Exam 15: Motivating Employees

Historically,equity theory focused on ________ justice,which is the perceived fairness of the amount and allocation of rewards among individuals.

Changing Jobs (Scenario) Marty sat in his favourite chair at home and pondered his work situation. The funding in his division had been cut by 25 percent, but the production goals were 10 percent higher! Something had to change, and he knew it was his job to figure out how to make the goals achievable. He decided to try to improve the way that tasks are combined into each job. First, he needed to know how many tasks there were to each job and how frequently each task was repeated. He also knew that because of the funding cut, people were going to be asked to expand their jobs horizontally. But he also felt that to balance this he should expand the jobs vertically by adding planning and evaluating responsibilities. Together, even though the employees were clearly being asked to contribute more, he felt they would have a greater degree of control over their work. Neither managers nor employees looked forward to this coming year, but it was "do or die" situation! -Expanding the jobs vertically by adding planning and evaluating responsibilities is an approach called job ________.

The three referent categories used by employees to assess equity are ________.

In a short essay,explain the reasons why current motivational theories may or may not work well in different countries and cultures.Give examples of the specific theories and how they may differ in cross-cultural environments.

According to the goal-setting theory,a generalized goal of "do your best" will produce a higher motivation than a specific,challenging goal because it allows the employee to decide what the goal is.

High achievers are more motivated by the organization's assessment of his or her performance than with internal motives.

A pediatric nurse working permanently in an intensive care unit would experience which job characteristic?

The economic recession of the last few years saw employees at the receiving end of job insecurity,layoffs,tight budgets,minimal or no pay raises,benefit cuts,no bonuses,and long hours doing the work of those who had been laid off.Assuming that you were a manager during these difficult times,how would you motivate your employees?

According to ________,employees compare their job's inputs-outcomes ratios with those of relevant others.

Organizations that are willing to share information so employees will be motivated to make better decisions about their work use a(n)________ approach.

The need for such factors as status,recognition,attention,self-respect,autonomy,and achievement occur at which level on Maslow's hierarchy of needs?

Jacob is a project manager in a large software services company.In a bid to maximize his team's productivity,Jacob decides to follow the goal-setting theory.In line with the principles of the theory,he sets specific,difficult goals for all of his team members and ensures that they understand and accept the new standards.Which of the following facts,if TRUE would undermine Jacob's strategy?

When Jamie agreed to work late next month,she was concerned about her ________ needs.

Offering employees opportunities for training and development is a good way to motivate in economic downturns.

As manager of a large team of engineers,you notice that your team is falling short of its goals primarily because several team members are either not motivated to put in their best or are downright dissatisfied with their jobs.You have decided to follow Herzberg's two-factor theory to motivate your employees.What steps can you take to maximize motivation?

The ________ says that employees are taking the initiative to change how their work is performed.

According to Maslow's hierarchy of needs theory,when an employer provides his employees health insurance,he is taking care of their ________ needs.

________ theory says that behavior is a function of its consequences.

Changing Jobs (Scenario) Marty sat in his favourite chair at home and pondered his work situation. The funding in his division had been cut by 25 percent, but the production goals were 10 percent higher! Something had to change, and he knew it was his job to figure out how to make the goals achievable. He decided to try to improve the way that tasks are combined into each job. First, he needed to know how many tasks there were to each job and how frequently each task was repeated. He also knew that because of the funding cut, people were going to be asked to expand their jobs horizontally. But he also felt that to balance this he should expand the jobs vertically by adding planning and evaluating responsibilities. Together, even though the employees were clearly being asked to contribute more, he felt they would have a greater degree of control over their work. Neither managers nor employees looked forward to this coming year, but it was "do or die" situation! -Marty started by examining job ________,or the number of different tasks required in each job and the frequency with which those tasks are repeated.

The job characteristics model identifies ________ as the degree to which a job has substantial impact on the lives or work of other people.