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2014 Organizational Behavior 7th Edition Test Bank
2014 Organizational Behavior 7th Edition Test Bank
1. People with a high power distance tend to have a high respect and priority for
money.
True False
True False
True False
True False
True False
6. Job evaluations systematically evaluate the worth of each job within the
organization by measuring its required skill, effort, responsibility and working
conditions.
True False
7. Job evaluation mainly supports the competency approach to rewards.
True False
True False
True False
True False
11. 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.
True False
12. Competency-based rewards tend to improve levels of product and service quality.
True False
13. Gainsharing plans focus on cost reductions and increased labor efficiency.
True False
14. Gainsharing plans apply to production jobs, not to services such as medical
operations.
True False
15. Employee stock ownership plans and stock options are two types of
organizational-level performance-based rewards.
True False
16. Employee stock ownership plans and stock options tend to create an "ownership
culture" in which employees feel aligned with the organization's success.
True False
17. Employee stock ownership plans give employees the right to purchase company
stock at a predetermined price up to a fixed expiration date.
True False
18. Companies should use individual-level performance-based pay when jobs are
highly interdependent.
True False
True False
20. Job specialization increases training costs and makes it more difficult for
companies to match employee aptitudes to jobs for which they are best suited.
True False
21. Scientific management is the process of systematically dividing work into its
smallest possible elements and standardizing work activities to achieve maximum
efficiency.
True False
22. Scientific management is mainly associated with high levels of job specialization.
True False
True False
24. Job specialization increases work efficiency, but it tends to reduce employee
motivation.
True False
True False
True False
27. Motivator-hygiene theory highlights the idea that job content is an important
source of employee motivation.
True False
28. The job characteristics model identifies five core job characteristics and three
psychological states.
True False
29. Task identity is the degree to which the job has a substantial impact on the
organization and/or larger society.
True False
30. Employees assembling complete computer modems would have higher task
identity than those assembling only one component and passing it along to others
for further assembly.
True False
31. Task significance is the degree to which the job affects the organization and/or
larger society.
True False
32. According to the job characteristics model, experienced meaningfulness
increases with the level of job feedback.
True False
33. Increasing the core job characteristics will not increase employee motivation for
those who lack the required skills.
True False
34. All employees feel more motivated to perform their jobs when the core job
characteristics are increased.
True False
True False
36. A video journalist is someone who performs all jobs previously done by a
traditional news team—from operating the camera to reporting the story. Thus, a
video journalist is an example of job enlargement and job enrichment.
True False
True False
38. Two ways to enrich jobs are by clustering jobs into natural groups and by
establishing client relationships.
True False
39. Forming natural work units tends to increase task identity and task significance.
True False
True False
41. Companies are applying job specialization when employees are made directly
responsible for specific customers and having them communicate directly with
those customers.
True False
42. People are empowered when they feel self-determination, meaning, competence,
and impact regarding their role in the organization.
True False
43. Employees are more likely to feel empowered in jobs with a high degree of
autonomy, task identity, and task significance.
True False
44. Employees experience more meaningfulness when working in jobs that allow
them to receive feedback about their performance and accomplishments.
True False
True False
True False
47. Self-leadership borrows ideas from social learning theory and research in sports
psychology on constructive thought processes.
True False
48. Self-leadership suggests that goals should be set by the employee's supervisor
with or without the employee's involvement.
True False
49. Positive self-talk motivates employees by increasing their effort-to-performance
expectancy.
True False
50. Mental imagery helps us to anticipate and work out solutions to potential
obstacles in our work.
True False
True False
True False
True False
54. People with a high level of conscientiousness have difficulty applying self-
leadership strategies.
True False
True False
True False
True False
Multiple Choice Questions
A. Membership-
based rewards
B. Job status-based rewards
A. Performance
-based pay
B. Skill-based
pay
C. Piece-rate
rewards
D. Competency-based
pay
E. Membership and seniority-based pay
60. The problem with membership and
seniority-based rewards is that they:
D. increase turnover.
E. discourage people from remaining with the organizatio
directly motivate job performance.
A. Performance-
based rewards
B. Job status-based rewards
C. Team-based rewards
D. Competency-based
rewards
E. Membership/seniority-based rewards
62. Which of the following reward systems
uses job evaluations?
A. Competency-
based reward
system
B. Job status reward system
A. Performance-
based rewards
B. Competency-based
rewards
C. Team-based rewards
D. Job status-based
rewards
E. Membership/seniority-based rewards
64. Steelweld, a car parts manufacturer, pays
employees a higher hourly rate as they
learn to master more parts of the work
process. Employees earn $10 per hour
when they are hired and they can earn up
to $20 per hour if they master all 12 work
units in the production process. Which of
these reward systems is being applied by
Steelweld?
A. Skill-
based
pay
B. Piece-rate pay
C. Job evaluation
system
D. Seniority-based
pay
E. Membership-based pay
A. Job
evaluation
systems
B. Job status
rewards
C. Competency-based
rewards
D. Individual performance-based rewards
E. Membership-based rewards
66. Which of the following is true about skill-
based pay plans?
A. They discourage
employees from learning
new jobs.
B. They create a psychological distance between employ
A. Gainshari
ng plan
B. Piece rate
plan
C. Share
option
D. Share ownership
E. Employee stock ownership plan
68. Which of these performance-based
rewards tends to create a connection
between the employee's work effort and
the reward received?
A. Profit-
sharing
plan
B. Employee stock ownership plan
C. Gainsharing
plan
D. Employee stock option
plan
E. Stock
option
A. Gainshari
ng plan
B. Commission
system
C. Piece rate
plan
D. Share option
plan
E. Commission
plan
70. Gainsharing plans tend to:
A. They refer to bo
unit's cost savin
improvement.
B. They give employees the right to purchase company s
price up to a fixed expiration date.
C. They directly award bonuses to employees based on
increased labor productivity.
D. They tend to weaken employee commitment to the
organization.
E. They encourage employees to buy company stock, us
price or through a no-interest loan.
72. Which of the following tend to create an
ownership culture and align employee
behaviors more closely to organizational
objectives?
A. Job
evaluatio
ns
B. Commission
s
C. Piece rate
plans
D. Employee share ownership
plans
E. Stock option plans and employee stock ownership
plans
A. Piece
rate pay
B. Commissio
n
C. Profit-sharing
bonus
D. Gainsharing
plan
E. Job evaluation
74. Which of the following is an advantage of
job specialization?
A. The quality of
work increases.
B. Jobs can be mastered quickly.
C. Employees are more involved with their
jobs.
D. The work is less
repetitive.
E. Task specialization has no clear advantages to the org
A. Piece rate
system
B. Job
rotation
C. Job specialization
D. Profit-sharing
bonus
E. Gainsharing
plan
76. Which of the following does scientific
management include?
A. Assigning employees
to fixed hourly wages.
B. Systematically dividing a job into its smallest possible
these divided tasks to employees who are best qualifie
C. Combining tasks so employees perform an entire work
to end.
D. Encouraging employees to set their own goals and ha
about their work performance.
E. Encouraging employees to complete an entire task sin
A. Goal
setting
B. Job
enrichment
C. Membership-based reward
system
D. Seniority-based reward
system
E. Competency-based reward
system
78. According to Herzberg, which of the
following is a hygiene factor?
A. Auton
omy
B. Job
security
C. Responsibilit
y
D. Personal
growth
E. Esteem
need
A. Skill
variety
B. Task significance
C. Job
feedback
D. Job
rotation
E. Task identity
A. Skill
variety
B. Task significance
C. Job
feedback
D. Job
rotation
E. Task identity
82. Which core job characteristic(s) affect(s)
experienced responsibility for work
outcomes?
A. Job
feedbac
k
B. Job evaluation
C. Task identity
D. Task significance
E. Job
rotation
84. Which of the following directly contributes
to a feeling of experienced responsibility
among employees?
A. Job
feedbac
k
B. Skill
variety
C. Autonom
y
D. Task identity
E. Task significance
A. Job
feedbac
k
B. Job
enlargement
C. Job
rotation
D. Job enrichment
E. Task identity
86. Employees at CyberTech perform
repetitive jobs that have resulted in
boredom as well as repetitive strain injury.
Technology makes it difficult to combine
existing jobs, but the company wants to
make employees more multiskilled. Which
of the following would best help
CyberTech to improve this situation?
A. Encourage employees to
engage in mental imagery.
B. Introduce job
specialization.
C. Introduce a gainsharing plan for all production employ
D. Introduce job
rotation.
E. Introduce job enrichment by having each employee pr
rather than a small part of it.
A. Auton
omy
B. Affiliation
C. Job
feedback
D. Growth need
strength
E. Skill
variety
A. self-leadership and
job enlargement.
B. job enrichment and self-
leadership.
C. job enlargement and job
specialization.
D. job specialization and self-
leadership.
E. job enrichment and job
enlargement.
90. A large retail organization previously
divided work among its four employee
benefits staff into distinct specializations.
One person answered all questions about
superannuation (pension plans), another
answered all questions about various
forms of paid time off (e.g. vacations), and
so on. These jobs were recently
restructured so that each employee
benefits person answers all questions for
people in a particular geographic area. For
example, one staff member is responsible
for all employee benefits inquiries from
anyone in a particular geographic region.
This job restructuring is an example of:
A. self-
leadersh
ip.
B. job
enrichment.
C. job
rotation.
D. scientific
management.
E. self-
monitoring.
91. A cable TV company redesigned jobs so
that one employee interacts directly with
customers, connects and disconnects their
cable service, installs their special
services and collects overdue accounts in
an assigned area. Previously, each task
was performed by a different person and
the customer interacted only with
someone at the head office. This change
is an example of:
C. introducing job
rotation.
D. increasing job
specialization.
E. introducing job feedback.
A. Speciali
zation
B. Job
enlargement
C. Empowerment
D. Task significance
E. E: Job rotation
93. When are employees said to be
empowered?
A. When employees
practice job
specialization
B. When employees experience self-
reinforcement
C. When employees engage in positive self-talk
A. Overconf
idence
B. Fat
e
C. Mental imagery
D. Meaning
E. Dependenc
e
95. A high degree of autonomy, task identity,
and task significance are important
conditions for:
A. job
specializa
tion.
B. competency-based pay.
C. empowerment
.
D. scientific
management.
E. piece rate
system.
A. Mean
ing
B. Self-
determination
C. Competenc
e
D. Impac
t
E. Freedo
m
97. Which of the following is the first step in
self-leadership?
A. Establishing
client
relationships
B. Practicing
gainsharing
C. Personal goal
setting
D. Constructive thought patterns
E. Self-
reinforcement
A. Designing
natural
rewards
B. Self-monitoring
C. Self-
reinforcement
D. Constructive thought patterns
E. Track keeping
99. Which of these statements about self-
leadership is true?
A. Employees with
conscientiousne
tendency to app
B. Some elements of self-leadership come from sports p
A. poor
performan
ce.
B. constructive thought
patterns.
C. rewarding
competencies.
D. job
rotation.
E. empowerment
.
101. Which of the following are included under
constructive thought patterns in self-
leadership?
A. Self-talk and
mental imagery
B. Gainsharing and employee stock ownership
plans
C. Personal goal setting and self-monitoring
A. It should never be
practiced on the job.
B. It represents the most important way to monitor our ow
A. Job
specializa
tion
B. Task identity
C. Mental imagery
D. Job evaluation
E. Task significance
A. Job
feedbac
k
B. Self-monitoring
C. Natural
grouping
D. Job specialization
E. Task significance
105. Katie decided to do a more enjoyable task
after completing a task that she disliked.
This instance is an example of:
A. self-
reinforcem
ent.
B. job
enrichment.
C. job specialization.
D. self-monitoring.
E. job
feedback.
Essay Questions
106.Briefly describe how organizations reward people for job status. Discuss three
potential problems with rewarding employees for their job status.
107.ClamCo, a large energy company, was once a bureaucratic organization that
valued long service and promotions through a steep hierarchy. After several
years of difficult change, it is now a much flatter organization that places more
responsibility with self-directed work teams. Explain what changes ClamCo
probably would have made to align its reward system with this new corporate
philosophy.
108.Describe a reward system that would best motivate employees to learn several
jobs. Identify potential disadvantages of this reward system.
112. Explain the three critical psychological states that affect employee motivation
and satisfaction in the context of the job characteristics model.
113. The chief executive officer of a mid-sized manufacturing company has hired you
to design the work site and to make any other changes necessary for employees
to feel more empowered. Briefly define empowerment and describe three
important conditions you would ensure to improve empowerment among the
employees.
115. Your supervisor is intrigued by the concept of self-leadership and wants to know
more about it. Discuss how she can encourage self-leadership and which
conditions would encourage self-leadership to be more likely to occur.
Chapter 06 Applied Performance Practices Answer Key
1. People with a high power distance tend to have a high respect and priority for
(p. 164) money.
FALSE
People in countries with high power distance (such as China and Japan) tend
to have a high respect and priority for money.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: The Meaning of Money in the Workplace
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Membership and Seniority-Based Rewards
3. Competency-based rewards are consistent with the concept of employability.
(p. 165)
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Financial Reward Practices
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Financial Reward Practices
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Membership and Seniority-Based Rewards
6. Job evaluations systematically evaluate the worth of each job within the
(p. 166) organization by measuring its required skill, effort, responsibility and working
conditions.
TRUE
Job evaluations systematically evaluate the worth of each job within the
organization by measuring its required skill, effort, responsibility, and working
conditions.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Financial Reward Practices
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Job Status-Based Rewards
8. Job status-based rewards potentially motivate employees to compete with each
(p. 166) other.
TRUE
Job status-based rewards try to improve feelings of fairness, such that people
in higher-valued jobs should get higher pay. These rewards also motivate
employees to compete for promotions.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Job Status-Based Rewards
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Job Status-Based Rewards
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Competency-Based Rewards
11. Skill-based pay plans give an employee a higher pay rate for those days that
(p. 166) he or she performs two or more jobs at the same time.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Competency-Based Rewards
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Competency-Based Rewards
13. Gainsharing plans focus on cost reductions and increased labor efficiency.
(p. 168)
TRUE
Gainsharing plan calculates bonuses from the work unit's cost savings and
productivity improvement. They also create a reasonably strong link between
effort and performance, because much of the cost reduction and labor
efficiency is within the team's control.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
14. Gainsharing plans apply to production jobs, not to services such as medical
(p. 168) operations.
FALSE
Gainsharing plan calculates bonuses from the work unit's cost savings and
productivity improvement. Several hospitals have cautiously introduced a form
of gainsharing, whereby physicians and medical staff in a particular medical
unit (cardiology, orthopedics, etc.) are collectively rewarded for cost reductions
in surgery and patient care.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
15. Employee stock ownership plans and stock options are two types of
(p. 168) organizational-level performance-based rewards.
TRUE
Employee stock ownership plans and stock options are two types of
organizational-level performance-based rewards. Employee stock ownership
plans (ESOPs) encourage employees to buy company stock, usually at a
discounted price or through a no-interest loan. Stock options give employees
the right to purchase company stock at a predetermined price up to a fixed
expiration date.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Performance-Based Rewards
16. Employee stock ownership plans and stock options tend to create an
(p. 168) "ownership culture" in which employees feel aligned with the organization's
success.
TRUE
Research indicates that employee stock ownership plans and stock options
tend to create an ownership culture in which employees feel aligned with the
organization's success.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
17. Employee stock ownership plans give employees the right to purchase
(p. 168) company stock at a predetermined price up to a fixed expiration date.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
18. Companies should use individual-level performance-based pay when jobs are
(p. 170) highly interdependent.
FALSE
Team rewards are better than individual rewards when employees work in
highly interdependent jobs, because it is difficult to measure individual
performance in these situations.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Improving Reward Effectiveness
19. Team rewards increase employee preferences for team-based work
(p. 170) arrangements.
TRUE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Improving Reward Effectiveness
20. Job specialization increases training costs and makes it more difficult for
(p. 172) companies to match employee aptitudes to jobs for which they are best suited.
FALSE
Specialized jobs require fewer physical and mental skills to accomplish the
assigned work, so less time and fewer resources are needed for training. It also
tends to increase work efficiency as employees with specific aptitudes or skills
can be matched more precisely to the jobs for which they are best suited.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
21. Scientific management is the process of systematically dividing work into its
(p. 173) smallest possible elements and standardizing work activities to achieve
maximum efficiency.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 1 Easy
Topic: Job Design and Work Efficiency
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 1 Easy
Topic: Job Design and Work Efficiency
24. Job specialization increases work efficiency, but it tends to reduce employee
(p. 174) motivation.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
TRUE
Frederick Herzberg argued that only characteristics of the job itself motivate
employees, whereas the hygiene factors merely prevent dissatisfaction.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
26. According to the motivator-hygiene theory, people are mainly motivated by
(p. 174) characteristics of the job itself, not by working conditions or other factors
external to the job.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
27. Motivator-hygiene theory highlights the idea that job content is an important
(p. 174) source of employee motivation.
TRUE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
28. The job characteristics model identifies five core job characteristics and three
(p. 174) psychological states.
TRUE
The job characteristics model identifies five core job dimensions that produce
three psychological states. Employees who experience these psychological
states tend to have higher levels of internal work motivation (motivation from
the work itself), job satisfaction (particularly satisfaction with the work itself),
and work effectiveness.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
29. Task identity is the degree to which the job has a substantial impact on the
(p. 175) organization and/or larger society.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
30. Employees assembling complete computer modems would have higher task
(p. 175) identity than those assembling only one component and passing it along to
others for further assembly.
TRUE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
31. Task significance is the degree to which the job affects the organization and/or
(p. 175) larger society.
TRUE
Task significance is the degree to which the job affects the organization and/or
larger society. It is an observable characteristic of the job as well as a
perceptual awareness.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
32. According to the job characteristics model, experienced meaningfulness
(p. 177) increases with the level of job feedback.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
33. Increasing the core job characteristics will not increase employee motivation for
(p. 177) those who lack the required skills.
TRUE
Job design doesn't increase work motivation for everyone in every situation.
Employees must have the required skills and knowledge to master the more
challenging work.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
34. All employees feel more motivated to perform their jobs when the core job
(p. 177) characteristics are increased.
FALSE
Job design doesn't increase work motivation for everyone in every situation.
Employees must have the required skills and knowledge to master the more
challenging work. The job characteristics model suggests that increasing the
motivational potential of jobs will not motivate employees who are dissatisfied
with their work context (e.g., working conditions, job security) or who have low
growth-need strength.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
Job enlargement adds tasks to an existing job. It might involve combining two
or more complete jobs into one or just adding one or two more tasks to an
existing job. Either way, skill variety increases because there are more tasks
to perform.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
36. A video journalist is someone who performs all jobs previously done by a
(p. 179) traditional news team—from operating the camera to reporting the story. Thus,
a video journalist is an example of job enlargement and job enrichment.
TRUE
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
38. Two ways to enrich jobs are by clustering jobs into natural groups and by
(p. 179,180 establishing client relationships.
)
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
39. Forming natural work units tends to increase task identity and task
(p. 179,180 significance.
)
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
40. Job enrichment tends to increase the quality of products or services.
(p. 179)
TRUE
Product and service quality tend to improve with job enrichment because it
increases the jobholder's felt responsibility and sense of ownership over the
product or service.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
41. Companies are applying job specialization when employees are made directly
(p. 180) responsible for specific customers and having them communicate directly with
those customers.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
42. People are empowered when they feel self-determination, meaning,
(p. 181) competence, and impact regarding their role in the organization.
TRUE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
43. Employees are more likely to feel empowered in jobs with a high degree of
(p. 181) autonomy, task identity, and task significance.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
44. Employees experience more meaningfulness when working in jobs that allow
(p. 181) them to receive feedback about their performance and accomplishments.
FALSE
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
47. Self-leadership borrows ideas from social learning theory and research in
(p. 182) sports psychology on constructive thought processes.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Practices
48. Self-leadership suggests that goals should be set by the employee's supervisor
(p. 182) with or without the employee's involvement.
FALSE
Self-leadership involves setting goals alone, rather than having them assigned
by or jointly decided with a supervisor. Research suggests that employees are
more focused and perform better when they set their own goals, particularly in
combination with other self-leadership practices.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
49. Positive self-talk motivates employees by increasing their effort-to-
(p. 182,183 performance expectancy.
)
TRUE
Self-talk refers to any situation in which we talk to ourselves about our own
thoughts or actions. Positive self-talk creates a "can-do" belief and thereby
increases motivation by raising our self-efficacy and reducing anxiety about
challenging tasks. This way, it increases the effort-to-performance
expectancy of employees.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
50. Mental imagery helps us to anticipate and work out solutions to potential
(p. 183) obstacles in our work.
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
51. Mental imagery excludes visualizing completion of a task.
(p. 183)
FALSE
One part of mental imagery helps us anticipate things that could go wrong; the
other part involves visualizing successful completion of the task. This
visualization increases goal commitment and motivates people to complete the
task effectively.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
TRUE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
54. People with a high level of conscientiousness have difficulty applying self-
(p. 184) leadership strategies.
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies
FALSE
Self-leadership is more or less likely to occur depending on the person and the
situation.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies
FALSE
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies
A. Membership-
based rewards
B. Job status-based rewards
C. Individual job performance-based rewards
D. Competency-based rewards
E. Performance-based rewards
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Membership and Seniority-Based Rewards
59. Which reward system tends to discourage
(p. 166) poor performers from voluntarily leaving
the organization?
A. Performance
-based pay
B. Skill-based pay
C. Piece-rate rewards
D. Competency-based pay
E. Membership and seniority-based pay
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Membership and Seniority-Based Rewards
60. The problem with membership and
(p. 166) seniority-based rewards is that they:
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Membership and Seniority-Based Rewards
61. Which of the following are "golden
(p. 166) handcuffs" that potentially increase
continuance commitment?
A. Performance-
based rewards
B. Job status-based rewards
C. Team-based rewards
D. Competency-based rewards
E. Membership/seniority-based rewards
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Membership and Seniority-Based Rewards
62. Which of the following reward systems
(p. 166) uses job evaluations?
A. Competency-
based reward
system
B. Job status reward system
C. Individual performance reward system
D. Seniority-based reward system
E. Task performance-based reward system
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Job Status-Based Rewards
A. Performance-
based rewards
B. Competency-based rewards
C. Team-based rewards
D. Job status-based rewards
E. Membership/seniority-based rewards
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Job Status-Based Rewards
A. Skill-
based
pay
B. Piece-rate pay
C. Job evaluation system
D. Seniority-based pay
E. Membership-based pay
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 3 Hard
Topic: Competency-Based Rewards
65. Which of the following is most consistent
(p. 166) with employability—namely, that
employees are expected to continuously
learn skills that will keep them employed?
A. Job
evaluation
systems
B. Job status rewards
C. Competency-based rewards
D. Individual performance-based rewards
E. Membership-based rewards
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Competency-Based Rewards
66. Which of the following is true about skill-
(p. 166) based pay plans?
A. They discourage
employees from learning
new jobs.
B. They create a psychological distance between employ
C. They discourage poor performers from leaving the org
D. They can be expensive because they motivate employ
time learning new jobs.
E. They motivate employees to compete for promotions.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Competency-Based Rewards
67. Which of the following is an individual
(p. 167) incentive?
A. Gainshari
ng plan
B. Piece rate plan
C. Share option
D. Share ownership
E. Employee stock ownership plan
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 1 Easy
Topic: Performance-Based Rewards
68. Which of these performance-based
(p. 168) rewards tends to create a connection
between the employee's work effort and
the reward received?
A. Profit-
sharing
plan
B. Employee stock ownership plan
C. Gainsharing plan
D. Employee stock option plan
E. Stock option
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
69. A mid-sized city introduced a reward
(p. 168) system whereby employees would find
ways to reduce costs and increase work
efficiency. Every employee would receive
a portion of the surplus budget resulting
from these cost savings. Which of the
following reward systems is this city
using?
A. Gainshari
ng plan
B. Commission system
C. Piece rate plan
D. Share option plan
E. Commission plan
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
70. Gainsharing plans tend to:
(p. 168)
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
71. Which of the following is true about stock
(p. 168) option plans?
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
72. Which of the following tend to create an
(p. 168) ownership culture and align employee
behaviors more closely to organizational
objectives?
A. Job
evaluatio
ns
B. Commissions
C. Piece rate plans
D. Employee share ownership plans
E. Stock option plans and employee stock ownership pla
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
73. When applied to non-management
(p. 168,169) employees, which of the following has a
weak connection between the reward and
individual effort?
A. Piece
rate pay
B. Commission
C. Profit-sharing bonus
D. Gainsharing plan
E. Job evaluation
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
74. Which of the following is an advantage of
(p. 172) job specialization?
A. The quality of
work increases.
B. Jobs can be mastered quickly.
C. Employees are more involved with their jobs.
D. The work is less repetitive.
E. Task specialization has no clear advantages to the org
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
75. Which of the following refers to the result
(p. 172,173) of the division of labor in which work is
subdivided into separate jobs assigned to
different people?
A. Piece rate
system
B. Job rotation
C. Job specialization
D. Profit-sharing bonus
E. Gainsharing plan
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
76. Which of the following does scientific
(p. 173) management include?
A. Assigning employees
to fixed hourly wages.
B. Systematically dividing a job into its smallest possible
assigning these divided tasks to employees who are b
perform them.
C. Combining tasks so employees perform an entire work
beginning to end.
D. Encouraging employees to set their own goals and ha
about their work performance.
E. Encouraging employees to complete an entire task sin
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
77. Which of these contemporary
(p. 173) organizational behavior practices was
popularized by Fredrick Taylor in his work
on scientific management?
A. Goal
setting
B. Job enrichment
C. Membership-based reward system
D. Seniority-based reward system
E. Competency-based reward system
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
78. According to Herzberg, which of the
(p. 174) following is a hygiene factor?
A. Auton
omy
B. Job security
C. Responsibility
D. Personal growth
E. Esteem need
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
79. A unique feature of Herzberg's motivator-
(p. 174) hygiene theory is that it:
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
80. _____ is the degree to which a job
(p. 175) requires completion of a whole or
identifiable piece of work, such as
assembling an entire broadband modem
rather than just soldering in the circuitry.
A. Skill
variety
B. Task significance
C. Job feedback
D. Job rotation
E. Task identity
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
81. _____ is the degree to which the job
(p. 175) affects the organization and/or larger
society.
A. Skill
variety
B. Task significance
C. Job feedback
D. Job rotation
E. Task identity
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
82. Which core job characteristic(s) affect(s)
(p. 175,176) experienced responsibility for work
outcomes?
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
83. _____ is the degree to which employees
(p. 176) can tell how well they are doing on the
basis of direct sensory information from
the job itself.
A. Job
feedbac
k
B. Job evaluation
C. Task identity
D. Task significance
E. Job rotation
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
84. Which of the following directly contributes
(p. 176,177) to a feeling of experienced responsibility
among employees?
A. Job
feedbac
k
B. Skill variety
C. Autonomy
D. Task identity
E. Task significance
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
85. Which of the following minimizes health
(p. 178, 179) risks from repetitive strain and heavy lifting
because employees use different muscles
and physical positions in the various
jobs?
A. Job
feedbac
k
B. Job enlargement
C. Job rotation
D. Job enrichment
E. Task identity
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
86. Employees at CyberTech perform
(p. 178, 179) repetitive jobs that have resulted in
boredom as well as repetitive strain injury.
Technology makes it difficult to combine
existing jobs, but the company wants to
make employees more multiskilled. Which
of the following would best help
CyberTech to improve this situation?
A. Encourage employees to
engage in mental imagery.
B. Introduce job specialization.
C. Introduce a gainsharing plan for all production employ
D. Introduce job rotation.
E. Introduce job enrichment by having each employee pr
product rather than a small part of it.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
87. Which of these job design actions is a
(p. 178) form of job enlargement?
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
88. Which of the following is the primary
(p. 178,179) aspect of job enlargement?
A. Auton
omy
B. Affiliation
C. Job feedback
D. Growth need strength
E. Skill variety
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
89. A video journalist's job consists of
(p. 179) operating the camera, reporting the story,
and often editing the work, whereas these
three tasks are traditionally performed by
three people. Video journalism is an
example of:
A. self-leadership and
job enlargement.
B. job enrichment and self-leadership.
C. job enlargement and job specialization.
D. job specialization and self-leadership.
E. job enrichment and job enlargement.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
90. A large retail organization previously
(p. 179) divided work among its four employee
benefits staff into distinct specializations.
One person answered all questions about
superannuation (pension plans), another
answered all questions about various
forms of paid time off (e.g. vacations), and
so on. These jobs were recently
restructured so that each employee
benefits person answers all questions for
people in a particular geographic area. For
example, one staff member is responsible
for all employee benefits inquiries from
anyone in a particular geographic region.
This job restructuring is an example of:
A. self-
leadersh
ip.
B. job enrichment.
C. job rotation.
D. scientific management.
E. self-monitoring.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design Practices that Motivate
92. Which of the following is a concept that is
(p. 181) represented by four dimensions: self-
determination, meaning, competence, and
impact of the individual's role in the
organization?
A. Speciali
zation
B. Job enlargement
C. Empowerment
D. Task significance
E. E: Job rotation
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
93. When are employees said to be
(p. 181) empowered?
A. When employees
practice job
specialization
B. When employees experience self-reinforcement
C. When employees engage in positive self-talk
D. When employees experience freedom and discretion
E. When employees work in a centralized system
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
94. Which of the following is a component of
(p. 181) empowerment?
A. Overconf
idence
B. Fate
C. Mental imagery
D. Meaning
E. Dependence
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
95. A high degree of autonomy, task identity,
(p. 181) and task significance are important
conditions for:
A. job
specializa
tion.
B. competency-based pay.
C. empowerment.
D. scientific management.
E. piece rate system.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
96. Which of the following dimensions is
(p. 181) possessed by employees, when they feel
empowered, care about their work, and
believe that what they do is important?
A. Mean
ing
B. Self-determination
C. Competence
D. Impact
E. Freedom
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Empowerment Practices
97. Which of the following is the first step in
(p. 182) self-leadership?
A. Establishing
client
relationships
B. Practicing gainsharing
C. Personal goal setting
D. Constructive thought patterns
E. Self-reinforcement
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
98. Which of the following steps occurs in self-
(p. 182) leadership immediately after identifying
goals that are specific, relevant, and
challenging?
A. Designing
natural
rewards
B. Self-monitoring
C. Self-reinforcement
D. Constructive thought patterns
E. Track keeping
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
99. Which of these statements about self-
(p. 182) leadership is true?
A. Employees with a
conscientiousnes
tendency to appl
B. Some elements of self-leadership come from sports p
C. Self-leadership is practiced by people with particular p
characteristics and cannot be learned.
D. External locus of control helps in applying self-help str
E. Self-leadership behaviors are more frequently found in
levels of extroversion.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Practices
100. Before meeting a new client, a
(p. 182) salesperson visualizes the experience of
meeting the person and effectively
answering some of the challenging
questions the client might ask. This activity
is an example of:
A. poor
performan
ce.
B. constructive thought patterns.
C. rewarding competencies.
D. job rotation.
E. empowerment.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
101. Which of the following are included under
(p. 182,183) constructive thought patterns in self-
leadership?
A. Self-talk and
mental imagery
B. Gainsharing and employee stock ownership plans
C. Personal goal setting and self-monitoring
D. Job rotation and job enrichment
E. Task identity and task significance
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
102. According to the self-leadership model,
(p. 182,183) which of the following is true about
positive self-talk?
A. It should never be
practiced on the job.
B. It represents the most important way to monitor our ow
C. It occurs when employees are unable to control their o
job.
D. It improves self-efficacy and employee motivation.
E. It must occur only after the task has been accomplishe
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
103. Which of the following elements does self-
(p. 183) leadership include?
A. Job
specializa
tion
B. Task identity
C. Mental imagery
D. Job evaluation
E. Task significance
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
104. _____ is the process of keeping track at
(p. 184) regular intervals of one's progress toward
a goal by using naturally occurring
feedback.
A. Job
feedbac
k
B. Self-monitoring
C. Natural grouping
D. Job specialization
E. Task significance
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 1 Easy
Topic: Self-Leadership Strategies
105. Katie decided to do a more enjoyable task
(p. 184) after completing a task that she disliked.
This instance is an example of:
A. self-
reinforcem
ent.
B. job enrichment.
C. job specialization.
D. self-monitoring.
E. job feedback.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
Essay Questions
106. Briefly describe how organizations reward people for job status. Discuss three
(p. 166) potential problems with rewarding employees for their job status.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Job Status-Based Rewards
107. ClamCo, a large energy company, was once a bureaucratic organization that
(p. 165,166 valued long service and promotions through a steep hierarchy. After several
)
years of difficult change, it is now a much flatter organization that places
more responsibility with self-directed work teams. Explain what changes
ClamCo probably would have made to align its reward system with this new
corporate philosophy.
AACSB: Analytic
Blooms: Apply
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 3 Hard
Topic: Financial Reward Practices
108. Describe a reward system that would best motivate employees to learn several
(p. 166) jobs. Identify potential disadvantages of this reward system.
The best type of reward system to motivate employees to learn more jobs is a
competency-based reward system and, in particular, a skill-based pay (SBP)
plan. In a skill-based pay plan, employees earn higher pay rates with the
number of skill modules they have mastered, even though they perform only
one job at a particular time. Competency-based rewards motivate employees to
learn new skills. This tends to improve organizational effectiveness by creating
a more flexible workforce; more employees are multiskilled and can perform a
variety of jobs, and they are more adaptive to embracing new practices in a
dynamic environment.
However, competency-based pay plans have not always worked out as well as
promised by their advocates. They are often over-designed, making it difficult to
communicate these plans to employees. Skill-based pay systems measure
specific skills, so they are usually more objective. However, they are expensive
because employees spend more time learning new tasks.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Competency-Based Rewards
109. Compare and contrast gainsharing with employee stock ownership plans.
(p. 168)
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Performance-Based Rewards
110. Briefly describe some of the important strategies for improving reward
(p. 169- effectiveness.
172)
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-01 Discuss the meaning of money and identify several individual; team; and organizational-level
performance-based rewards.
Learning Objective: 06-02 Describe five ways to improve reward effectiveness.
Level of Difficulty: 2 Medium
Topic: Improving Reward Effectiveness
Job specialization potentially improves work efficiency. One reason for this
higher efficiency is that employees spend less time changing activities
because they have fewer tasks to juggle. Even when people can change
tasks quickly, their mental attention lingers on the previous task, which slows
down performance on the new task. A second reason for increased work
efficiency is that specialized jobs require fewer physical and mental skills to
accomplish the assigned work, so less time and fewer resources are needed
for training. A third reason is that shorter work cycles give employees more
frequent practice with the task, so jobs are mastered more quickly. A fourth
reason specialization tends to increase work efficiency is that employees with
specific aptitudes or skills can be matched more precisely to the jobs for
which they are best suited. On the other hand, too much specialization will
reduce employee performance because it begins to have a negative effect on
employee motivation. Job specialization often reduces work quality because
employees see only a small part of the process. At extreme levels of
specialization, employees are bored with their work, are more likely to quit or
be absent from their jobs and are less likely to care about product/service
quality. The company may have more difficulty hiring people for the job or
may face unionization, both of which may increase wage rates. These
problems offset the efficiency gains from specialization.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Efficiency
112. Explain the three critical psychological states that affect employee motivation
(p. 177) and satisfaction in the context of the job characteristics model.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-03 List the advantages and disadvantages of job specialization.
Learning Objective: 06-04 Diagram the job characteristics model and describe three ways to improve employee motivation
through job design.
Level of Difficulty: 2 Medium
Topic: Job Design and Work Motivation
113. The chief executive officer of a mid-sized manufacturing company has hired
(p. 181) you to design the work site and to make any other changes necessary for
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-05 Define empowerment and identify strategies that support empowerment.
Level of Difficulty: 2 Medium
Topic: Supporting Empowerment
114. Self-leadership provides a different way of thinking about motivating
(p. 182- employees. Identify and fully describe three of the elements of the self-
184)
leadership model and briefly explain how self-leadership differs from other
applied motivation practices.
control over a reinforcer but doesn't "take" the reinforcer until completing a self-
set goal. This might involve taking a break after completing a task to a preset
goal or it may involve changing to a more interesting task after completing a
boring task.
AACSB: Analytic
Blooms: Remember
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Strategies
Personal factors: As with other initiatives, behavior begins with the individual
himself/herself. For example people who have higher levels of
conscientiousness and extroversion are more likely to engage in self-
leadership. This is also the case with individuals who have a positive self-
concept and internal locus of control.
Situational factors: Employees who are given a high degree of autonomy
tend to engage in self-leadership. Bosses can encourage their staff to
engage in self-leadership when they empower rather than control them.
Moreover, companies that emphasize continuous measurement of
performance may lead staff to engage in more self-monitoring, which is an
important component of self-leadership.
AACSB: Analytic
Blooms: Understand
Learning Objective: 06-06 Describe the five elements of self-leadership and identify specific personal and work environment
influences on self-leadership.
Level of Difficulty: 2 Medium
Topic: Self-Leadership Contingencies