Describe the concept of job enrichment. How does job enrichment differ from other job design strategies of job enlargement or job rotation?
Question 2
A __________ lists a variety of dimensions thought to be related to high-performance outcomes in a given job and that the individual is accordingly expected to exhibit.
Question 3
The determinants of motivation and the best ways to deal with motivation are unlikely to vary across cultures.
AnswerTrue False
Question 4
For a performance appraisal system to be reliable, it must:
a) provide consistent results each time it is used.
b) be used in a wide cross-section of industries.
c) be statistically robust.
d) be used across hierarchical levels in an organization.
e) actually measure people on relevant job characteristics.
Question 5
__________ is a comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the work unit.
Answer
total evaluation.
360-degree evaluation.
worldwide evaluation.
inside and outside evaluation.
bottom-up/top-down evaluation.
Question 6
For a performance appraisal system to be reliable, it must:
Answer
provide consistent results each time it is used.
be used in a wide cross-section of industries.
be statistically robust.
be used across hierarchical levels in an organization.
actually measure people on relevant job characteristics
Question 7
An emerging trend is the attempt to extend the awarding of cash bonuses to employees at lower levels in organization and in both managerial and non managerial jobs.
True
False
Question 8
According to the integrated model of individual work motivation, whether or not a work setting proves motivational for an individual depends on the __________________
Answer
support given by the individual s team members.
level of pay the person receives.
availability of rewards and their perceived value.
amount of camaraderie the individual believes exist in the workplace.
quality of supervision and direction the individual receives.
Question 9
Frederick Taylor s principles of scientific management include all of the following EXCEPT
Answer
develop a science for each job that covers rules of motion, standard work tools, and supportive work conditions
hire workers with the right abilities for the job
increase job content by giving workers more responsibility
) train and motivate workers to do their jobs according to the science
support workers by planning and assisting their work using the job science
Question 10
The best job design is always the one that meets organizational requirements for high performance, offers a good fit with individual skills and needs, and provides opportunities for job satisfaction.
True
False
Question 11
When discussing motivation, direction refers to an individual s choice when presented with a number of possible alternatives.
True
False
Question 12
The expectancy theory of motivation predicts that a person will be motivated to work hard when __________.
Answer
expectancy is high and instrumentality and valence are low.
instrumentality is high and expectancy and valence are low.
valence is high and expectancy and instrumentality are low.
expectancy, instrumentality, and valence are all high.
expectancy or instrumentality or valence equals zero.
Question 13
Although research supports the logic and theoretical benefits of merit pay, it also indicates that
Answer
human resources specialists are necessary to administer merit pay plans.
employees are overpaid for the jobs they perform.
employees like merit pay plans.
the implementation of merit pay plans is not easy.
managers believe that merit pay plans properly reflect employee productivity
Question 14
According to expectancy theory, motivation will be __________ when expectancy and instrumentality are high and very desirable work outcomes result from task performance.
Question 15
Content theories are useful in the integrated model of motivation as guides to understanding individual beliefs and career aspirations.
Question 16
All of the following statements about the equity theory of motivation are correct EXCEPT
Answer
it is a content theory of motivation.
it is best known through the work of J. Stacy Adams.
its essence is that perceived inequity is a motivating state.
it holds that people try to resolve the inequities they perceive they are experiencing.
) it holds that people who feel underpaid will reduce their work efforts to compensate for missing rewards.
Question 17
According to the integrated model of individual work motivation, a person s job performance is influenced most directly by individual attributes such as such as ability and experience, organizational support such as resources and technology, and effort or the willingness of someone to work hard at what they are doing.
True
False
Question 18
According to the integrated model of individual work motivation, a person s job performance is influenced most directly by all of the following EXCEPT:
Answer
ability.
experience.
work effort.
organization support such as resources and technology.
Supervision.
Active Standards
Question 19
Which of the following statements regarding motivation across cultures is NOT correct?
Answer
motivation is a key concern in companies around the world.
North American theories of motivation are not applicable around the world because of cultural limitations.
the determinants of motivation and the best ways to deal with motivation likely vary considerably across Asia, South America, Africa, and Eastern Europe.
what is rewarding in one culture might not be rewarding in another culture.
all cultures are basically motivated by the same thing in the same ways
all cultures are basically motivated by the same thing in the same ways
Solution: Take Test: Activity 3.4 - Quiz: Module 3