Question 1

If you saw your manager retreat to his technical specialty and continually focus on how things were done in the past,what would this signal?

Accepted Answer

When a manager retreats to his technical specialty and continually focuses on how things were done in the past, it could signal that his ability has deteriorated. This is because the manager is not keeping up with new technologies or processes and may have become set in his ways. It is important for managers to be open to new ideas and stay up-to-date with changes in their field.

Question 2

You received your Ph.D.from a prestigious state university that had competitive admissions,where students graduated in the top 10 percent of their high school class,and where both students and teachers had high expectations for the student.You now teach at an open admissions school.Students here graduated anywhere from the bottom 10 percent to the top 10 percent.What expectations should you have for these students?

Accepted Answer

Just because students graduated from an open admissions school doesn't mean that they are less capable or intelligent than those who graduated from a prestigious state university. Setting high expectations can inspire and motivate students to work harder and achieve more, regardless of their past academic performance. Giving up on students before they even have a chance to prove themselves could be detrimental to their success.

Question 3

Your boss remarks,"The key to an effective motivational program is that it must increase both job satisfaction and work productivity.How should you respond?

Accepted Answer

The best response is to agree with your boss's statement, as increasing both job satisfaction and work productivity would be the ideal outcome of a motivational program. This response shows that you are aligned with your boss's priorities and goals for the company.

Question 4

Aptitude is (1)the native skills and abilities a person brings to the job,(2)the physical and mental capabilities of a person,and (3)the personality characteristics a person has for people-oriented jobs.Which statements are correct?

Accepted Answer

The answer of Aptitude is (1)the native skills and abilities...

Question 5

Morgan has decided to set the following goals: To earn an A in her management course this semester,to make the dean's list,and to not only keep up with the readings but to contribute something to the class discussion each time.What criteria have Morgan's goals satisfied?

Accepted Answer

Morgan's goals are measurable (earning an A, making the dean's list), unambiguous (they are clear and specific), and behavioral (they involve actions). They are also consistent with each other, and appropriately challenging (they require effort and improvement over her current performance). Therefore, all the answer choices are correct.

Question 6

Assume Carrie is a poor performer.You have already provided the necessary resources,redesigned her job,and provided her with training,yet her performance is lacking.What is the next step?

Accepted Answer

The answer of Assume Carrie is a poor performer.You have...

Question 7

The book lays out a step-by-step program for an effective motivational program.If a manager has a Theory X outlook,would he/she buy into this program?

Accepted Answer

If a manager has a Theory X outlook, they believe that employees are inherently lazy and need to be motivated by punishment and rewards. They do not believe in intrinsic motivation or empowering employees. This goes against the principles of the motivational program outlined in the book, which focuses on intrinsic motivation and empowering employees. Therefore, the manager with a Theory X outlook would not typically buy into this program.

Question 8

Mary has decided to set the following goal: To do the best she can in her management class this semester and to keep up with the readings.Mary's goal satisfies which criteria?

Accepted Answer

The answer of Mary has decided to set the following...

Question 9

When poor performance is due to an employee's lack of ability,what is the least threatening option?

Accepted Answer

The answer of When poor performance is due to an...

Question 10

After interviewing a candidate for a job,the interviewing manager decides that he likes the candidate.He finds his personality exceptional.When the manager refers to the candidate's personality,to what is he referring?

Accepted Answer

Personality refers to the combination of characteristics or qualities that form an individual's distinctive character, which falls under the category of aptitude.

Question 11

Assume George is a poor performer.You have already provided the necessary resources and training he needs to do the job,yet his performance continues to decline.What is the next step?

Accepted Answer

Redesigning the job may help to identify any aspects of the role that are causing George to struggle. This could involve restructuring tasks or responsibilities to better align with his skills and strengths. It could also involve setting clearer expectations, goals, and measures for success. The goal is to create a work environment that supports George's success, rather than simply giving up on him or moving him to a position where his poor performance may continue to harm the company.

Question 12

Your boss tells you,"People want to do a good job.Think about this.Do you know anyone who takes a career job and says,'I think I'll just sit here and not do any work until they tell me what to do'? No,most people want to work and assume responsibility.So,why is it that people become unmotivated?"

Accepted Answer

Your boss's statement reflects a Theory Y outlook, which assumes that people are inherently motivated to work and seek responsibility.

Question 13

According to Murray's manifest needs model,the needs of individuals in the workplace include the needs for achievement,affiliation,and power.

Accepted Answer

According to Murray's manifest needs model, the needs of individuals in the workplace include the needs for achievement, affiliation, and power.

Question 14

Once a manager has determined that the reason for the poor performance is due to a lack of ability,in what order should the manager explore options?

Accepted Answer

First, it's important to ensure that the individual has all the necessary resources to perform their job effectively. If performance issues persist despite adequate resources, the next step is to consider retraining the individual to improve their skills or adapt to job requirements. If retraining does not lead to improvement, redesigning the job to better match the individual's capabilities might be the final step before considering other options such as moving the individual to another position.

Question 15

Feelings of equity can be influenced by peer pressure.

Accepted Answer

Peer pressure can influence individuals to conform to social norms and beliefs, which can affect their perception of what is equitable or fair. People may feel pressure to follow the opinions and values of their peers, even if it conflicts with their own beliefs about equity.

Question 16

You have recently noticed that your employees seem to be either requesting or demanding favors from management.More importantly,performance has been flat during that same time.Potentially,which style of management has been employed?

Accepted Answer

The employees' behavior of requesting or demanding favors from management suggests a style of management that indulges the employees' wants and needs. This has likely led to a decrease in productivity, as the focus has shifted from work performance to personal requests.

Question 17

What is a management style that offers no direction or priorities for the employees?

Accepted Answer

Ignoring is a management style where the manager provides no direction or guidance to the employees. This can lead to confusion, lack of productivity, and low motivation among employees. It can be detrimental to the overall success of the organization.

Question 18

Assumptions underlying the elements of an effective motivation program are (1)employees don't want to work hard or assume responsibility,(2)establish easy goals first,and (3)make sure the program discriminates between high performers and low or average performers.Which statements are correct?

Accepted Answer

Statement 3 is correct as effective motivation programs should differentiate between high and low performers. Statements 1 and 2 are incorrect as they do not align with modern motivational theories which suggest employees can be motivated to work hard and take responsibility, and goals should be challenging yet attainable.

Question 19

You have observed Sally's performance for a few months.There is no doubt about her effort; it is evident she tries very hard.However,there doesn't appear to be any improvement in her performance since you have been watching.What should you conclude?

Accepted Answer

Despite putting in effort, Sally's performance has not improved. This suggests that it is not a desire or commitment issue, but rather an ability issue. It may be worth exploring whether she needs additional support or training to improve her skills. Option D is not a reasonable conclusion based on this limited information.

Question 20

Having determined that June's poor work performance is related to a lack of ability,what is the first question you should ask?

Accepted Answer

The first question should be whether June has the resources (e.g. skills, training, tools, etc.) necessary to perform the job successfully, as this could be a clear source of the problem. Once this question is answered, further exploration of factors such as commitment and attitude can be considered. The other options are not the most appropriate initial question to ask in this situation.

Quiz 6: Motivating Others