Preparing To Manage Human Resources - Home - Coursera Non-Monetary Aspects of Work

3/17/2019 Preparing to Manage Human Resources - Home | Coursera
Non-Monetary Aspects of Work 11/12 points (91.66%)

Quiz, 12 questions
Congratulations! You passed! Next Item
0/1
 point
1.
Managers should be trying to create conditions that result in...
...employees who are satis ed with their job.
...employees who are committed to their organization.
This should not be selected

Please refer back to the video lecture "Seeking Ful llment from Work."
...employees who are engaged in their job.
1/1
 point
2.
To promote intrinsic motivation among workers they manage, managers should promote which needs?
(you must check all that apply)
Autonomy
Correct
If you received a red indication that you got this item wrong, please refer back to the video lesson
"Seeking Ful llment from Work."
Financial security
Un-selected is correct
Competence
Correct
https://www.coursera.org/learn/managing-human-resources/exam/7HNLK/non-monetary-aspects-of-work 1/7
Non-Monetary Aspects
"Seeking Ful llment of Work
from Work."
11/12 points (91.66%)
Quiz, 12 questions
Social belonging
Correct
"Seeking Ful llment from Work."
1/1
 point
3.
True or false: To promote positive job attitudes, managers should only be concerned with the
characteristics of each job.
False
Correct
Yes, job characteristics are important predictors of job attitudes, but so, too, are relationships with
co-workers and support from managers.
True
1/1
 point
4.
To help feel good about ourselves, we identify with certain groups and in doing so, we emphasize the
positive nature of their own group (“in-group”) compared to others (“out-groups”). Which of the following
does not result from this.
Discrimination against out-group members by in-group members.
Free-rider problems in groups such that some group members do not fully contribute.
Correct
Di erences between those groups we identify with and those we do not are magni ed.
Inter-group con ict.
1/1

Non-Monetary Aspects of Work
point
11/12 points (91.66%)
Quiz, 12 questions
5.
To derive personal identity from belonging to an occupation, employees will...
...behave in ways that conform to societal or peer expectations for that occupation, unless the
organization wishes them to behave di erently.
...not worry about conforming to societal or peer expectations for that occupation.
...behave in ways that conform to societal or peer expectations for that occupation, even if the
organization wishes them to behave di erently.
Correct
1/1
 point
6.
Consider an employee who (a) is only concerned with distributive justice, but not other aspects, and (b)
believes she is working harder than her co-workers but getting paid the same. The employee's manager
should expect her to... (you must check all that apply)
...reduce her e ort to match that of her co-workers.
Correct
"Fairness and Justice."
...do nothing.
...ask for a raise.
Correct
"Fairness and Justice."
...complain about the fairness of the policies for determining pay.
1/1

Non-Monetary
point
Aspects of Work
Quiz, 12 questions
11/12 points (91.66%)
7.
Some questions that can help managers think about employee perceptions of procedural justice include:
(you must check all that apply)
Has the procedure been applied consistently?
Correct
"Finding Identity in Work."
Has an employee been able to express his/her views and feelings during the procedure?
Correct
Has the procedure been free of bias?
Correct
During the procedure, did the manager treat the employee with respect?
Did the procedure result in fair outcomes?
1/1
 point
8.
Managers should only apply insights from psychology after they examine their workers and see...
...self-interested individuals working for money.
...individuals focused on obtaining intrinsic rewards and avoiding frustration.
Correct
Quiz, 12 questions
...conscious-status individuals who are also concerned with norms or peer pressure.
1/1
 point
9.
Norms or peer pressure can come from many sources, including... (you must check all that apply)
...the worker as an individual.
...work group.
Correct
"Society Expects Me To Work" and remember that norms emerge from social or collective
phenomena.
...organization.
Correct
phenomena.
...country.
Correct
phenomena.
1/1
 point
10.
True or false: Various forms of social norms will always support managers in eliciting desired work
behaviors.
False.
Quiz, 12 questions
Correct
This is false because some norms can be inconsistent with what a manager or an organization
wants an employee to do. For example, norms of masculinity might reduce helping behaviors, or
occupational norms might prescribe that work should be done in a certain way.
True.
1/1
 point
11.
True or false: Because of biological di erences, women are naturally suited to care for others, and this
justi es an enduring, unequal sexual division of labor.
False
Correct
True
1/1
 point
12.
For managers, what is the relevance of seeing work as caring for and serving others? (you must check all
that apply)
Caring for and serving others isn't real work so it has little to do with managers.
Workers who value caring or serving might be demotivated if they feel that these meanings of
work are devalued by an organization or a society.
Correct
"Work is Complex, So Managing is Complex."
Workers who value caring or serving might be motivated if a manager provides opportunities for
ful lling these goals, either directly or indirectly.
Correct
If you received a red indication that you got this item wrong, please refer back to the video
Quiz, 12 questions lesson
"Work is Complex, So Managing is Complex."

Preparing To Manage Human Resources - Home - Coursera Non-Monetary Aspects of Work

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3/17/2019 Preparing to Manage Human Resources - Home | Coursera

Non-Monetary Aspects of Work 11/12 points (91.66%)

Congratulations! You passed! Next Item

...employees who are satis ed with their job.

...employees who are committed to their organization.

This should not be selected

...employees who are engaged in their job.

Discrimination against out-group members by in-group members.

Inter-group con ict.

...reduce her e ort to match that of her co-workers.

...ask for a raise.

...complain about the fairness of the policies for determining pay.

Has the procedure been applied consistently?

Has the procedure been free of bias?

Did the procedure result in fair outcomes?

...self-interested individuals working for money.

...individuals focused on obtaining intrinsic rewards and avoiding frustration.

...the worker as an individual.

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