Exam 10: Motivating Employees

According to Herzberg, the difference between motivators and hygiene factors is

Upper Hand Industries regularly moves employees from one job to another in order to improve motivation. Upper Hand's strategy is job enlargement.

A college graduate with a degree in psychology, Diana is in no hurry to find a job. In fact, she has elected to continue her education until she decides on the type of career she would like to pursue. Although she really likes some aspects of marketing, social work and social causes also appeal to her. Having worked part-time in a small business during college, she also thinks that working in her own business, independent of the control of others, may also be the way to go. Diana is typical of

Nash works for a landscaping business. His employer asked if he could work overtime this weekend to finish a job for a significant client. According to expectancy theory, Nash will want to compare the compensation or other rewards offered by his employer to the extra effort involved before he decides whether to agree to the job.

Compare the assumptions Theory X makes about employees with those of Theory Y. How do these different assumptions influence management styles?

For management by objectives to be successful, employees must be willing to accept the objectives set by top management without question and without hesitation.

Feedback enhances worker motivation by giving employees a feeling of achievement and recognition.

Often we hear that teenagers have unmet social needs. According to Maslow, their desire to become socially accepted will consume them, at the expense of reaching for higher goals, such as developing to their fullest potential.

Equity theory states that employees will perform well if they

________ is the term William Ouchi used to refer to the management approach typically used by firms in the United States.

At Five Star Vehicles, employees are grouped into teams. Each team is responsible for assembling an entire automobile. Five Star gives each team freedom and flexibility to decide how to divide up the work. The company keeps the employees informed about how their cars are selling, and even shows them the comments customers make about quality and performance on customer satisfaction questionnaires. Five Star Vehicles is using a strategy of

Frederick Taylor believed that employees would be more productive if they were allowed to decide for themselves which methods at work to use.

SmartTech's CEO, Gary, often honors employees who have demonstrated the company's core values. SmartTech holds a conference each year, where one employee is honored in several values categories that include (1) challenge; (2) move fast; (3) be open and straightforward; (4) teamwork for results; and (5) take responsibility. Rather than posting core values someplace everyone passes by each day, Gary finds that providing ________ rewards once each year provides the message to all employees that these are important values.

Job simplification is an extension of the ideas of Frederick Herzberg.

Carolina works for a large New Mexico ski equipment warehouse. In the past, her only chance to learn how she was doing on the job came during performance reviews with her boss twice a year. The company recently implemented a policy designed to give her and other employees detailed information about their job performance on a monthly basis. This suggests that the company now provides Carolina and her co-workers with more

Frank and Lillian Gilbreth developed the principle of ________, which said that every job could be broken down into a series of elementary motions.

Which of the following descriptions more appropriately reflects the way that Gen Xers prefer to communicate at work?

Progressive managers are rewarding good work in all kinds of ways including more vacation days, thank-you events, and just letting everyone know when someone does a good job.

________ studied how the characteristics of the job itself affected worker motivation.

Herzberg used the term hygiene factor to refer to an element of job content that was most important as a source of worker motivation.