Question 1

Which of the following practices explicitly includes self-reinforcement?

Accepted Answer

A)  Empowerment
B)  Job rotation
C)  Self-leadership
D)  Job enrichment
E)  None of the answers apply. C

Question 2

One advantage of competency-based rewards is that measuring employee competencies is mostly done through objective measurement methods.

Accepted Answer

A) True 
 B)False  False

Question 3

Which of these performance-based rewards tends to create the lowest individual performance-to-outcome expectancy?

Accepted Answer

A)  Share options
B)  Team bonuses
C)  Gainsharing
D)  Individual piece rates
E)  Individual commissions A

Question 4

Which of these performance-based rewards tends to create the strongest psychological connection between the individual employee's work effort and the reward received?

Accepted Answer

A)  Employee stock option plan
B)  Gainsharing plan
C)  Employee stock ownership plan
D)  Profit sharing plan
E)  None of these rewards offer any psychological connection between the individual employee's work effort and the reward received.

Question 5

Which of the following is NOT an individual level performance reward?

Accepted Answer

A)  Gainsharing
B)  Bonuses
C)  Commissions
D)  Awards
E)  Piece rates

Question 6

Jobs with high level of task significance provide freedom, independence, and discretion in scheduling the work, and determining the procedures to be used to complete the work.

Accepted Answer

A) True 
 B)False

Question 7

Employees with a high degree of autonomy are more likely to engage in self-leadership.

Accepted Answer

A) True 
 B)False

Question 8

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.

Accepted Answer

A) True 
 B)False

Question 9

Job evaluations are used in which type of reward system?

Accepted Answer

A)  Seniority-based rewards
B)  Individual performance rewards
C)  Gainsharing plans.
D)  Job status-based rewards
E)  Competency-based rewards

Question 10

Job enlargement primarily changes which of the following?

Accepted Answer

A)  Growth need strength
B)  Working conditions
C)  Autonomy
D)  Job feedback
E)  Skill variety

Question 11

Which of these job design actions is mainly a form of job enlargement?

Accepted Answer

A)  Forming natural work units
B)  Establishing client relationships
C)  Increasing the number of tasks within the job
D)  Establishing client relationships and forming natural work units
E)  Empowering employees

Question 12

The more employees see a direct connection between their daily actions and the reward, the more they are motivated to improve performance.

Accepted Answer

A) True 
 B)False

Question 13

Increasing the core job characteristics will not increase employee motivation for those who lack the required skills.

Accepted Answer

A) True 
 B)False

Question 14

Job enlargement increases skill variety

Accepted Answer

A) True 
 B)False

Question 15

Job enlargement increases an employee's growth needs.

Accepted Answer

A) True 
 B)False

Question 16

Employees are empowered when they

Accepted Answer

A)  experience self-reinforcement and engage in positive self-talk.
B)  engage in positive self-talk.
C)  experience self-reinforcement.
D)  practice job specialization.
E)  experience more self-determination, meaning, competence, and impact.

Question 17

The job characteristics model identifies five core job characteristics and three psychological states.

Accepted Answer

A) True 
 B)False

Question 18

Competency-based rewards are expensive.

Accepted Answer

A) True 
 B)False

Question 19

Self-leadership provides a different way of thinking about motivating employees. Briefly explain how self-leadership differs from other applied motivation practices. Then, fully describe any three elements of the self-leadership model.

Accepted Answer

The answer of Self-leadership provides a different way of thinking...

Question 20

Job specialization usually reduces the employee's work efficiency

Accepted Answer

A) True 
 B)False

Exam 6: Applied Performance Practices

Which of the following practices explicitly includes self-reinforcement?

One advantage of competency-based rewards is that measuring employee competencies is mostly done through objective measurement methods.

Which of these performance-based rewards tends to create the lowest individual performance-to-outcome expectancy?

Which of these performance-based rewards tends to create the strongest psychological connection between the individual employee's work effort and the reward received?

Which of the following is NOT an individual level performance reward?

Jobs with high level of task significance provide freedom, independence, and discretion in scheduling the work, and determining the procedures to be used to complete the work.

Employees with a high degree of autonomy are more likely to engage in self-leadership.

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.

Job evaluations are used in which type of reward system?

Job enlargement primarily changes which of the following?

Which of these job design actions is mainly a form of job enlargement?

The more employees see a direct connection between their daily actions and the reward, the more they are motivated to improve performance.

Increasing the core job characteristics will not increase employee motivation for those who lack the required skills.

Job enlargement increases skill variety

Job enlargement increases an employee's growth needs.

Employees are empowered when they

The job characteristics model identifies five core job characteristics and three psychological states.

Competency-based rewards are expensive.

Self-leadership provides a different way of thinking about motivating employees. Briefly explain how self-leadership differs from other applied motivation practices. Then, fully describe any three elements of the self-leadership model.

Job specialization usually reduces the employee's work efficiency