

Accepted Answer

Self-actualization is the highest level of Maslow's Hierarchy of Needs and refers to the desire for personal growth and fulfillment. Assigning challenging work that utilizes a worker's skills can help them achieve a sense of accomplishment and personal growth, which can serve as a motivator to strive for self-actualization.

Question 17

Equity theory proposes that individual rewards are based on employee motivation and not based on individual efforts or performance.

Accepted Answer

Equity theory proposes that individual rewards are based on both individual efforts and performance. This theory suggests that employees are motivated when they perceive that their inputs (efforts, skills, experience) and outputs (rewards, pay, recognition) are similar to those of their peers in the same job or position. If an employee perceives inequity, i.e. they are putting in more effort or achieving better results but not being rewarded in the same way as their colleagues, they may become demotivated and dissatisfied with their job. Therefore, individual rewards are not solely based on motivation, but also on performance and efforts.

Question 18

Theory X and Theory Y assumptions are based on Maslow's hierarchy of needs.

Accepted Answer

Theory X and Theory Y were developed by Douglas McGregor, not directly based on Maslow's hierarchy of needs, but rather on different views of human motivation and management.

Question 19

Skill variety is one factor that contributes to job enrichment.

Accepted Answer

Skill variety refers to the extent to which a job requires an employee to use a variety of different skills, abilities, and talents. When a job offers a high level of skill variety, it can lead to increased job satisfaction and motivation for the employee, as well as greater task variety and flexibility. Therefore, skill variety is one of the key factors that contributes to job enrichment, which involves making a job more engaging, fulfilling, and meaningful for the employee.

Question 20

According to Maslow's hierarchy of needs, one must satisfy a lower need before progressing to the next level.

Accepted Answer

Maslow's hierarchy of needs is based on the concept that lower level needs such as physiological and safety needs must be met before an individual can progress to higher level needs such as self-esteem and self-actualization. This means that the fulfillment of lower needs creates a foundation for higher needs to be fulfilled.

Quiz 13: Management, Motivation, and Leadership: Bringing Business to Life