Question 1

At Chevrolet, teams of workers make their own job assignments, plan their own work, control their material and inventory needs, and select new team members. This is an example of job

Accepted Answer

This is an example of job enrichment, where workers have more control and responsibility over their work and decision-making. Job switching would involve employees rotating through different positions or roles, while job redesign would involve a substantive change to the tasks and responsibilities involved in a specific role. Job sharing would involve two employees splitting the responsibilities of one full-time position, and rotation would involve regularly switching between different positions or tasks.

Question 2

Which of the following is not a type of team?

Accepted Answer

Problem-solving team, self-managed team, cross-functional team, and virtual team are all types of teams commonly used in a business setting. However, job-share teams are not a recognized type of team. Job-sharing typically refers to a work arrangement where two employees share responsibilities for one full-time position, but they are not necessarily working together as a team.

Question 3

​Ernest and Old were both hired to work six hours a day for five days a week. Each is able to complete all of the responsibilities assigned to him within the time allotted. They are engaged in

Accepted Answer

The answer of ​Ernest and Old were both hired to...

Question 4

All of the following are examples of Herzberg's hygiene factors except

Accepted Answer

Herzberg's hygiene factors include factors such as supervision, pay, working conditions, and job security, which are related to the work environment and are necessary to prevent dissatisfaction. Responsibility, on the other hand, is a motivator factor that contributes to job satisfaction by giving employees a sense of ownership and achievement in their work.

Question 5

Gina Robinson, Inc. (GRI)
GRI management has decided to reinvent the culture of the organization. Previously, the company tried to make jobs more appealing by adding more responsibilities to each job description. However, this did not work. Next, the company decided to add flextim
GRI then introduced even more work options for employees. For example, management decided to group all full-time employees into teams to allow employees with different backgrounds to learn from each other. Many different kinds of teams were allowed, as long as the group members did not interact via the Internet or any other electronic means. The managers reasoned that team members must work face to face to learn from and truly engage with each other.
Once these teams were formed, GRI management noticed that the quality of employees' work was much improved. The managers also observed that people felt much more comfortable with and tolerant of each other.
-Refer to Gina Robinson, Inc. If GRI management were to allow employees to work at home for a portion of the work week, which of these practices would they be introducing?

Accepted Answer

Allowing employees to work at home for a portion of the work week is known as telecommuting. This is not the same as travel compensation, job sharing, part-time work, or flextime.

Question 6

Regina worked hard and successfully as a salesperson for B&J Realty Company. For the past three years, she surpassed her peers in quality and quantity of sales. Yet in comparing pay, she discovered that she makes less than two salespeople who are well liked by management. Consequently, she accepted a higher-paying job with B&J's top competitor. To avoid losing other salespeople like Regina, management should understand and apply

Accepted Answer

The equity theory states that individuals compare their inputs and outputs to those of others in similar positions to determine if they are being treated fairly. Regina's dissatisfaction with her pay could be attributed to the perception that her inputs (hard work, successful sales) were not being fairly compensated compared to her peers. To avoid losing other salespeople, management should strive for equity in pay and rewards.

Question 7

What is the main weakness of Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory?

Accepted Answer

Both Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory do not explain why or how motivation is developed and sustained. They focus on identifying the factors that affect motivation and how they can be addressed, but do not offer a clear understanding of the underlying processes of motivation.

Question 8

Theory Y is most suitable in a work situation in which workers are

Accepted Answer

Theory Y assumes that employees are self-motivated, committed to their work, and able to work independently. Therefore, it is most suitable in a work situation where workers are highly motivated.

Question 9

The theory that people are motivated first to achieve and then to receive rewards in proportion to their contribution is called

Accepted Answer

The theory that people are motivated first to achieve and then to receive rewards in proportion to their contribution is called equity theory. This theory suggests that people are motivated when they perceive that they are being treated fairly in comparison to others. It emphasizes on the importance of fairness and justice in the workplace. Participants in this theory evaluate whether they are being treated unfairly in comparison to others and tensions emerge when they feel that they are not receiving rewards in proportion to their contribution.

Question 10

Sally Smith, a supervisor at Kroger's, was recently evaluated by her subordinates. Their responses indicated that Sally uses Theory X assumptions when dealing with employees. For example, one of the comments indicated that she treats employees as if they

Accepted Answer

Theory X assumptions suggest that employees are lazy, need to be coerced into working, and have little ambition. This is reflected in the comment that Sally treats employees as if they have little ambition.

Question 11

At Jack's Automotive Repair, the mechanics rarely interacted directly with customers. Work orders were processed by the customer service department and passed on to the mechanics. After experiencing excessive customer complaints about the poor quality of work, Jack realized he was not motivating his mechanics to do quality work. To rectify the situation, Jack designated all of his employees as customer service representatives. The mechanics' roles were expanded to include direct customer contact. This motivational technique is called

Accepted Answer

The technique used by Jack is job redesign, which involves modifying the tasks and responsibilities of a job in order to improve motivation and performance. By expanding the mechanics' roles to include direct customer contact, Jack is increasing their sense of ownership and responsibility for the quality of their work, which should improve customer satisfaction. This technique differs from job enlargement because it does not involve simply adding more tasks to a job, but rather redesigning the job to make it more meaningful and engaging. It also differs from employee empowerment, which involves giving employees more autonomy and decision-making power over their work.

Question 12

Herzberg concluded from his studies that managers should focus on ____ factors to produce long-term dedication from their employees.

Accepted Answer

The answer of Herzberg concluded from his studies that managers...

Question 13

All of the following are examples of hygiene factors that can cause dissatisfaction except

Accepted Answer

Achievement is a motivator factor that is related to job satisfaction, not a hygiene factor that can cause dissatisfaction. The other options, supervision, pay, and job security, are examples of hygiene factors that can lead to dissatisfaction if they are inadequate. Option E is also incorrect as it includes D, which is not a hygiene factor.

Question 14

​Wilma formed a ___ by temporarily bringing together knowledgeable employees from different parts of the organization to form a team to solve a specific problem.

Accepted Answer

The answer of ​Wilma formed a ___ by temporarily bringing...

Question 15

Which of the following is one of Herzberg's hygiene factors?

Accepted Answer

Working conditions is one of Herzberg's hygiene factors, which are the basic requirements for job satisfaction but do not necessarily lead to motivation or job enrichment. Other hygiene factors include salary, job security, company policies, relationship with coworkers, and supervision.

Question 16

The technique in which managers and subordinates collaborate on setting goals and reviewing performance is

Accepted Answer

The technique described is management by objectives (MBO), in which managers and employees work together to set specific, measurable goals and then regularly review progress toward achieving those goals. This approach fosters open communication, shared responsibility, and a focus on outcomes, rather than activities or tasks.

Question 17

If Dow Chemical were to emphasize achievement, recognition, responsibility, and advancement for its employees, it would be emphasizing

Accepted Answer

Achievement, recognition, responsibility, and advancement are all considered motivation factors according to Herzberg's Two-Factor Theory of motivation. These factors are related to job satisfaction and employee motivation, rather than just preventing dissatisfaction (which is what hygiene factors do).

Question 18

Stephanie receives high praise from her boss when she attracts a new client to her firm. This praise leads Stephanie to work hard to obtain more new clients. For Stephanie, the praise from her boss was

Accepted Answer

The praise from Stephanie's boss is an example of positive reinforcement, as it is increasing the likelihood that she will repeat the behavior of attracting new clients.

Question 19

Employee ownership is a situation in which

Accepted Answer

Employee ownership means that employees own shares of stock in the company they work for. This can motivate employees to take pride in their work and make decisions as though they owned the company, but it does not necessarily mean that they actually buy a franchise or receive money to purchase stock. It also does not mean that only employees own the stock of the company, as other investors may also own shares.

Question 20

Garrett Enterprise
Garrett Enterprise is a well-known company that has been around for many years. However, Mr. Smith, its CEO, has noticed recently that the company is not performing up to par. He has been watching the employees closely. Mr. Smith saw that his workers do only what is required and that no one seems to go above and beyond what is necessary.
He thinks this is odd because Garrett Enterprise used to have dedicated employees who felt a real sense of ownership toward the company. Now it seems that the employees need to be watched all the time just to make sure they are doing the minimum required. The company has always tried to help its employees through various measures, but recently these measures have been unsuccessful.
Mr. Smith also observed that the employees were not engaging with each other. They all seemed to be at ease with each other, but there was very little interaction. When Mr. Smith asked his top managers to study the situation more closely, they reported that the employees were neither dissatisfied nor motivated.
Mr. Smith decided that things needed to chang
-Refer to Garrett Enterprise. When employees interact with each other, what needs are they meeting?

Accepted Answer

When employees interact with each other, they are meeting their social needs. This can include feelings of belonging, friendship, and camaraderie among colleagues.

Quiz 10: Motivating and Satisfying Employees and Teams