Question 1

The job characteristics model identifies five core job characteristics that are especially important to job design.The five core job characteristics are __________.

Accepted Answer

skill variety,task i

Question 2

Job design is the process of planning and specifying job tasks and the work arrangements through which they are accomplished.

Accepted Answer

A) True 
 B)False

Question 3

__________ give the right to purchase shares at a fixed price in the future.

Accepted Answer

The answer of __________ give the right to purchase shares...

Question 4

All of the following statements about profit-sharing are true EXCEPT:

Accepted Answer

A) profit sharing is somewhat similar to gain sharing. 
B) profit sharing rewards individuals according to some measure of organizational performance. 
C) profit sharing plans do not reward employees for specific productivity gains. 
D) profit sharing plans reward employees based on overall organizational profits. 
E) profit sharing plans have no criticisms. 
A) profit sharing is somewhat similar to gain sharing. 
B) profit sharing rewards individuals according to some measure of organizational performance. 
C) profit sharing plans do not reward employees for specific productivity gains. 
D) profit sharing plans reward employees based on overall organizational profits. 
E) profit sharing plans have no criticisms.

Question 5

A company that requires employees to be at work between 9:30 a.m.and 3:30 p.m.but allows them to schedule their remaining work day to fit personal needs is using __________.

Accepted Answer

A) the compressed workweek 
B) job sharing 
C) flexible working hours 
D) elastic scheduling 
E) telecommuting 
A) the compressed workweek 
B) job sharing 
C) flexible working hours 
D) elastic scheduling 
E) telecommuting

Question 6

When your manager increases your job content by giving you more responsibility for planning and evaluating duties,which job design approach is being used?

Accepted Answer

A) Job simplification 
B) Job enlargement 
C) Job enrichment 
D) Job rotation 
E) Process reengineering 
A) Job simplification 
B) Job enlargement 
C) Job enrichment 
D) Job rotation 
E) Process reengineering

Question 7

Ranking is a method of performance appraisal that uses a small number of performance categories,such as "very good," "good," "adequate," and "very poor," and slots a certain proportion of people into each category.

Accepted Answer

A) True 
 B)False

Question 8

Implementing a job-design strategy of job simplification usually increases operating efficiency by reducing the number of skills required to do a job,and thereby keeps the needs for job training to a minimum and emphasizing the accomplishment of repetitive tasks.

Accepted Answer

A) True 
 B)False

Question 9

A job's motivating potential score can be raised through all of the following methods EXCEPT:

Accepted Answer

A) reducing tasks to create smaller jobs. 
B) opening feedback channels to enable workers to know how well they are doing. 
C) establishing client relationships to enable employees to experience feedback directly from customers. 
D) employing vertical loading to create more planning opportunities. 
E) employing vertical loading to create more controlling responsibilities. 
A) reducing tasks to create smaller jobs. 
B) opening feedback channels to enable workers to know how well they are doing. 
C) establishing client relationships to enable employees to experience feedback directly from customers. 
D) employing vertical loading to create more planning opportunities. 
E) employing vertical loading to create more controlling responsibilities.

Question 10

The research of Lawler generally concludes that __________.

Accepted Answer

A) Americans believe that they are paid more fairly than workers in other countries 
B) pay must be combined with fringe benefits to create a significant total compensation package for employees 
C) for pay to serve as a motivator,high levels of job performance must be viewed as the path through which high pay can be achieved 
D) managers do not believe that they pay their workers enough money 
E) workers do not feel that they are paid fairly 
A) Americans believe that they are paid more fairly than workers in other countries 
B) pay must be combined with fringe benefits to create a significant total compensation package for employees 
C) for pay to serve as a motivator,high levels of job performance must be viewed as the path through which high pay can be achieved 
D) managers do not believe that they pay their workers enough money 
E) workers do not feel that they are paid fairly

Question 11

The primary appeal of graphic rating scales is their __________.

Accepted Answer

A) limited use 
B) ease of use 
C) close link with job analysis 
D) application to a narrow range of jobs 
E) use for employment development 
A) limited use 
B) ease of use 
C) close link with job analysis 
D) application to a narrow range of jobs 
E) use for employment development

Question 12

Define intrinsic rewards and extrinsic rewards.Give an example of an intrinsic reward and an extrinsic reward.
Suggested

Accepted Answer

Intrinsic rewards are positively valued

Question 13

Alternative work arrangements commonly used today include all of the following EXCEPT:

Accepted Answer

A) job sharing. 
B) telecommuting. 
C) flexible working hours. 
D) compressed workweek. 
E) job enrichment. 
A) job sharing. 
B) telecommuting. 
C) flexible working hours. 
D) compressed workweek. 
E) job enrichment.

Question 14

Which of the following statements does NOT accurately describe what is needed to make a merit pay plan work well?

Accepted Answer

A) Merit pay should be based on realistic and accurate measures of individual work performance. 
B) Merit pay should create a belief among employees that they must perform at high levels to achieve high pay. 
C) Merit pay should be higher for those employees whom the manager personally favors. 
D) Merit pay should clearly differentiate between high and low performers in the amount of pay received. 
E) Managers should avoid confusing "merit" aspects of a pay increase with "cost-of-living" adjustments. 
A) Merit pay should be based on realistic and accurate measures of individual work performance. 
B) Merit pay should create a belief among employees that they must perform at high levels to achieve high pay. 
C) Merit pay should be higher for those employees whom the manager personally favors. 
D) Merit pay should clearly differentiate between high and low performers in the amount of pay received. 
E) Managers should avoid confusing "merit" aspects of a pay increase with "cost-of-living" adjustments.

Question 15

A behaviorally anchored rating scale is a method of performance appraisal that records incidents of each subordinate's behavior that led to either unusual success or failure in a given performance aspect.

Accepted Answer

A) True 
 B)False

Question 16

__________ is a technique of performance appraisal that involves ordering each individual from best to worst on each performance dimension being considered.

Accepted Answer

A) Paired comparison 
B) Critical incident diary 
C) Forced distribution 
D) Ranking 
E) Management by objectives 
A) Paired comparison 
B) Critical incident diary 
C) Forced distribution 
D) Ranking 
E) Management by objectives

Question 17

In a(n)__________,employees are rewarded by being given company stock or by being allowed to purchase it at a price below market value.

Accepted Answer

A) single payoff 
B) ESOP 
C) gain-sharing plan 
D) individualized payoff 
E) lump-sum increase 
A) single payoff 
B) ESOP 
C) gain-sharing plan 
D) individualized payoff 
E) lump-sum increase

Question 18

Comparative methods of performance appraisal identify one employee's standing relative to others.

Accepted Answer

A) True 
 B)False

Question 19

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.

Accepted Answer

A) True 
 B)False

Question 20

Four comparative performance appraisal methods are (1)ranking,(2)paired comparison,(3)forced distribution and (4)graphic rating scales.

Accepted Answer

A) True 
 B)False

The job characteristics model identifies five core job characteristics that are especially important to job design.The five core job characteristics are __________.

Job design is the process of planning and specifying job tasks and the work arrangements through which they are accomplished.

__________ give the right to purchase shares at a fixed price in the future.

All of the following statements about profit-sharing are true EXCEPT:

A company that requires employees to be at work between 9:30 a.m.and 3:30 p.m.but allows them to schedule their remaining work day to fit personal needs is using __________.

When your manager increases your job content by giving you more responsibility for planning and evaluating duties,which job design approach is being used?

Ranking is a method of performance appraisal that uses a small number of performance categories,such as "very good," "good," "adequate," and "very poor," and slots a certain proportion of people into each category.

Implementing a job-design strategy of job simplification usually increases operating efficiency by reducing the number of skills required to do a job,and thereby keeps the needs for job training to a minimum and emphasizing the accomplishment of repetitive tasks.

A job's motivating potential score can be raised through all of the following methods EXCEPT:

The research of Lawler generally concludes that __________.

The primary appeal of graphic rating scales is their __________.

Define intrinsic rewards and extrinsic rewards.Give an example of an intrinsic reward and an extrinsic reward. Suggested

Alternative work arrangements commonly used today include all of the following EXCEPT:

Which of the following statements does NOT accurately describe what is needed to make a merit pay plan work well?

A behaviorally anchored rating scale is a method of performance appraisal that records incidents of each subordinate's behavior that led to either unusual success or failure in a given performance aspect.

__________ is a technique of performance appraisal that involves ordering each individual from best to worst on each performance dimension being considered.

In a(n)__________,employees are rewarded by being given company stock or by being allowed to purchase it at a price below market value.

Comparative methods of performance appraisal identify one employee's standing relative to others.

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.

Four comparative performance appraisal methods are (1)ranking,(2)paired comparison,(3)forced distribution and (4)graphic rating scales.

Introducing Organizational Behavior

Individual Differences,Values,and Diversity

Emotions,Attitudes,and Job Satisfaction

Perception,Attribution,and Learning

Teams in Organizations

Teamwork and Team Performance

Decision-Making and Creativity

Conflict and Negotiation

Communication and Collaboration

Power and Politics

Leadership Essentials

Leadership Challenges and Organizational Change

Organizational Culture and Innovation

Organizational Goals and Structures

Strategy,Technology,and Organizational Design

Filters

Exam 6: Motivation and Performance

The job characteristics model identifies five core job characteristics that are especially important to job design.The five core job characteristics are __________.

Job design is the process of planning and specifying job tasks and the work arrangements through which they are accomplished.

__________ give the right to purchase shares at a fixed price in the future.

All of the following statements about profit-sharing are true EXCEPT:

A company that requires employees to be at work between 9:30 a.m.and 3:30 p.m.but allows them to schedule their remaining work day to fit personal needs is using __________.

When your manager increases your job content by giving you more responsibility for planning and evaluating duties,which job design approach is being used?

Ranking is a method of performance appraisal that uses a small number of performance categories,such as "very good," "good," "adequate," and "very poor," and slots a certain proportion of people into each category.

Implementing a job-design strategy of job simplification usually increases operating efficiency by reducing the number of skills required to do a job,and thereby keeps the needs for job training to a minimum and emphasizing the accomplishment of repetitive tasks.

A job's motivating potential score can be raised through all of the following methods EXCEPT:

The research of Lawler generally concludes that __________.

The primary appeal of graphic rating scales is their __________.

Define intrinsic rewards and extrinsic rewards.Give an example of an intrinsic reward and an extrinsic reward. Suggested

Alternative work arrangements commonly used today include all of the following EXCEPT:

Which of the following statements does NOT accurately describe what is needed to make a merit pay plan work well?

A behaviorally anchored rating scale is a method of performance appraisal that records incidents of each subordinate's behavior that led to either unusual success or failure in a given performance aspect.

__________ is a technique of performance appraisal that involves ordering each individual from best to worst on each performance dimension being considered.

In a(n)__________,employees are rewarded by being given company stock or by being allowed to purchase it at a price below market value.

Comparative methods of performance appraisal identify one employee's standing relative to others.

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.

Four comparative performance appraisal methods are (1)ranking,(2)paired comparison,(3)forced distribution and (4)graphic rating scales.

Introducing Organizational Behavior

Individual Differences,Values,and Diversity

Emotions,Attitudes,and Job Satisfaction

Perception,Attribution,and Learning

Teams in Organizations

Teamwork and Team Performance

Decision-Making and Creativity

Conflict and Negotiation

Communication and Collaboration

Power and Politics

Leadership Essentials

Leadership Challenges and Organizational Change

Organizational Culture and Innovation

Organizational Goals and Structures

Strategy,Technology,and Organizational Design

Filters