Organizational Behavior 6th Edition McShane Test Bank Download
Organizational Behavior 6th Edition McShane Test Bank Download
Organizational Behavior 6th Edition McShane Test Bank Download
Chapter 06
1. People with a high power distance tend to have a high respect and priority for
money.
True False
True False
True False
True False
5. A problem with seniority-based rewards is that they cause higher turnover.
True False
6. Job evaluations systematically evaluate the worth of each job within the
organization by measuring its required skill, effort, responsibility and working
conditions.
True False
True False
True False
True False
True False
11. Skill-based pay plans give an employee a higher pay rate for those days that he
or she performs two or more jobs at the same time.
True False
True False
13. Gainsharing plans focus on cost reductions and increased labor efficiency.
True False
14. Gainsharing plans apply to production jobs, not to services such as medical
operations.
True False
15. Employee stock ownership plans and stock options are two types of
organizational-level performance-based rewards.
True False
16. Employee stock ownership plans and stock options tend to create an "ownership
culture" in which employees feel aligned with the organization's success.
True False
17. Employee stock ownership plans give employees the right to purchase company
stock at a predetermined price up to a fixed expiration date.
True False
18. Companies should use individual-level performance-based pay when jobs are
highly interdependent.
True False
True False
20. Job specialization increases training costs and makes it more difficult for
companies to match employee aptitudes to jobs for which they are best suited.
True False
21. Scientific management is the process of systematically dividing work into its
smallest possible elements and standardizing work activities to achieve maximum
efficiency.
True False
22. Scientific management is mainly associated with high levels of job specialization.
True False
True False
24. Job specialization increases work efficiency, but it tends to reduce employee
motivation.
True False
True False
True False
27. Motivator-hygiene theory highlights the idea that job content is an important
source of employee motivation.
True False
28. The job characteristics model identifies five core job characteristics and three
psychological states.
True False
29. Task identity is the degree to which the job has a substantial impact on the
organization and/or larger society.
True False
30. Employees assembling complete computer modems would have higher task
identity than those assembling only one component and passing it along to others
for further assembly.
True False
31. Task significance is the degree to which the job affects the organization and/or
larger society.
True False
True False
33. Increasing the core job characteristics will not increase employee motivation for
those who lack the required skills.
True False
34. All employees feel more motivated to perform their jobs when the core job
characteristics are increased.
True False
True False
36. A video journalist is someone who performs all jobs previously done by a
traditional news team—from operating the camera to reporting the story. Thus, a
video journalist is an example of job enlargement and job enrichment.
True False
True False
38. Two ways to enrich jobs are by clustering jobs into natural groups and by
establishing client relationships.
True False
39. Forming natural work units tends to increase task identity and task significance.
True False
True False
41. Companies are applying job specialization when employees are made directly
responsible for specific customers and having them communicate directly with
those customers.
True False
42. People are empowered when they feel self-determination, meaning, competence,
and impact regarding their role in the organization.
True False
43. Employees are more likely to feel empowered in jobs with a high degree of
autonomy, task identity, and task significance.
True False
44. Employees experience more meaningfulness when working in jobs that allow
them to receive feedback about their performance and accomplishments.
True False
True False
True False
47. Self-leadership borrows ideas from social learning theory and research in sports
psychology on constructive thought processes.
True False
48. Self-leadership suggests that goals should be set by the employee's supervisor
with or without the employee's involvement.
True False
True False
50. Mental imagery helps us to anticipate and work out solutions to potential
obstacles in our work.
True False
True False
True False
True False
54. People with a high level of conscientiousness have difficulty applying self-
leadership strategies.
True False
True False
56. Employees with a high degree of autonomy engage in self-leadership.
True False
True False
58. Which of the following rewards represent the largest part of most paychecks?
A. Membership-based rewards
B. Job status-based rewards
C. Individual job performance-based rewards
D. Competency-based rewards
E. Performance-based rewards
59. Which reward system tends to discourage poor performers from voluntarily
leaving the organization?
A. Performance-based pay
B. Skill-based pay
C. Piece-rate rewards
D. Competency-based pay
E. Membership and seniority-based pay
60. The problem with membership and seniority-based rewards is that they:
61. Which of the following are "golden handcuffs" that potentially increase
continuance commitment?
A. Performance-based rewards
B. Job status-based rewards
C. Team-based rewards
D. Competency-based rewards
E. Membership/seniority-based rewards
63. Which of the following awards motivate employees to compete for promotions?
A. Performance-based rewards
B. Competency-based rewards
C. Team-based rewards
D. Job status-based rewards
E. Membership/seniority-based rewards
64. Steelweld, a car parts manufacturer, pays employees a higher hourly rate as they
learn to master more parts of the work process. Employees earn $10 per hour
when they are hired and they can earn up to $20 per hour if they master all 12
work units in the production process. Which of these reward systems is being
applied by Steelweld?
A. Skill-based pay
B. Piece-rate pay
C. Job evaluation system
D. Seniority-based pay
E. Membership-based pay
A. Gainsharing plan
B. Piece rate plan
C. Share option
D. Share ownership
E. Employee stock ownership plan
A. Profit-sharing plan
B. Employee stock ownership plan
C. Gainsharing plan
D. Employee stock option plan
E. Stock option
69. A mid-sized city introduced a reward system whereby employees would find ways
to reduce costs and increase work efficiency. Every employee would receive a
portion of the surplus budget resulting from these cost savings. Which of the
following reward systems is this city using?
A. Gainsharing plan
B. Commission system
C. Piece rate plan
D. Share option plan
E. Commission plan
70. Gainsharing plans tend to:
A. They refer to bonuses from the work unit's cost savings and productivity
improvement.
B. They give employees the right to purchase company stock at a predetermined
price up to a fixed expiration date.
C. They directly award bonuses to employees based on cost savings and
increased labor productivity.
D. They tend to weaken employee commitment to the organization.
E. They encourage employees to buy company stock, usually at a discounted
price or through a no-interest loan.
72. Which of the following tend to create an ownership culture and align employee
behaviors more closely to organizational objectives?
A. Job evaluations
B. Commissions
C. Piece rate plans
D. Employee share ownership plans
E. Stock option plans and employee stock ownership plans
73. When applied to non-management employees, which of the following has a weak
connection between the reward and individual effort?
75. Which of the following refers to the result of the division of labor in which work is
subdivided into separate jobs assigned to different people?
A. Goal setting
B. Job enrichment
C. Membership-based reward system
D. Seniority-based reward system
E. Competency-based reward system
A. Autonomy
B. Job security
C. Responsibility
D. Personal growth
E. Esteem need
79. A unique feature of Herzberg's motivator-hygiene theory is that it:
A. states that improving motivators increases job satisfaction but does not
decrease job dissatisfaction.
B. states that employees can be satisfied with their jobs but not motivated to
perform their jobs.
C. identifies job specialization as the main source of higher need fulfillment.
D. views job satisfaction and dissatisfaction as opposites.
E. recognizes money as the primary motivator in organizational settings.
80. _____ is the degree to which a job requires completion of a whole or identifiable
piece of work, such as assembling an entire broadband modem rather than just
soldering in the circuitry.
A. Skill variety
B. Task significance
C. Job feedback
D. Job rotation
E. Task identity
81. _____ is the degree to which the job affects the organization and/or larger
society.
A. Skill variety
B. Task significance
C. Job feedback
D. Job rotation
E. Task identity
82. Which core job characteristic(s) affect(s) experienced responsibility for work
outcomes?
83. _____ is the degree to which employees can tell how well they are doing on the
basis of direct sensory information from the job itself.
A. Job feedback
B. Job evaluation
C. Task identity
D. Task significance
E. Job rotation
A. Job feedback
B. Skill variety
C. Autonomy
D. Task identity
E. Task significance
85. Which of the following minimizes health risks from repetitive strain and heavy
lifting because employees use different muscles and physical positions in the
various jobs?
A. Job feedback
B. Job enlargement
C. Job rotation
D. Job enrichment
E. Task identity
86. Employees at CyberTech perform repetitive jobs that have resulted in boredom as
well as repetitive strain injury. Technology makes it difficult to combine existing
jobs, but the company wants to make employees more multiskilled. Which of the
following would best help CyberTech to improve this situation?
A. Autonomy
B. Affiliation
C. Job feedback
D. Growth need strength
E. Skill variety
89. A video journalist's job consists of operating the camera, reporting the story, and
often editing the work, whereas these three tasks are traditionally performed by
three people. Video journalism is an example of:
90. A large retail organization previously divided work among its four employee
benefits staff into distinct specializations. One person answered all questions
about superannuation (pension plans), another answered all questions about
various forms of paid time off (e.g. vacations), and so on. These jobs were
recently restructured so that each employee benefits person answers all
questions for people in a particular geographic area. For example, one staff
member is responsible for all employee benefits inquiries from anyone in a
particular geographic region. This job restructuring is an example of:
A. self-leadership.
B. job enrichment.
C. job rotation.
D. scientific management.
E. self-monitoring.
91. A cable TV company redesigned jobs so that one employee interacts directly with
customers, connects and disconnects their cable service, installs their special
services and collects overdue accounts in an assigned area. Previously, each
task was performed by a different person and the customer interacted only with
someone at the head office. This change is an example of:
92. Which of the following is a concept that is represented by four dimensions: self-
determination, meaning, competence, and impact of the individual's role in the
organization?
A. Specialization
B. Job enlargement
C. Empowerment
D. Task significance
E. E: Job rotation
A. Overconfidence
B. Fate
C. Mental imagery
D. Meaning
E. Dependence
95. A high degree of autonomy, task identity, and task significance are important
conditions for:
A. job specialization.
B. competency-based pay.
C. empowerment.
D. scientific management.
E. piece rate system.
96. Which of the following dimensions is possessed by employees, when they feel
empowered, care about their work, and believe that what they do is important?
A. Meaning
B. Self-determination
C. Competence
D. Impact
E. Freedom
A. poor performance.
B. constructive thought patterns.
C. rewarding competencies.
D. job rotation.
E. empowerment.
101.Which of the following are included under constructive thought patterns in self-
leadership?
A. Job specialization
B. Task identity
C. Mental imagery
D. Job evaluation
E. Task significance
A. Job feedback
B. Self-monitoring
C. Natural grouping
D. Job specialization
E. Task significance
105.Katie decided to do a more enjoyable task after completing a task that she
disliked. This instance is an example of:
A. self-reinforcement.
B. job enrichment.
C. job specialization.
D. self-monitoring.
E. job feedback.
Essay Questions
106.Briefly describe how organizations reward people for job status. Discuss three
potential problems with rewarding employees for their job status.
107.ClamCo, a large energy company, was once a bureaucratic organization that
valued long service and promotions through a steep hierarchy. After several
years of difficult change, it is now a much flatter organization that places more
responsibility with self-directed work teams. Explain what changes ClamCo
probably would have made to align its reward system with this new corporate
philosophy.
108.Describe a reward system that would best motivate employees to learn several
jobs. Identify potential disadvantages of this reward system.
112.Explain the three critical psychological states that affect employee motivation
and satisfaction in the context of the job characteristics model.
113.The chief executive officer of a mid-sized manufacturing company has hired you
to design the work site and to make any other changes necessary for employees
to feel more empowered. Briefly define empowerment and describe three
important conditions you would ensure to improve empowerment among the
employees.
1. People with a high power distance tend to have a high respect and priority for
(p. 164) money.
FALSE
People in countries with high power distance (such as China and Japan) tend
to have a high respect and priority for money.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: The Meaning of Money in the Workplace
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Membership and Seniority-Based Rewards
3. Competency-based rewards are consistent with the concept of employability.
(p. 165)
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Financial Reward Practices
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Financial Reward Practices
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Membership and Seniority-Based Rewards
6. Job evaluations systematically evaluate the worth of each job within the
(p. 166) organization by measuring its required skill, effort, responsibility and working
conditions.
TRUE
Job evaluations systematically evaluate the worth of each job within the
organization by measuring its required skill, effort, responsibility, and working
conditions.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Financial Reward Practices
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Job Status-Based Rewards
8. Job status-based rewards potentially motivate employees to compete with each
(p. 166) other.
TRUE
Job status-based rewards try to improve feelings of fairness, such that people
in higher-valued jobs should get higher pay. These rewards also motivate
employees to compete for promotions.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Job Status-Based Rewards
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Job Status-Based Rewards
10. Competency-based rewards pay employees based on their seniority in the
(p. 166) organization.
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Competency-Based Rewards
11. Skill-based pay plans give an employee a higher pay rate for those days that
(p. 166) he or she performs two or more jobs at the same time.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Competency-Based Rewards
12. Competency-based rewards tend to improve levels of product and service
(p. 166) quality.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Competency-Based Rewards
13. Gainsharing plans focus on cost reductions and increased labor efficiency.
(p. 168)
TRUE
Gainsharing plan calculates bonuses from the work unit's cost savings and
productivity improvement. They also create a reasonably strong link between
effort and performance, because much of the cost reduction and labor
efficiency is within the team's control.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
14. Gainsharing plans apply to production jobs, not to services such as medical
(p. 168) operations.
FALSE
Gainsharing plan calculates bonuses from the work unit's cost savings and
productivity improvement. Several hospitals have cautiously introduced a form
of gainsharing, whereby physicians and medical staff in a particular medical
unit (cardiology, orthopedics, etc.) are collectively rewarded for cost reductions
in surgery and patient care.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
15. Employee stock ownership plans and stock options are two types of
(p. 168) organizational-level performance-based rewards.
TRUE
Employee stock ownership plans and stock options are two types of
organizational-level performance-based rewards. Employee stock ownership
plans (ESOPs) encourage employees to buy company stock, usually at a
discounted price or through a no-interest loan. Stock options give employees
the right to purchase company stock at a predetermined price up to a fixed
expiration date.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Performance-Based Rewards
16. Employee stock ownership plans and stock options tend to create an
(p. 168) "ownership culture" in which employees feel aligned with the organization's
success.
TRUE
Research indicates that employee stock ownership plans and stock options
tend to create an ownership culture in which employees feel aligned with the
organization's success.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
17. Employee stock ownership plans give employees the right to purchase
(p. 168) company stock at a predetermined price up to a fixed expiration date.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
18. Companies should use individual-level performance-based pay when jobs are
(p. 170) highly interdependent.
FALSE
Team rewards are better than individual rewards when employees work in
highly interdependent jobs, because it is difficult to measure individual
performance in these situations.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Improving Reward Effectiveness
TRUE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Improving Reward Effectiveness
20. Job specialization increases training costs and makes it more difficult for
(p. 172) companies to match employee aptitudes to jobs for which they are best suited.
FALSE
Specialized jobs require fewer physical and mental skills to accomplish the
assigned work, so less time and fewer resources are needed for training. It also
tends to increase work efficiency as employees with specific aptitudes or skills
can be matched more precisely to the jobs for which they are best suited.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
21. Scientific management is the process of systematically dividing work into its
(p. 173) smallest possible elements and standardizing work activities to achieve
maximum efficiency.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
22. Scientific management is mainly associated with high levels of job
(p. 173) specialization.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 1 Easy
Topic: Job Design and Work Efficiency
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 1 Easy
Topic: Job Design and Work Efficiency
24. Job specialization increases work efficiency, but it tends to reduce employee
(p. 174) motivation.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
TRUE
Frederick Herzberg argued that only characteristics of the job itself motivate
employees, whereas the hygiene factors merely prevent dissatisfaction.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
26. According to the motivator-hygiene theory, people are mainly motivated by
(p. 174) characteristics of the job itself, not by working conditions or other factors
external to the job.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
27. Motivator-hygiene theory highlights the idea that job content is an important
(p. 174) source of employee motivation.
TRUE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
28. The job characteristics model identifies five core job characteristics and three
(p. 174) psychological states.
TRUE
The job characteristics model identifies five core job dimensions that produce
three psychological states. Employees who experience these psychological
states tend to have higher levels of internal work motivation (motivation from
the work itself), job satisfaction (particularly satisfaction with the work itself),
and work effectiveness.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
29. Task identity is the degree to which the job has a substantial impact on the
(p. 175) organization and/or larger society.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
30. Employees assembling complete computer modems would have higher task
(p. 175) identity than those assembling only one component and passing it along to
others for further assembly.
TRUE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
31. Task significance is the degree to which the job affects the organization and/or
(p. 175) larger society.
TRUE
Task significance is the degree to which the job affects the organization and/or
larger society. It is an observable characteristic of the job as well as a
perceptual awareness.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
32. According to the job characteristics model, experienced meaningfulness
(p. 177) increases with the level of job feedback.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
33. Increasing the core job characteristics will not increase employee motivation for
(p. 177) those who lack the required skills.
TRUE
Job design doesn't increase work motivation for everyone in every situation.
Employees must have the required skills and knowledge to master the more
challenging work.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
34. All employees feel more motivated to perform their jobs when the core job
(p. 177) characteristics are increased.
FALSE
Job design doesn't increase work motivation for everyone in every situation.
Employees must have the required skills and knowledge to master the more
challenging work. The job characteristics model suggests that increasing the
motivational potential of jobs will not motivate employees who are dissatisfied
with their work context (e.g., working conditions, job security) or who have low
growth-need strength.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
TRUE
Job enlargement adds tasks to an existing job. It might involve combining two
or more complete jobs into one or just adding one or two more tasks to an
existing job. Either way, skill variety increases because there are more tasks
to perform.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
36. A video journalist is someone who performs all jobs previously done by a
(p. 179) traditional news team—from operating the camera to reporting the story. Thus,
a video journalist is an example of job enlargement and job enrichment.
TRUE
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
38. Two ways to enrich jobs are by clustering jobs into natural groups and by
(p. 179,180)establishing
client relationships.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
39. Forming natural work units tends to increase task identity and task
(p. 179,180)significance.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
40. Job enrichment tends to increase the quality of products or services.
(p. 179)
TRUE
Product and service quality tend to improve with job enrichment because it
increases the jobholder's felt responsibility and sense of ownership over the
product or service.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
41. Companies are applying job specialization when employees are made directly
(p. 180) responsible for specific customers and having them communicate directly with
those customers.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
42. People are empowered when they feel self-determination, meaning,
(p. 181) competence, and impact regarding their role in the organization.
TRUE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
43. Employees are more likely to feel empowered in jobs with a high degree of
(p. 181) autonomy, task identity, and task significance.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
44. Employees experience more meaningfulness when working in jobs that allow
(p. 181) them to receive feedback about their performance and accomplishments.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
47. Self-leadership borrows ideas from social learning theory and research in
(p. 182) sports psychology on constructive thought processes.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Practices
48. Self-leadership suggests that goals should be set by the employee's supervisor
(p. 182) with or without the employee's involvement.
FALSE
Self-leadership involves setting goals alone, rather than having them assigned
by or jointly decided with a supervisor. Research suggests that employees are
more focused and perform better when they set their own goals, particularly in
combination with other self-leadership practices.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
49. Positive self-talk motivates employees by increasing their effort-to-
(p. 182,183)performance expectancy.
TRUE
Self-talk refers to any situation in which we talk to ourselves about our own
thoughts or actions. Positive self-talk creates a "can-do" belief and thereby
increases motivation by raising our self-efficacy and reducing anxiety about
challenging tasks. This way, it increases the effort-to-performance
expectancy of employees.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
50. Mental imagery helps us to anticipate and work out solutions to potential
(p. 183) obstacles in our work.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
51. Mental imagery excludes visualizing completion of a task.
(p. 183)
FALSE
One part of mental imagery helps us anticipate things that could go wrong; the
other part involves visualizing successful completion of the task. This
visualization increases goal commitment and motivates people to complete the
task effectively.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
53. Self-leadership includes the practice of self-reinforcement.
(p. 184)
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
54. People with a high level of conscientiousness have difficulty applying self-
(p. 184) leadership strategies.
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies
FALSE
Self-leadership is more or less likely to occur depending on the person and the
situation.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies
56. Employees with a high degree of autonomy engage in self-leadership.
(p. 184,185)
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies
A. Membership-based rewards
B. Job status-based rewards
C. Individual job performance-based rewards
D. Competency-based rewards
E. Performance-based rewards
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Membership and Seniority-Based Rewards
59. Which reward system tends to discourage poor performers from voluntarily
(p. 166) leaving the organization?
A. Performance-based pay
B. Skill-based pay
C. Piece-rate rewards
D. Competency-based pay
E. Membership and seniority-based pay
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Membership and Seniority-Based Rewards
60. The problem with membership and seniority-based rewards is that they:
(p. 166)
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Membership and Seniority-Based Rewards
61. Which of the following are "golden handcuffs" that potentially increase
(p. 166) continuance commitment?
A. Performance-based rewards
B. Job status-based rewards
C. Team-based rewards
D. Competency-based rewards
E. Membership/seniority-based rewards
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Membership and Seniority-Based Rewards
Job status reward system uses job evaluations to measure job worth.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Job Status-Based Rewards
63. Which of the following awards motivate employees to compete for promotions?
(p. 166)
A. Performance-based rewards
B. Competency-based rewards
C. Team-based rewards
D. Job status-based rewards
E. Membership/seniority-based rewards
Job status-based rewards try to improve feelings of fairness, such that people
in higher-valued jobs should get higher pay. These rewards also motivate
employees to compete for promotions.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Job Status-Based Rewards
64. Steelweld, a car parts manufacturer, pays employees a higher hourly rate as
(p. 166) they learn to master more parts of the work process. Employees earn $10 per
hour when they are hired and they can earn up to $20 per hour if they master
all 12 work units in the production process. Which of these reward systems is
being applied by Steelweld?
A. Skill-based pay
B. Piece-rate pay
C. Job evaluation system
D. Seniority-based pay
E. Membership-based pay
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 3 Hard
Topic: Competency-Based Rewards
65. Which of the following is most consistent with employability—namely, that
(p. 166) employees are expected to continuously learn skills that will keep them
employed?
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Competency-Based Rewards
66. Which of the following is true about skill-based pay plans?
(p. 166)
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Competency-Based Rewards
67. Which of the following is an individual incentive?
(p. 167)
A. Gainsharing plan
B. Piece rate plan
C. Share option
D. Share ownership
E. Employee stock ownership plan
Piece rate plan is a system in which employees earn money for each product
they complete.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Performance-Based Rewards
A. Profit-sharing plan
B. Employee stock ownership plan
C. Gainsharing plan
D. Employee stock option plan
E. Stock option
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
69. A mid-sized city introduced a reward system whereby employees would find
(p. 168) ways to reduce costs and increase work efficiency. Every employee would
receive a portion of the surplus budget resulting from these cost savings.
Which of the following reward systems is this city using?
A. Gainsharing plan
B. Commission system
C. Piece rate plan
D. Share option plan
E. Commission plan
Gainsharing calculates bonuses from the work unit's cost savings and
productivity improvement. Gainsharing plans also create a reasonably strong
link between effort and performance, because much of the cost reduction and
labor efficiency is within the team's control. The city is encouraging employees
to find ways to reduce costs and increase work efficiency.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
70. Gainsharing plans tend to:
(p. 168)
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
71. Which of the following is true about stock option plans?
(p. 168)
A. They refer to bonuses from the work unit's cost savings and productivity
improvement.
B. They give employees the right to purchase company stock at a
predetermined price up to a fixed expiration date.
C. They directly award bonuses to employees based on cost savings and
increased labor productivity.
D. They tend to weaken employee commitment to the organization.
E. They encourage employees to buy company stock, usually at a discounted
price or through a no-interest loan.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
72. Which of the following tend to create an ownership culture and align employee
(p. 168) behaviors more closely to organizational objectives?
A. Job evaluations
B. Commissions
C. Piece rate plans
D. Employee share ownership plans
E. Stock option plans and employee stock ownership plans
Research indicates that employee stock ownership plans and stock options
tend to create an ownership culture in which employees feel aligned with the
organization's success.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
73. When applied to non-management employees, which of the following has a
(p. 168,169)weak connection between the reward and individual effort?
The main problem with ESOPs, stock options, and profit sharing is that
employees often perceive a weak connection between their individual effort
and corporate profits or the value of company shares.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
Job specialization leads to shorter work cycles that give employees more
frequent practice with the task, so jobs are mastered more quickly.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
75. Which of the following refers to the result of the division of labor in which
(p. 172,173)workis subdivided into separate jobs assigned to different people?
Job specialization refers to the result of the division of labor in which work is
subdivided into separate jobs assigned to different people.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
76. Which of the following does scientific management include?
(p. 173)
The practice of systematically partitioning work into its smallest elements and
standardizing tasks to achieve maximum efficiency is known as scientific
management.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
77. Which of these contemporary organizational behavior practices was
(p. 173) popularized by Fredrick Taylor in his work on scientific management?
A. Goal setting
B. Job enrichment
C. Membership-based reward system
D. Seniority-based reward system
E. Competency-based reward system
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
78. According to Herzberg, which of the following is a hygiene factor?
(p. 174)
A. Autonomy
B. Job security
C. Responsibility
D. Personal growth
E. Esteem need
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
79. A unique feature of Herzberg's motivator-hygiene theory is that it:
(p. 174)
A. states that improving motivators increases job satisfaction but does not
decrease job dissatisfaction.
B. states that employees can be satisfied with their jobs but not motivated to
perform their jobs.
C. identifies job specialization as the main source of higher need fulfillment.
D. views job satisfaction and dissatisfaction as opposites.
E. recognizes money as the primary motivator in organizational settings.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
80. _____ is the degree to which a job requires completion of a whole or
(p. 175) identifiable piece of work, such as assembling an entire broadband modem
rather than just soldering in the circuitry.
A. Skill variety
B. Task significance
C. Job feedback
D. Job rotation
E. Task identity
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
81. _____ is the degree to which the job affects the organization and/or larger
(p. 175) society.
A. Skill variety
B. Task significance
C. Job feedback
D. Job rotation
E. Task identity
Task significance is the degree to which the job affects the organization and/or
larger society.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
82. Which core job characteristic(s) affect(s) experienced responsibility for work
(p. 175,176)outcomes?
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
83. _____ is the degree to which employees can tell how well they are doing on the
(p. 176) basis of direct sensory information from the job itself.
A. Job feedback
B. Job evaluation
C. Task identity
D. Task significance
E. Job rotation
Job feedback is the degree to which employees can tell how well they are
doing on the basis of direct sensory information from the job itself.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
84. Which of the following directly contributes to a feeling of experienced
(p. 176,177)responsibilityamong employees?
A. Job feedback
B. Skill variety
C. Autonomy
D. Task identity
E. Task significance
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
85. Which of the following minimizes health risks from repetitive strain and heavy
(p. 178, lifting because employees use different muscles and physical positions in the
179)
various jobs?
A. Job feedback
B. Job enlargement
C. Job rotation
D. Job enrichment
E. Task identity
Job rotation is the practice of moving employees from one job to another. It
minimizes health risks from repetitive strain and heavy lifting because
employees use different muscles and physical positions in the various jobs.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
86. Employees at CyberTech perform repetitive jobs that have resulted in boredom
(p. 178, as well as repetitive strain injury. Technology makes it difficult to combine
179)
existing jobs, but the company wants to make employees more multiskilled.
Which of the following would best help CyberTech to improve this situation?
Job rotation is the practice of moving employees from one job to another. It
supports multi-skilling (employees learn several jobs), which increases
workforce flexibility in staffing the production process and in finding
replacements for employees on vacation.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
87. Which of these job design actions is a form of job enlargement?
(p. 178)
Job enlargement adds tasks to an existing job. It might involve combining two
or more complete jobs into one or just adding one or two more tasks to an
existing job.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
88. Which of the following is the primary aspect of job enlargement?
(p. 178,179)
A. Autonomy
B. Affiliation
C. Job feedback
D. Growth need strength
E. Skill variety
Job enlargement adds tasks to an existing job. It might involve combining two
or more complete jobs into one or just adding one or two more tasks to an
existing job. Either way, skill variety increases because there are more tasks
to perform. Research suggests that simply giving employees more tasks
won't affect motivation, performance, or job satisfaction. These benefits
result only when skill variety is combined with more autonomy and job
knowledge.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
89. A video journalist's job consists of operating the camera, reporting the story,
(p. 179) and often editing the work, whereas these three tasks are traditionally
performed by three people. Video journalism is an example of:
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
90. A large retail organization previously divided work among its four employee
(p. 179) benefits staff into distinct specializations. One person answered all questions
about superannuation (pension plans), another answered all questions about
various forms of paid time off (e.g. vacations), and so on. These jobs were
recently restructured so that each employee benefits person answers all
questions for people in a particular geographic area. For example, one staff
member is responsible for all employee benefits inquiries from anyone in a
particular geographic region. This job restructuring is an example of:
A. self-leadership.
B. job enrichment.
C. job rotation.
D. scientific management.
E. self-monitoring.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
91. A cable TV company redesigned jobs so that one employee interacts directly
(p. 180) with customers, connects and disconnects their cable service, installs their
special services and collects overdue accounts in an assigned area.
Previously, each task was performed by a different person and the customer
interacted only with someone at the head office. This change is an example of:
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
92. Which of the following is a concept that is represented by four dimensions: self-
(p. 181) determination, meaning, competence, and impact of the individual's role in the
organization?
A. Specialization
B. Job enlargement
C. Empowerment
D. Task significance
E. E: Job rotation
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
94. Which of the following is a component of empowerment?
(p. 181)
A. Overconfidence
B. Fate
C. Mental imagery
D. Meaning
E. Dependence
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
95. A high degree of autonomy, task identity, and task significance are important
(p. 181) conditions for:
A. job specialization.
B. competency-based pay.
C. empowerment.
D. scientific management.
E. piece rate system.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
96. Which of the following dimensions is possessed by employees, when they feel
(p. 181) empowered, care about their work, and believe that what they do is important?
A. Meaning
B. Self-determination
C. Competence
D. Impact
E. Freedom
Employees who feel empowered care about their work and believe that what
they do is important. This is referred to as meaning.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
97. Which of the following is the first step in self-leadership?
(p. 182)
The first step in self-leadership is to set goals for your own work effort. This
step applies ideas such as identifying goals that are specific, relevant, and
challenging.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
Before beginning a task and while performing it, employees should engage in
positive (constructive) thoughts about that work and its accomplishment. This
step occurs immediately after personal goal setting.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
99. Which of these statements about self-leadership is true?
(p. 182)
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Practices
A. poor performance.
B. constructive thought patterns.
C. rewarding competencies.
D. job rotation.
E. empowerment.
Before beginning a task and while performing it, employees should engage in
positive (constructive) thoughts about that work and its accomplishment.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
101. Which of the following are included under constructive thought patterns in
(p. 182,183)self-leadership?
Self-talk refers to any situation in which we talk to ourselves about our own
thoughts or actions. Positive self-talk creates a "can-do" belief and thereby
increases motivation by raising our self-efficacy and reducing anxiety about
challenging tasks. Mental imagery refers to mentally practicing a task and
imagining successfully performing it beforehand.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
102. According to the self-leadership model, which of the following is true about
(p. 182,183)positive self-talk?
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
A. Job specialization
B. Task identity
C. Mental imagery
D. Job evaluation
E. Task significance
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
104. _____ is the process of keeping track at regular intervals of one's progress
(p. 184) toward a goal by using naturally occurring feedback.
A. Job feedback
B. Self-monitoring
C. Natural grouping
D. Job specialization
E. Task significance
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 1 Easy
Topic: Self-Leadership Strategies
105. Katie decided to do a more enjoyable task after completing a task that she
(p. 184) disliked. This instance is an example of:
A. self-reinforcement.
B. job enrichment.
C. job specialization.
D. self-monitoring.
E. job feedback.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
Essay Questions
106. Briefly describe how organizations reward people for job status. Discuss three
(p. 166) potential problems with rewarding employees for their job status.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Job Status-Based Rewards
107. ClamCo, a large energy company, was once a bureaucratic organization that
(p. 165,166)valued
long service and promotions through a steep hierarchy. After several
years of difficult change, it is now a much flatter organization that places
more responsibility with self-directed work teams. Explain what changes
ClamCo probably would have made to align its reward system with this new
corporate philosophy.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 3 Hard
Topic: Financial Reward Practices
108. Describe a reward system that would best motivate employees to learn several
(p. 166) jobs. Identify potential disadvantages of this reward system.
The best type of reward system to motivate employees to learn more jobs is a
competency-based reward system and, in particular, a skill-based pay (SBP)
plan. In a skill-based pay plan, employees earn higher pay rates with the
number of skill modules they have mastered, even though they perform only
one job at a particular time. Competency-based rewards motivate employees to
learn new skills. This tends to improve organizational effectiveness by creating
a more flexible workforce; more employees are multiskilled and can perform a
variety of jobs, and they are more adaptive to embracing new practices in a
dynamic environment.
However, competency-based pay plans have not always worked out as well as
promised by their advocates. They are often over-designed, making it difficult
to communicate these plans to employees. Skill-based pay systems measure
specific skills, so they are usually more objective. However, they are expensive
because employees spend more time learning new tasks.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Competency-Based Rewards
109. Compare and contrast gainsharing with employee stock ownership plans.
(p. 168)
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
110. Briefly describe some of the important strategies for improving reward
(p. 169- effectiveness.
172)
Job specialization potentially improves work efficiency. One reason for this
higher efficiency is that employees spend less time changing activities
because they have fewer tasks to juggle. Even when people can change
tasks quickly, their mental attention lingers on the previous task, which slows
down performance on the new task. A second reason for increased work
efficiency is that specialized jobs require fewer physical and mental skills to
accomplish the assigned work, so less time and fewer resources are needed
for training. A third reason is that shorter work cycles give employees more
frequent practice with the task, so jobs are mastered more quickly. A fourth
reason specialization tends to increase work efficiency is that employees with
specific aptitudes or skills can be matched more precisely to the jobs for
which they are best suited. On the other hand, too much specialization will
reduce employee performance because it begins to have a negative effect on
employee motivation. Job specialization often reduces work quality because
employees see only a small part of the process. At extreme levels of
specialization, employees are bored with their work, are more likely to quit or
be absent from their jobs and are less likely to care about product/service
quality. The company may have more difficulty hiring people for the job or
may face unionization, both of which may increase wage rates. These
problems offset the efficiency gains from specialization.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
112. Explain the three critical psychological states that affect employee motivation
(p. 177) and satisfaction in the context of the job characteristics model.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
113. The chief executive officer of a mid-sized manufacturing company has hired
(p. 181) you to design the work site and to make any other changes necessary for
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
114. Self-leadership provides a different way of thinking about motivating
(p. 182- employees. Identify and fully describe three of the elements of the self-
184)
leadership model and briefly explain how self-leadership differs from other
applied motivation practices.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
Personal factors: As with other initiatives, behavior begins with the individual
himself/herself. For example people who have higher levels of
conscientiousness and extroversion are more likely to engage in self-
leadership. This is also the case with individuals who have a positive self-
concept and internal locus of control.
Situational factors: Employees who are given a high degree of autonomy
tend to engage in self-leadership. Bosses can encourage their staff to
engage in self-leadership when they empower rather than control them.
Moreover, companies that emphasize continuous measurement of
performance may lead staff to engage in more self-monitoring, which is an
important component of self-leadership.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies