When an organization uses flextime all employees must be at their workstations during?

Essentials of Organizational Behavior, 11e (Robbins/Judge)

Chapter 7   Motivation: From Concept to Applications

1) With reference to the job characteristics model, which of the following defines skill variety?

A) The degree to which a job requires completion of a whole and identifiable piece of work.

B) The degree to which work activities generates direct and clear information about performance.

C) The degree to which a job provides the worker freedom in scheduling and procedure.

D) The degree to which a job has an impact on the lives or work of other people.

E) The degree to which a job requires a variety of different activities.

Answer:  E

Explanation:  E) The job characteristics model ( JCM) describes jobs in terms of five core job dimensions: skill variety, the degree to which a job requires a variety of different activities; task identity, the degree to which a job requires completion of a whole and identifiable piece of work; task significance, the degree to which a job has an impact on the lives or work of other people; autonomy, the degree to which a job provides the worker freedom in scheduling; and feedback, the degree to which carrying out work activities generates direct and clear information about performance.

Diff: 2    Page Ref: 90

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  1

2) With reference to the job characteristics model, which of the following defines task identity?

A) the degree to which a job requires completion of a whole and identifiable piece of work

B) the degree to which work activities generates direct and clear information about performance

C) the degree to which a job provides the worker freedom in scheduling and procedure

D) the degree to which a job has an impact on the lives or work of other people

E) the degree to which a job requires a variety of different activities

Answer:  A

Explanation:  A) The job characteristics model ( JCM) describes jobs in terms of five core job dimensions: skill variety, the degree to which a job requires a variety of different activities; task identity, the degree to which a job requires completion of a whole and identifiable piece of work; task significance, the degree to which a job has an impact on the lives or work of other people; autonomy, the degree to which a job provides the worker freedom in scheduling; and feedback, the degree to which carrying out work activities generates direct and clear information about performance.

Diff: 1    Page Ref: 90

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  1

3) Increasingly, research on motivation is focused on approaches that link motivational concepts to changes in the way ________ is structured.

A) organizational design

B) payment

C) work

D) benefits

E) organizational culture

Answer:  C

Explanation:  C) Increasingly, research on motivation is focused on approaches that link motivational concepts to changes in the way work is structured.

Diff: 3    Page Ref: 90

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  1

4) Which of the following is not one of the core job dimensions in the job characteristics model (JCM)?

A) task significance

B) feedback

C) autonomy

D) reward

E) skill variety

Answer:  D

Explanation:  D) The job characteristics model ( JCM) describes jobs in terms of five core job dimensions: skill variety, the degree to which a job requires a variety of different activities; task identity, the degree to which a job requires completion of a whole and identifiable piece of work; task significance, the degree to which a job has an impact on the lives or work of other people; autonomy, the degree to which a job provides the worker freedom in scheduling; and feedback, the degree to which carrying out work activities generates direct and clear information about performance.

Diff: 1    Page Ref: 91

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  1

5) According to the job characteristics model, task significance is the degree to which ________.

A) a job requires completion of a whole and identifiable piece of work

B) work activities generates direct and clear information about performance

C) a job provides the worker freedom in scheduling and procedure

D) a job has an impact on the lives or work of other people

E) a job requires a variety of different activities

Answer:  D

Explanation:  D) Task significance is the degree to which a job has an impact on the lives or work of other people.

Diff: 2    Page Ref: 91

Objective:  Employee Involvement and Motivation Theories

Quest. Category:  Concept/Definitional

LO:  1

6) According to the job characteristics model, autonomy is defined as the degree to which ________.

A) a job requires completion of a whole and identifiable piece of work

B) work activities generates direct and clear information about performance

C) a job provides the worker freedom in scheduling the work

D) a job has an impact on the lives or work of other people

E) a job requires a variety of different activities

Answer:  C

Explanation:  C) The job characteristics model (JCM) describes jobs in terms of five core job dimensions: skill variety, the degree to which a job requires a variety of different activities; task identity, the degree to which a job requires completion of a whole and identifiable piece of work; task significance, the degree to which a job has an impact on the lives or work of other people; autonomy, the degree to which a job provides the worker freedom in scheduling; and feedback, the degree to which carrying out work activities generates direct and clear information about performance.

Diff: 2    Page Ref: 91

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  1

7) John is a design manager for a production company. He independently assigns teams, chooses projects, researches trends, and is able to work from home two to three days a week. He provides a status report to the design director once a month. Based on this description and as per the job characteristics model, it's safe to say that John's job is high in ________.

A) task identity

B) feedback

C) autonomy

D) task significance

E) skill variety

Answer:  C

Explanation:  C) Autonomy is the degree to which a job provides the worker freedom, independence, and discretion in scheduling the work and determining the procedures in carrying it out. John has freedom and control over his job procedures and assignments and although John's job has many job characteristics, the description provided best describes autonomy.

Diff: 2    Page Ref: 91

AACSB:  Analytic Skills

Objective:  Job Characteristics Model

Quest. Category:  Application

LO:  1

8) Samantha is an emergency medical technician. Yesterday, due to an emergency, she was called to a house where a man suffered a heart attack. She was able to resuscitate the man, and while her colleagues were transporting him to the ambulance she spent 10 minutes calming the 12-year-old daughter, who was home alone with the father at that time. Based on this description, it's safe to say that Samantha's job is high in ________.

A) task identity

B) feedback

C) reward

D) task significance

E) skill variety

Answer:  D

Explanation:  D) Although Samantha's job has many job characteristics, the description provided best describes Dashay's sense of task significance. Task significance refers to the degree to which a job has an impact on the lives of other people.

Diff: 2    Page Ref: 91

AACSB:  Analytic Skills

Objective:  Job Characteristics Model

Quest. Category:  Application

LO:  1

9) In the job characteristics model (JCM), which three core job dimensions combine to create meaningful work?

A) autonomy, task identity, and feedback

B) skill variety, autonomy, and task significance

C) skill variety, autonomy, and feedback

D) feedback, task identity, and task significance

E) skill variety, task identity, and task significance

Answer:  E

Explanation:  E) The first three dimensions in JCM, skill variety, task identity, and task significance, combine to create meaningful work that the incumbent will view as important, valuable, and worthwhile.

Diff: 2    Page Ref: 91

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  1

10) Jobs that score ________ give incumbents a feeling of personal responsibility for the results.

A) high on skill variety

B) low on task significance

C) high on autonomy

D) low on task identity

E) high on feedback

Answer:  C

Explanation:  C) Jobs that score high on autonomy give incumbents a feeling of personal responsibility for the results.

Diff: 2    Page Ref: 91

Objective:  Modular Benefit Plan

Quest. Category:  Concept/Definitional

LO:  1

11) According to the job characteristics model, ________ indicates the degree to which carrying out work activities generates direct and clear information about your own performance.

A) task significance

B) autonomy

C) feedback

D) task identity

E) skill variety

Answer:  C

Explanation:  C) According to the job characteristics model, feedback indicates the degree to which carrying out work activities generates direct and clear information about your own performance.

Diff: 2    Page Ref: 91

Quest. Category:  Concept/Definitional

LO:  1

12) According to the job characteristics model, ________ is the degree to which carrying out work activities generates direct and clear information about your own performance.

A) task significance

B) autonomy

C) feedback

D) task identity

E) skill variety

Answer:  C

Explanation:  C) According to the job characteristics model, feedback indicates the degree to which carrying out work activities generates direct and clear information about your own performance.

Diff: 2    Page Ref: 91

Objective:  Employee Involvement Programs

Quest. Category:  Concept/Definitional

LO:  1

13) Which of the following statements is true regarding job rotation?

A) It decreases the flexibility with which an organization can adapt to a change.

B) It decreases employee motivation.

C) It decreases productivity.

D) It decreases supervisory workload.

E) It decreases the flexibility in scheduling work.

Answer:  C

Explanation:  C) Job rotation increases the flexibility with which an organization can adapt to a change. It reduces boredom and increases motivation. Productivity tends to reduce when a worker moves into a new position and supervisory workload tends to increase because supervisors may have to spend more time answering questions and monitoring the work of recently rotated employees.

Diff: 2    Page Ref: 92

Objective:  Modular Benefit Plan

Quest. Category:  Concept/Definitional

LO:  2

14) The periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level is called job ________.

A) enlargement

B) expansion

C) rotation

D) sharing

E) enrichment

Answer:  C

Explanation:  C) The periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level is called job rotation.

Diff: 2    Page Ref: 92

Objective:  Modular Benefit Plan

Quest. Category:  Concept/Definitional

LO:  2

15) What is another term for cross-training?

A) work enrichment

B) job sharing

C) work enlargement

D) job enhancement

E) job rotation

Answer:  E

Explanation:  E) Job rotation, or the periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level, is also called cross-training.

Diff: 2    Page Ref: 92

Objective:  Job Rotation

Quest. Category:  Concept/Definitional

LO:  2

16) Managers at Precision Technologies, a custom-machine shop in Indiana, train workers on all the company's equipment so they can move around as needed in response to incoming orders. Based on this information, which of the following methods is most likely being used by Precision Technologies?

A) job rotation

B) job enlargement

C) job enrichment

D) job sharing

E) flex time

Answer:  A

Explanation:  A) This is an example of job rotation, or the periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level.

Diff: 2    Page Ref: 92

AACSB:  Analytic Skills

Objective:  Job Rotation

Quest. Category:  Application

LO:  2

17) What is the main strength of job rotation?

A) It eliminates management involvement.

B) It increases motivation.

C) It increases productivity.

D) It decreases training costs.

E) It decreases supervisor work load.

Answer:  B

Explanation:  B) The strengths of job rotation are that it reduces boredom, increases motivation, and helps employees better understand how their work contributes to the organization. The weaknesses are that training costs increase, and productivity is reduced, and it's more demanding on supervisors.

Diff: 2    Page Ref: 92

Objective:  Job Rotation

Quest. Category:  Concept/Definitional

LO:  2

18) Aberdone Company has redesigned the jobs of the workers in accounts receivables. Instead of simply billing customers, they are now responsible for what used to be management tasks, such as for following up on non-payment, determining when bills will be sent to a collection agency, and what accounts receivables can be written off as non-collectable. Which of the following methods of job enrichment is used in this example?

A) task combination

B) vertical job expansion

C) formation of natural work units

D) establishing client relationships

E) opening feedback channels

Answer:  B

Explanation:  B) Expanding jobs vertically gives employees responsibilities and control formerly reserved for management.

Diff: 2    Page Ref: 93

AACSB:  Analytic Skills

Objective:  Job Enrichment

Quest. Category:  Application

LO:  2

19) Job enrichment increases the degree to which the worker controls the ________.

A) planning, execution, and evaluation of the work

B) planning, execution, and evaluation of company plans

C) horizontal integration of his or her tasks

D) evaluation of his or her peers

E) feedback that a worker receives from his or her supervisor and peers

Answer:  A

Explanation:  A) Job enrichment expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.

Diff: 2    Page Ref: 93

Objective:  Job Enrichment

Quest. Category:  Concept/Definitional

LO:  2

20) Which of the following is not one of the methods of enriching jobs based on the job characteristics model?

A) allow flexible work time

B) establish client relationships

C) open feedback channels

D) combine tasks

E) expand jobs vertically

Answer:  A

Explanation:  A) The methods of enriching jobs based on the job characteristics model are: combining tasks, forming natural work units, establishing client relationships, expanding jobs vertically, and opening feedback channels. Allowing flexible work time is not a method of job enrichment. Beyond redesigning work itself and including employees in decisions, another approach to motivation is to alter work arrangements with flextime, job sharing, or telecommuting.

Diff: 2    Page Ref: 93

Objective:  Job Enrichment

Quest. Category:  Concept/Definitional

LO:  2

21) One of the methods of job enrichment is to expand jobs vertically. This method involves modifying the ________ dimension of the job.

A) task significance

B) autonomy

C) feedback

D) task identity

E) skill variety

Answer:  B

Explanation:  B) Expanding jobs vertically involves giving employees responsibilities and control formerly reserved for management. Thus it modifies the autonomy dimension of the job.

Diff: 2    Page Ref: 93

Objective:  Job Enrichment

Quest. Category:  Application

LO:  2

22) The job characteristics model describes five dimensions of a job. A job can be enriched by modifying one or more of these five dimensions. Which of the following methods of job enrichment involves modifying skill variety and task identity dimensions of a job?

A) combining tasks

B) forming natural work units

C) establishing client relationships

D) expanding jobs vertically

E) opening feedback channels

Answer:  A

Explanation:  A) Combining tasks puts fractionalized tasks back together to form a new and larger module of work. Thus it involves modifying skill variety and task identity dimensions of a job.

Diff: 2    Page Ref: 93

Objective:  Flex time

Quest. Category:  Concept/Definitional

LO:  2

23) Job ________ expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.

A) sharing

B) enrichment

C) centralization

D) enlargement

E) rotation

Answer:  B

Explanation:  B) Job enrichment expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.

Diff: 2    Page Ref: 93

Objective:  Flex time

Quest. Category:  Concept/Definitional

LO:  2

24) The job characteristics model describes five dimensions of a job. A job can be enriched by modifying one or more of these five dimensions. Which of the following methods of job enrichment involves modifying task identity and task significance dimensions of a job?

A) combining tasks

B) forming natural work units

C) establishing client relationships

D) expanding jobs vertically

E) opening feedback channels

Answer:  B

Explanation:  B) Forming natural work units makes an employee's tasks create an identifiable and meaningful whole. Thus it involves modifying task identity and task significance dimensions of a job.

Diff: 2    Page Ref: 90,93

Objective:  Flex time

Quest. Category:  Concept/Definitional

LO:  2

25) Beyond redesigning the nature of the work itself and involving employees in decisions, another approach to making the work environment more motivating is to alter work arrangements. Which of the following is designed to give an employee greater control of their schedule?

A) flex time

B) job centralization

C) job rotation

D) job enlargement

E) job enrichment

Answer:  A

Explanation:  A) With flex time, employees can schedule their work hours to align with personal demands, reducing tardiness and absences, and they can work when they are most productive.

Diff: 2    Page Ref: 94

Objective:  Flex time

Quest. Category:  Concept/Definitional

LO:  2

26) The evidence on job enrichment shows it ________.

A) reduces absenteeism

B) increases supervisory workload

C) reduces satisfaction

D) increases turnover cost

E) reduces employee motivation

Answer:  A

Explanation:  A) The evidence on job enrichment shows it reduces absenteeism and turnover costs and increases satisfaction.

Diff: 2    Page Ref: 94

Objective:  Job Enrichment

Quest. Category:  Concept/Definitional

LO:  2

27) An arrangement that allows two or more individuals to split a traditional 40-hour-a-week job is called ________.

A) flex time

B) job sharing

C) job rotation

D) telecommuting

E) job enrichment

Answer:  B

Explanation:  B) Job sharing allows two or more individuals to split a traditional 40-hour-a-week job. One might perform the job from 8:00 A.M. to noon and the other from 1:00 P.M. to 5:00 P.M., or the two could work full, but alternate, days.

Diff: 2    Page Ref: 96

Objective:  Job Sharing

Quest. Category:  Concept/Definitional

LO:  2

28) Which of the following is the major drawback of job sharing from management's perspective?

A) increase in supervisory workload

B) increased costs for providing supporting infrastructure (such as desk and computer) to two employees instead of one

C) difficulty in finding compatible partners

D) difficulty in designing the reward structure

E) difficulty in coordinating schedules

Answer:  C

Explanation:  C) The major drawback of job sharing from management's perspective is finding compatible pairs of employees who can successfully coordinate the intricacies of one job.

Diff: 2    Page Ref: 96

Objective:  Job Sharing

Quest. Category:  Concept/Definitional

LO:  2

29) Janice and Shunil are both senior software analysts. They have worked together on projects for six years and get along great. Janice is pregnant and anticipating the arrival of her first child and she is not willing to work fulltime. Shunil would like to experiment with opening his own business as a home media installation consultant, and does not want to continue to work full time. They both need some income. Which of the following alternative job structures would be best for Janice and Shunil?

A) job enlargement

B) telecommuting

C) job rotation

D) job sharing

E) job enrichment

Answer:  D

Explanation:  D) Because Janice and Shunil are looking for fewer required work hours, the best option for them would be to participate in job sharing, which allows two or more individuals to split a traditional 40-hour-a-week job. The other structure options are still 40 hour a week commitments.

Diff: 2    Page Ref: 96

AACSB:  Analytic Skills

Objective:  Job Sharing

Quest. Category:  Application

LO:  2

30) Which of the following is a job that does not lend itself to telecommuting?

A) an attorney who spends most of her time researching on the computer

B) a copywriter for an advertising firm

C) a car salesman who demonstrates the features of a new model of car

D) a telemarketer who uses the phone to contact clients

E) a product support specialist who handles queries sent by customers

Answer:  C

Explanation:  C) Three categories of jobs are candidates for telecommuting: routine information-handling tasks, mobile activities, and professional and other knowledge-related tasks. Writers, attorneys, analysts, and employees who spend the majority of their time on computers or the telephone, (such as telemarketers, customer-service representatives, reservation agents, and product support specialists), are natural candidates. A car salesman cannot opt for telecommuting as he has to demonstrate the features of the car to the potential customers.

Diff: 2    Page Ref: 96

Objective:  Telecommuting

Quest. Category:  Concept/Definitional

LO:  2

31) Which of the following statements is true regarding job sharing?

A) It expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.

B) It is also called cross-training.

C) It allows two or more individuals to split a traditional 40-hour-a-week job.

D) It involves periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level.

E) Job sharing is a method of job enrichment.

Answer:  C

Explanation:  C) Job enrichment expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work. Job sharing is not a method of job enrichment, it is an alternative work arrangement. Job rotation involves periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level and it is also called cross-training. Job sharing allows two or more individuals to split a traditional 40-hour-a-week job..

Diff: 2    Page Ref: 92, 93, 96

Quest. Category:  Concept/Definitional

LO:  2

32) Which of the following is a not a management benefit of telecommuting?

A) larger labor pool for recruitment

B) higher productivity of employees

C) decreased office expenditures

D) improved morale in general

E) decreased salary expenses

Answer:  E

Explanation:  E) The plusses of telecommuting for management include a larger labor pool from which to select, higher productivity, less turnover, improved morale, and reduced office-space costs. Telecommuting does not lead to decreased salary expenses.

Diff: 2    Page Ref: 97

Objective:  Telecommuting

Quest. Category:  Concept/Definitional

LO:  2

33) For management, the major downside of telecommuting is ________.

A) decreased productivity

B) increased turnover

C) reduced morale

D) difficulty in scheduling work

E) less direct supervision of employees

Answer:  E

Explanation:  E) The potential plusses of telecommuting for management include a larger labor pool from which to select, higher productivity, less turnover, improved morale, and reduced office space costs. The major downside for management is less direct supervision of employees.

Diff: 2    Page Ref: 97

Objective:  Representative Participation

Quest. Category:  Concept/Definitional

LO:  2

34) After completing cooking school with outstanding grades and recommendations, Joe and Gary both looked forward to working in restaurants. Joe found work as a short-order cook in a cramped diner. On many shifts he worked alone, and had to cook a large number of meals on outdated equipment. Gary found work in a modern hotel kitchen. He had a small staff helping him prepare a small number of elaborate meals to order. Gary became a highly regarded chef, while Joe left the restaurant industry. This example illustrates that an individual needs ________ in order to perform well.

A) ability and technical skills

B) strict work rules

C) supportive work context

D) adequate independence

E) critical feedback from superiors

Answer:  C

Explanation:  C) Work context affects employee satisfaction. The employee must have adequate tools, equipment, materials, and supplies. The employee should have favorable working conditions, helpful co-workers, supportive work rules and procedures, sufficient information to make job-related decisions, and adequate time to do a good job. If not, performance will suffer.

Diff: 2    Page Ref: 98

Objective:  Opportunity to Perform

Quest. Category:  Application

LO:  2

35) ________ is a participative process that uses employees' input to increase their commitment to the organization's success.

A) Job enrichment

B) Employee involvement

C) Organizational reengineering

D) Corporate restructuring

E) Job sharing

Answer:  B

Explanation:  B) Employee involvement is a participative process that uses employees' input to increase their commitment to the organization's success. The logic is that if workers are engaged in decisions that affect them and have increased autonomy, they will become more motivated, committed, productive, and satisfied with their jobs.

Diff: 2    Page Ref: 98

Objective:  Employee Involvement

Quest. Category:  Concept/Definitional

LO:  3

36) Which of the following is the distinct characteristic common to all participative management programs?

A) joint decision making

B) autonomy

C) commitment

D) productivity enhancement

E) quality improvement

Answer:  A

Explanation:  A) The distinct characteristic common to all participative management programs is joint decision making, in which subordinates share a significant degree of decision-making power with their immediate superiors.

Diff: 2    Page Ref: 98

AACSB:  Analytic Skills

Objective:  Participative Management

Quest. Category:  Concept/Definitional

LO:  3

37) Participative management is a method of management where ________.

A) representatives of workers form work councils and these councils must be consulted when management makes decisions about employees.

B) few representatives of workers sit on a company's board of directors

C) subordinates share a significant degree of decision-making power with their immediate superiors

D) low-level workers meet occasionally with the CEO to discuss problems within their department

E) low-level workers are responsible for making corporate policy decisions

Answer:  C

Explanation:  C) Participative management is joint decision making, in which subordinates share a significant degree of decision-making power with their immediate superiors.

Diff: 2    Page Ref: 98

Objective:  Participative Management

Quest. Category:  Concept/Definitional

LO:  3

38) The two major forms of employee involvement are participative management and ________.

A) organizational restructuring

B) job sharing

C) representative participation

D) job rotation

E) job enlargement

Answer:  C

Explanation:  C) The two major forms of employee involvement are participative management and representative participation.

Diff: 2    Page Ref: 98

Objective:  Participation-Performance Relationship

Quest. Category:  Concept/Definitional

LO:  3

39) Almost every country in western Europe requires companies to practice ________, called "the most widely legislated form of employee involvement around the world."

A) participative management

B) corporate restructuring

C) representative participation

D) management by objectives

E) organizational reengineering

Answer:  C

Explanation:  C) Almost every country in western Europe requires companies to practice representative participation, called "the most widely legislated form of employee involvement around the world." Corporate restructuring and organizational reengineering are not related to employee involvement.

Diff: 2    Page Ref: 98

Objective:  Work Councils

Quest. Category:  Concept/Definitional

LO:  3

40) Which of the following statements is true regarding participative management?

A) Participative management typically has only a modest influence on variables such as employee productivity and motivation.

B) The two most common forms are works councils and board representatives.

C) It is called "the most widely legislated form of employee involvement around the world".

D) Research evidence on participative management indicates that it is a sure means for improving employee performance.

E) Participative management involves few representatives of workers siting on the company's board of directors.

Answer:  A

Explanation:  A) Participative management typically has only a modest influence on variables such as employee productivity and motivation. The research evidence on participative management is decidedly mixed and it is not a sure means for improving employee performance. One of the most common forms of representative participation (not participative management) is work councils and it involves few representatives of workers siting on the company's board of directors.

Diff: 2    Page Ref: 98-99

Objective:  Representative Participation

Quest. Category:  Concept/Definitional

LO:  3

41) The two most common forms of representative participation are ________ and board representatives.

A) quality circles

B) work councils

C) employee unions

D) task teams

E) self-regulatory organization

Answer:  B

Explanation:  B) The two most common forms of representative participation are work councils and board representatives.

Diff: 2    Page Ref: 99

Objective:  Representative Participation

Quest. Category:  Concept/Definitional

LO:  3

42) Which of the following terms best describes employees who sit on a company's board of directors and represent the interests of the firm's employees?

A) board representatives

B) works councils

C) quality circles

D) union representatives

E) board leaders

Answer:  A

Explanation:  A) Board representatives are employees who sit on a company's board of directors and represent the interests of the firm's employees. The influence of representative participation on working employees seems to be minimal.

Diff: 1    Page Ref: 99

Objective:  Board Representatives

Quest. Category:  Concept/Definitional

LO:  3

43) Which of the following is Theory X consistent with?

A) the autocratic style of managing people

B) participative management

C) job enrichment

D) the cognitive evaluation theory

E) two factor theory

Answer:  A

Explanation:  A) Theory Y is consistent with participative management and Theory X with the more traditional autocratic style of managing people.

Diff: 2    Page Ref: 99

Objective:  Employee Involvement and Motivation Theories

Quest. Category:  Concept/Definitional

LO:  4

44) While setting pay levels initially, an organization has to balance internal equity and external equity. Here external equity indicates ________.

A) the amount of growth opportunities the job provides to the employee

B) the worth of the job to the employee

C) the worth of the job to the organization

D) competitiveness of an organization's pay relative to pay elsewhere in its industry

E) the amount of job satisfaction the job provides to the employee

Answer:  D

Explanation:  D) Internal equity refers to the worth of the job to the organization and external equity the external competitiveness of an organization's pay relative to pay elsewhere in its industry.

Diff: 2    Page Ref: 99

Objective:  Variable-Pay Programs

Quest. Category:  Concept/Definitional

LO:  4

45) Theory Y ________.

A) advocates job sharing

B) if implemented, reduces intrinsic employee motivation

C) encourages telecommuting

D) encourages fixed pay structure

E) is consistent with participative management

Answer:  E

Explanation:  E) Theory Y is consistent with participative management.

Diff: 2    Page Ref: 99

Objective:  Modular Benefit Plan

Quest. Category:  Concept/Definitional

LO:  4

46) The ________ pay plan has long been popular as a means of compensating production workers by paying a fixed sum for each unit of production completed.

A) competency-based

B) gainsharing

C) piece-rate

D) profit sharing

E) merit-based

Answer:  C

Explanation:  C) The piece-rate pay plan has long been popular as a means of compensating production workers by paying a fixed sum for each unit of production completed. A pure piece-rate plan provides no base salary and pays the employee only for what he or she produces.

Diff: 2    Page Ref: 100

Objective:  Variable-Pay Programs

Quest. Category:  Concept/Definitional

LO:  4

47) Which of the following is an example of a piece-rate plan?

A) $20 for each hour of work

B) $2 for each unit produced

C) productivity bonus

D) commission

E) paying employees based on number of skills

Answer:  B

Explanation:  B) The piece-rate pay plan is a means of compensating production workers by paying a fixed sum for each unit of production completed. Paying $2 for each unit produced represents a piece-rate pay plan.

Diff: 2    Page Ref: 100

Objective:  Piece-Rate Plan

Quest. Category:  Concept/Definitional

LO:  4

48) In which of the following variable-pay programs is the pay level based on how many skills employees have or how many jobs they can do?

A) bonuses

B) piece-rate pay

C) skill-based pay

D) gainsharing

E) merit-based pay

Answer:  C

Explanation:  C) Skill-based pay is a pay plan that sets pay levels on the basis of how many skills employees have or how many jobs they can do.

Diff: 2    Page Ref: 101

Objective:  Skill-Based Pay

Quest. Category:  Concept/Definitional

LO:  4

49) Which of the following statements is true regarding a merit-based pay plan?

A) It bases pay levels on how many skills employees have or how many jobs they can do.

B) It is also called competency-based pay plan.

C) Unions typically resist merit-based pay plan.

D) It distributes compensation based on established formula designed around a company's profitability.

E) A typical merit-based pay plan provides no base salary and pays the employee only for what he or she produces.

Answer:  C

Explanation:  C) A merit-based pay plan pays for individual performance based on performance appraisal ratings. Unions typically resist merit pay plans. A pure piece-rate pay plan provides no base salary and pays the employee only for what he or she produces.

Diff: 2    Page Ref: 101

Objective:  Flexible Benefits

Quest. Category:  Concept/Definitional

LO:  4

50) Skill-based pay plan is also called a ________ pay plan.

A) piece-rate

B) profit sharing

C) merit-based

D) knowledge-based

E) commission-based

Answer:  D

Explanation:  D) A skill-based pay plan bases pay levels on how many skills employees have or how many jobs they can do. It is also called competency-based or knowledge-based pay plan.

Diff: 2    Page Ref: 101

Objective:  Skill-Based Pay

Quest. Category:  Concept/Definitional

LO:  4

51) What is an advantage of bonuses over merit-based pay plan?

A) Employees don't view bonuses as a part of their salary.

B) Bonuses improve flexibility of the workforce.

C) Bonuses are paid based on a formula.

D) Bonuses improve performance of the group as a whole.

E) Employees are rewarded for recent performance.

Answer:  E

Explanation:  E) The incentive effects of performance bonuses are generally higher than those of merit pay because, rather than paying for performance years ago (that was rolled into base pay), bonuses reward recent performance.

Diff: 2    Page Ref: 101

Objective:  Bonuses

Quest. Category:  Concept/Definitional

LO:  4

52) A ________ pay plan pays for individual performance based on performance appraisal ratings.

A) piece-rate

B) merit-based

C) skill-based

D) profit sharing

E) competency-based

Answer:  B

Explanation:  B) A merit-based pay plan pays for individual performance based on performance appraisal ratings.

Diff: 2    Page Ref: 101

Objective:  Profit-Sharing

Quest. Category:  Concept/Definitional

LO:  4

53) ________ is a formula-based group incentive plan that uses improvements in group productivity from one period to another to determine the total amount of money allocated.

A) Employee stock ownership plan

B) Gainsharing

C) Profit sharing

D) Piece-rate pay plan

E) Merit-based pay plan

Answer:  B

Explanation:  B) Gainsharing is a formula-based group incentive plan. It uses improvements in group productivity from one period to another to determine the total amount of money allocated. It is different from profit sharing in that it ties rewards to productivity gains rather than profits. Employees in a gainsharing plan can receive incentive awards even when the organization isn't profitable.

Diff: 2    Page Ref: 102

Objective:  Gainsharing

Quest. Category:  Concept/Definitional

LO:  4

54) Which of the following statements is true regarding gainsharing?

A) Gainsharing focuses on productivity gains rather than profits.

B) Gainsharing involves paying employees based on the number of new skills acquired by them in a specific time period.

C) Gainsharing does not distribute profits, only gains in profits.

D) Employees working under gainsharing plans have a greater feeling of psychological ownership.

E) Gain sharing encourages social loafing.

Answer:  A

Explanation:  A) Gainsharing is a formula-based group incentive plan that uses improvements in group productivity from one period to another to determine the total amount of money allocated. Because the benefits accrue to groups of workers, high-performing workers pressure weaker performers to work harder, improving performance for the group as a whole.

Diff: 2    Page Ref: 102

Objective:  Gainsharing

Quest. Category:  Concept/Definitional

LO:  4

55) In what sort of companies is gainsharing most popular?

A) large manufacturing companies

B) large service organizations

C) small, non-unionized manufacturing companies

D) small, privately-held companies

E) non-profit organizations

Answer:  A

Explanation:  A) Gainsharing's popularity seems narrowly focused among large manufacturing companies such as Champion Spark Plug and Mead Paper.

Diff: 2    Page Ref: 102

Objective:  Gainsharing

Quest. Category:  Concept/Definitional

LO:  4

56) Research on employee stock ownership plans indicates that they ________.

A) increase employee satisfaction

B) decrease company profits

C) reduce stress experienced by employees

D) decrease productivity of employees

E) increase employee turnover

Answer:  A

Explanation:  A) Research on ESOPs indicates they increase employee satisfaction. ESOPs have the potential to increase employee job satisfaction and work motivation when employees psychologically experience ownership.

Diff: 2    Page Ref: 102

Objective:  Employee Stock Ownership Plan

Quest. Category:  Concept/Definitional

LO:  4

57) An advantage of the ________ plan is that benefits accrue to groups of workers, high-performing workers pressure weaker performers to work harder, improving performance for the group as a whole.

A) merit-based pay

B) gainsharing

C) skill-based pay

D) piece-rate pay

E) profit sharing

Answer:  B

Explanation:  B) Gainsharing is a formula-based group incentive plan that uses improvements in group productivity from one period to another to determine the total amount of money allocated. Because the benefits accrue to groups of workers, high-performing workers pressure weaker performers to work harder, improving performance for the group as a whole.

Diff: 2    Page Ref: 102

Objective:  Flexible Benefits

Quest. Category:  Concept/Definitional

LO:  4

58) Which of the following statements is true regarding an employee stock ownership plan (ESOP)?

A) Under this plan employees acquire stock often at below-market prices.

B) Research on ESOPs indicates that it does not affect employee satisfaction.

C) ESOPs for top management tend to increases unethical behavior.

D) Research on ESOPs indicates that ESOPs drastically improve employee performance.

E) ESOPS are also called competency-based pay plans.

Answer:  A

Explanation:  A) Under the employee stock ownership plan, employees acquire stock often at below-market prices. Research on ESOPs indicates they increase employee satisfaction. But their impact on performance is less clear. ESOPs for top management can reduce unethical behavior.

Diff: 2    Page Ref: 103

Objective:  Flexible Benefits

Quest. Category:  Concept/Definitional

LO:  4

59) Which of the following is an example of an intrinsic reward?

A) bonus

B) profit-sharing plan

C) employee stock option

D) employee recognition

E) gainsharing

Answer:  D

Explanation:  D) Important work rewards can be both intrinsic and extrinsic. Rewards are intrinsic in the form of employee recognition programs and extrinsic in the form of compensation systems.

Diff: 2    Page Ref: 103

Objective:  Flexible Benefits

Quest. Category:  Concept/Definitional

LO:  5

60) Laura only makes minimum wage, but she loves her job. Her supervisor regularly compliments her and she has been chosen employee of the month twice this year. Based on this information, which of the following is most likely to be the reason Laura likes her job?

A) recognition

B) motivation

C) goal setting

D) empowerment

E) autonomy

Answer:  A

Explanation:  A) Intrinsic rewards in the form of employee recognition programs are increasingly being recognized as important in job satisfaction and motivation. Laura's attitude stems from recognition.

Diff: 2    Page Ref: 103

AACSB:  Analytic Skills

Objective:  Employee Recognition Programs

Quest. Category:  Application

LO:  5

61) Which of the following is a form of recognition?

A) personal congratulations

B) job enlargement

C) job sharing

D) flexible benefit packages

E) profit sharing

Answer:  A

Explanation:  A) Employee recognition programs range from a spontaneous and private thank-you to widely publicized formal programs in which specific types of behavior are encouraged and congratulated, and the procedures for attaining recognition are clearly identified.

Diff: 2    Page Ref: 103

Objective:  Employee Recognition Programs

Quest. Category:  Concept/Definitional

LO:  5

62) According to research findings, which of the following is more likely to be motivating for the employees in the long run?

A) commissions

B) merit-based pay

C) recognition

D) bonuses

E) stock options

Answer:  C

Explanation:  C) A few years ago, 1,500 employees were surveyed in a variety of work settings to find out what they considered the most powerful workplace motivator. Some research suggests financial incentives may be more motivating in the short term, but in the long run it's nonfinancial incentives.

Diff: 2    Page Ref: 103

Objective:  Employee Recognition Programs

Quest. Category:  Concept/Definitional

LO:  5

63) Which of the following statements is true regarding employee recognition?

A) Employee recognition is an extrinsic reward.

B) Critics argue that employee recognition programs are highly susceptible to political manipulation by management.

C) Employee recognition programs are expensive.

D) Nonfinancial incentives such as recognition are more motivating in the short term but in the long run financial incentives are more motivating.

E) Employee stock option is more powerful workplace motivator than recognition.

Answer:  B

Explanation:  B) Employee recognition is an intrinsic reward. Employee recognition programs are inexpensive. Some research suggests financial incentives may be more motivating in the short term, but in the long run it's nonfinancial incentives and according to research, recognition is the most powerful workplace motivator. Critics argue that employee recognition programs are highly susceptible to political manipulation by management.

Diff: 2    Page Ref: 103

Objective:  Employee Recognition Programs

Quest. Category:  Concept/Definitional

LO:  5

64) Which of the following countries has the highest rate of telecommuting in the world?

A) United States

B) Britain

C) China

D) Netherlands

E) Canada

Answer:  D

Explanation:  D) One study suggests that telecommuting is more common in the United States than in all the European Union (EU) nations except the Netherlands. In the study, 24.6 percent of U.S. employees engaged in telecommuting, compared to only 13.0 percent of EU employees. Of the EU countries, the Netherlands had the highest rate of telecommuting (26.4 percent).

Diff: 2    Page Ref: 104

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  6

Allied General Hospital employs many individuals and has decided to try to increase motivation through job redesign and flexible scheduling. You have been hired as a consultant to help them design and implement the programs.

65) You notice that members of the janitorial staff are low skilled and are suffering from overroutinization of their work. They are most likely to be motivated by ________.

A) employee stock options

B) skill-based pay plan

C) job rotation

D) merit-based pay plans

E) gainsharing

Answer:  C

Explanation:  C) If employees suffer from overroutinization of their work, one alternative is job rotation, or the periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level.

Diff: 2    Page Ref: 92

AACSB:  Analytic Skills

Objective:  Job Redesign and Alternative Work Arrangements

Quest. Category:  Application

LO:  2

66) You are looking at flex time and realize that it will probably work least well for which of the following jobs?

A) insurance billers

B) custodial workers

C) receptionist

D) equipment maintenance staff

E) IT personnel

Answer:  C

Explanation:  C) Flex time is not applicable to every job. It is not a viable option for receptionists, sales personnel in retail stores, or similar jobs for which comprehensive service demands that people be at their workstations at predetermined times. A school nurse must be at her workstation during school hours.

Diff: 2    Page Ref: 95

AACSB:  Analytic Skills

Objective:  Flex time

Quest. Category:  Application

LO:  2

Amalgamated Industries manufactures parts for furniture. Management has decided to change the method of payment to a skill-based pay plan. You are interested in increasing your current compensation and see this as an opportunity.

67) You should expect to earn more if you ________.

A) volunteer for overtime

B) increase your production

C) cross-train in other jobs

D) become a specialist

E) improve the quality of your work

Answer:  C

Explanation:  C) Skill-based pay is an alternative to job-based pay that bases pay levels on how many skills employees have or how many jobs they can do. If you cross-train in other jobs you will acquire more skills and by doing so raise your pay.

Diff: 2    Page Ref: 101

AACSB:  Analytic Skills

Objective:  Skill-Based Pay

Quest. Category:  Application

LO:  4

68) As a manager, you like the plan because it ________.

A) reduces the stress experienced by the employees on the job

B) increases workforce flexibility

C) decreases social loafing

D) decreases payroll costs

E) decreases employee turnover

Answer:  B

Explanation:  B) For employers, the lure of skill-based pay plans is that they increase the flexibility of the workforce; filling staffing needs is easier when employee skills are interchangeable.

Diff: 2    Page Ref: 101

AACSB:  Analytic Skills

Objective:  Skill-Based Pay

Quest. Category:  Application

LO:  4

69) Which of the following may be a disadvantage of introducing this type of pay plan?

A) It increases supervisory work load.

B) It encourages social loafing.

C) It generally decreases the profitability of the organization.

D) It does not address the level of performance.

E) It tends to reduce employee job satisfaction.

Answer:  D

Explanation:  D) Skill-based plans don't address level of performance. They deal only with whether someone can perform the skill.

Diff: 2    Page Ref: 101

AACSB:  Analytic Skills

Objective:  Skill-Based Pay

Quest. Category:  Application

LO:  4

70) The job characteristics model describes any job in terms of five core job dimensions and these five dimensions are skill variety, task significance, autonomy, reward, and feedback.

Answer:  FALSE

Explanation:  The job characteristics model describes any job in terms of five core job dimensions and these five dimensions are skill variety, task significance, autonomy, task identity, and feedback.

Diff: 2    Page Ref: 90

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  1

71) The job characteristics model describes any job in terms of five core job dimensions. Task significance is one of these five dimensions and it represents the degree to which a job requires completion of a whole and identifiable piece of work.

Answer:  FALSE

Explanation:  Task significance is the degree to which a job has an impact on the lives or work of other people. Task identity is the degree to which a job requires completion of a whole and identifiable piece of work.

Diff: 2    Page Ref: 90-91

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  1

72) The job characteristics model describes any job in terms of five core job dimensions. Feedback is one of these five dimensions and it represents the degree to which carrying out work activities generates direct and clear information about your own performance.

Answer:  TRUE

Explanation:  Feedback is the degree to which carrying out work activities generates direct and clear information about your own performance.

Diff: 2    Page Ref: 91

Objective:  Motivating Potential Score

Quest. Category:  Concept/Definitional

LO:  1

73) Job enlargement is also called cross-training.

Answer:  FALSE

Explanation:  Job rotation is also called cross-training.

Diff: 2    Page Ref: 92

Objective:  Job Characteristics Model

Quest. Category:  Concept/Definitional

LO:  2

74) Job rotation tends to increase productivity and decrease supervisory workload.

Answer:  FALSE

Explanation:  Job rotation tends to decrease productivity and increase supervisory workload because supervisors might have to spend more time answering questions and monitoring the work of recently rotated employees.

Diff: 1    Page Ref: 93

Objective:  Job Rotation

Quest. Category:  Concept/Definitional

LO:  2

75) Job sharing expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.

Answer:  FALSE

Explanation:  Job enrichment expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.

Diff: 1    Page Ref: 93

Objective:  Job Enrichment

Quest. Category:  Concept/Definitional

LO:  2

76) Flextime tends to reduce absenteeism and frequently improves worker productivity.

Answer:  TRUE

Explanation:  Flextime tends to reduce absenteeism and frequently improves worker productivity, probably for several reasons. Employees can schedule their work hours to align with personal demands, reducing tardiness and absences, and they can work when they are most productive.

Diff: 1    Page Ref: 95

Objective:  Job Enrichment

Quest. Category:  Concept/Definitional

LO:  2

77) Job rotation allows two or more individuals to split a traditional 40-hour-a-week job.

Answer:  FALSE

Explanation:  Job sharing allows two or more individuals to split a traditional 40-hour-a-week job.

Diff: 1    Page Ref: 96

Objective:  Alternative Work Arrangements

Quest. Category:  Concept/Definitional

LO:  2

78) A positive relationship exists between telecommuting and supervisor performance ratings.

Answer:  TRUE

Explanation:  A positive relationship exists between telecommuting and supervisor performance ratings.

Diff: 1    Page Ref: 97

Objective:  Alternative Work Arrangements

Quest. Category:  Concept/Definitional

LO:  2

79) The two most common forms of participative management are works councils and board representatives.

Answer:  FALSE

Explanation:  The two most common forms of representative participation are works councils and board representatives. Participative management involves joint decision making, in which subordinates share a significant degree of decision-making power with their immediate superiors.

Diff: 1    Page Ref: 98

Objective:  Participative Management

Quest. Category:  Concept/Definitional

LO:  3

80) Almost every country in western Europe requires companies to practice participative management, called "the most widely legislated form of employee involvement around the world."

Answer:  FALSE

Explanation:  Almost every country in western Europe requires companies to practice representative participation, called "the most widely legislated form of employee involvement around the world."

Diff: 1    Page Ref: 98

Objective:  Participation-Performance Relationship

Quest. Category:  Concept/Definitional

LO:  3

81) If one is interested in changing employee attitudes or in improving organizational performance, representative participation would be a good choice.

Answer:  FALSE

Explanation:  The influence of representative participation on working employees seems to be minimal. Works councils are dominated by management and have little impact on employees or the organization. If one is interested in changing employee attitudes or in improving organizational performance, representative participation would be a poor choice.

Diff: 1    Page Ref: 99

Objective:  Representative Participation

Quest. Category:  Concept/Definitional

LO:  3

82) Research evidence on participative management indicates that it is a sure means for improving employee performance.

Answer:  FALSE

Explanation:  A careful review of the research at the individual level shows participative management typically has only a modest influence on variables such as employee productivity, motivation, and job satisfaction. The research evidence on participative management is decidedly mixed and it is not a sure means for improving employee performance.

Diff: 1    Page Ref: 98

Objective:  Employee Involvement and Motivation Theories

Quest. Category:  Concept/Definitional

LO:  3

83) Variable-pay compensation pays people based on their seniority.

Answer:  FALSE

Explanation:  Variable-pay compensation is a pay plan that bases a portion of an employee's pay on some individual and/or organizational measure of performance. Seniority is not a factor.

Diff: 1    Page Ref: 100

Objective:  Variable-Pay Programs

Quest. Category:  Concept/Definitional

LO:  4

84) People who sell peanuts at ballparks and keep $.75 for every bag of peanuts they sell are being paid piece-rate wages.

Answer:  TRUE

Explanation:  The piece-rate pay plan has long been popular as a means of compensating production workers by paying a fixed sum for each unit of production completed.

Diff: 2    Page Ref: 100

Objective:  Piece-Rate Plan

Quest. Category:  Concept/Definitional

LO:  4

85) Skill-based pay encourages employees to concentrate on one or two highly desirable skills.

Answer:  FALSE

Explanation:  Skill-based pay is an alternative to job-based pay that bases pay levels on how many skills employees have or how many jobs they can do.

Diff: 2    Page Ref: 101

Objective:  Skill-Based Pay

Quest. Category:  Concept/Definitional

LO:  4

86) Skill-based pay plan is also called merit-based pay plan.

Answer:  FALSE

Explanation:  Skill-based pay plan is also called competency-based or knowledge-based pay plan.

Diff: 2    Page Ref: 101

AACSB:  Analytic Skills

Objective:  Flexible Spending Accounts

Quest. Category:  Concept/Definitional

LO:  4

87) A gainsharing pay plan pays for individual performance based on performance appraisal ratings.

Answer:  FALSE

Explanation:  A merit-based pay plan pays for individual performance based on performance appraisal ratings. Gainsharing is a formula-based group incentive plan that uses improvements in group productivity from one period to another to determine the total amount of money allocated.

Diff: 2    Page Ref: 101-102

Objective:  Skill-Based Pay

Quest. Category:  Concept/Definitional

LO:  4

88) Profit sharing is a formula-based group incentive plan that uses improvements in group productivity from one period to another to determine the total amount of money allocated.

Answer:  FALSE

Explanation:  Gainsharing is a formula-based group incentive plan that uses improvements in group productivity from one period to another to determine the total amount of money allocated. Gainsharing is different from profit sharing in that it ties rewards to productivity gains rather than profits.

Diff: 2    Page Ref: 102

Objective:  Profit-Sharing

Quest. Category:  Concept/Definitional

LO:  4

89) An employee in a gainsharing plan can receive incentive awards even if the organization isn't profitable.

Answer:  TRUE

Explanation:  Gainsharing is different from profit sharing in that it ties rewards to productivity gains rather than profits. Employees in a gainsharing plan can receive incentive awards even when the organization isn't profitable.

Diff: 2    Page Ref: 102

Objective:  Gainsharing

Quest. Category:  Concept/Definitional

LO:  4

90) CEOs are less likely to manipulate firm earnings reports to make themselves look good in the short run when they don't have an ownership share.

Answer:  FALSE

Explanation:  CEOs are more likely to manipulate firm earnings reports to make themselves look good in the short run when they don't have an ownership share, even though this manipulation will eventually lead to lower stock prices. However, when CEOs own a large value of stock they report earnings accurately because they don't want the negative consequences of declining stock prices.

Diff: 2    Page Ref: 102

Objective:  Flexible Benefits

Quest. Category:  Concept/Definitional

LO:  4

91) Studies generally support the idea that organizations with profit-sharing plans have lower levels of profitability than those without them.

Answer:  FALSE

Explanation:  Studies generally support the idea that organizations with profit-sharing plans have higher levels of profitability than those without them.

Diff: 2    Page Ref: 102

Objective:  Employee Recognition Programs

Quest. Category:  Concept/Definitional

LO:  4

92) Skill-based pay plan tends to facilitate communication across the organization.

Answer:  TRUE

Explanation:  The skill-based pay plan bases pay levels on how many skills employees have or how many jobs they can do. Skill-based pay facilitates communication across the organization because people gain a better understanding of each others' jobs.

Diff: 1    Page Ref: 101

Objective:  Employee Recognition Programs

Quest. Category:  Concept/Definitional

LO:  4

93) Some research suggests nonfinancial incentives may be more motivating in the short term, but in the long run financial incentives are more motivating.

Answer:  FALSE

Explanation:  Some research suggests financial incentives may be more motivating in the short term, but in the long run it's nonfinancial incentives.

Diff: 2    Page Ref: 103

Objective:  Piece-Rate Plan

Quest. Category:  Concept/Definitional

LO:  5

94) Andrew is a software tester. He runs through the same types of programs day after day looking for bugs and reporting them. He is taking night classes on programming. Often, he knows the best solution to many of the bugs, but he is still learning to code. Describe two job characteristics that Andrew is striving to improve, and explain two ways that Andrew's manager can redesign his current job to help him reach his goals.

Answer:  Andrew is striving to have greater task identity, which is the degree to which a job requires completion of a whole and identifiable piece of work. He would like to not only look for the programming bugs, but be able to fix them. He is also looking for skill variety, or the degree to which a job requires a variety of different activities so the worker can use a number of different skills and talent. It is clear that he is bored with only the testing aspect of his job.

Andrew's boss needs to redesign his job to include aspects of job enrichment, which refers to the vertical expansion of jobs. Job enrichment increases the degree to which the worker controls the planning, execution, and evaluation of his or her work. One way to enrich Andrew's job would be to put him in contact with his internal clients, the programmers. They could establish a set of bug recommendations that Andrew could fix, where he could begin to learn the types of code required. His boss should also open the feedback channels so that the programmers can tell Andrew when he is making proper adjustments and using his new skills adequately.

Diff: 3    Page Ref: 90,91,93

AACSB:  Reflective Thinking Skills

Objective:  Job Characteristics and Job Redesign

Quest. Category:  Synthesis

LO:  1, 2

95) What is job rotation? What are the various advantages and disadvantages of job rotation?

Answer:  If employees suffer from overroutinization of their work, one alternative is job rotation, or the periodic shifting of an employee from one task to another with similar skill requirements at the same organizational level. It is also called cross-training.

The strengths of job rotation are that it reduces boredom, increases motivation, and helps employees better understand how their work contributes to the organization. An indirect benefit is that employees with a wider range of skills give management more flexibility in scheduling work, adapting to changes, and filling vacancies. However, job rotation is not without drawbacks. Training costs increase, and productivity is reduced by moving a worker into a new position just when efficiency at the prior job is creating organizational economies. Job rotation also creates disruptions when members of the work group have to adjust to the new employee. And supervisors may also have to spend more time answering questions and monitoring the work of recently rotated employees.

Diff: 3    Page Ref: 92-93

Objective:  Telecommuting

Quest. Category:  Concept/Definitional

LO:  2

96) What is job enrichment? Describe various methods of job enrichment that are based on the job characteristics model.

Answer:  Job enrichment expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work.

Various methods of job enrichment that are based on the job characteristics model are:

1. Combining tasks: It puts fractionalized tasks back together to form a new and larger module of work.

2. Forming natural work units: It makes an employee's tasks create an identifiable and meaningful whole.

3. Establishing client relationships: It increases the direct relationships between workers and their clients (clients can be internal as well as outside the organization).

4. Expanding jobs vertically: It gives employees responsibilities and control formerly reserved for management.

5. Opening feedback channels: It lets employees know how well they are doing and whether their performance is improving, deteriorating, or remaining constant.

Diff: 3    Page Ref: 93

Objective:  Variable Pay and Intrinsic Rewards

Quest. Category:  Concept/Definitional

LO:  2

97) Discuss advantages and disadvantages of flextime.

Answer:  There are several advantages of flextime. They include reduced absenteeism, increased productivity, reduced overtime expenses, reduced hostility toward management, reduced traffic congestion around work sites, elimination of tardiness, and increased autonomy and responsibility for employees, any of which may increase employee job satisfaction.

Flextime's major drawback is that it's not applicable to every job. It works well with clerical tasks for which an employee's interaction with people outside his or her department is limited. It is not a viable option for receptionists, sales personnel in retail stores, or similar jobs for which comprehensive service demands that people be at their workstations at predetermined times.

Diff: 3    Page Ref: 95-96

Objective:  Flexible Benefits

Quest. Category:  Concept/Definitional

LO:  2

98) What is employee involvement and why is it important. What are the two major forms of employee involvement?

Answer:  Employee involvement is defined as a participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organization's success. The underlying logic is that by involving workers in those decisions that affect them and by increasing their autonomy and control over their work lives, employees will become more motivated, more committed to the organization, more productive, and more satisfied with their jobs. The two major forms of employee involvement are:

a) Participative management. Participative management programs use joint decision making. Subordinates actually share a significant degree of decision-making power with their immediate superiors.

b) Representative participation. Representative participation refers to worker representation by a small group of employees who actually participate on the board. The goal is to redistribute power within an organization, putting labor on a more equal footing with the interests of management and stockholders.

Diff: 2    Page Ref: 98

Objective:  Employee Involvement

Quest. Category:  Concept/Definitional

LO:  3

99) Discuss the relationship between social and physical work context and employee satisfaction.

Answer:  The job characteristics model shows most employees are more motivated and satisfied when their intrinsic work tasks are engaging. However, having the most interesting workplace characteristics in the world may not always lead to satisfaction if you feel isolated from your co-workers. Having good social relationships can make even the most boring and onerous tasks more fulfilling. Research demonstrates that social aspects and work context are as important as other job design features.

The physical work context is also likely to affect employee satisfaction. Work that is hot, loud, and dangerous is less satisfying than work conducted in climate-controlled, relatively quiet, and safe environments. This is probably why most people would rather work in a coffee shop than a metalworking foundry. Physical demands make people physically uncomfortable, which is likely to show up in lower levels of job satisfaction.

Diff: 2    Page Ref: 97-98

Objective:  Job Enrichment and Job Context

Quest. Category:  Concept/Definitional

LO:  3

100) What is representative participation? Discuss its influence on workers.

Answer:  Almost every country in western Europe requires companies to practice representative participation, called "the most widely legislated form of employee involvement around the world." Its goal is to redistribute power within an organization, putting labor on a more equal footing with the interests of management and stockholders by letting workers be represented by a small group of employees who actually participate.

The influence of representative participation on working employees seems to be minimal. Works councils are dominated by management and have little impact on employees or the organization. Although participation might increase the motivation and satisfaction of employee representatives, there is little evidence this trickles down to the operating employees they represent.

Diff: 3    Page Ref: 98-99

Objective:  Participative Management

Quest. Category:  Concept/Definitional

LO:  3

101) Explain how participative management can enhance skill variety, task identity, and autonomy as described in the Job Characteristics Model (JCM).

Answer:  Skill variety, the degree to which a job requires a variety of different activities so the worker can use a number of different skills and talent, can be enhanced by participative management because the employees can begin to view their tasks from a different perspective, that of management, and the need for high productivity and efficiency. By learning to think differently the employees are learning different skills, mental and relational.

Task identity, the degree to which a job requires completion of a whole and identifiable piece of work; can be enhanced by participative management by allowing employees to make decisions on the spot without management approval. For example, the woman at the Wegman's bakery that convinced management to let her include a traditional family recipe in the product line will feel a much stronger sense of task identity.

Autonomy, in the sense of determining work procedures and carrying them out, is enhanced by participative management because the employee is able to participate in the decision-making process. Having a voice in the process increases the sense of autonomy and control.

Diff: 3    Page Ref: 90,91,98

AACSB:  Analytic Skills

Objective:  Job Characteristics and Participative Management

Quest. Category:  Synthesis

LO:  1, 3

102) List and describe different variable-pay programs. Be sure to include piece-rate plans, profit-sharing plans, and gainsharing.

Answer: 

a) Piece-rate plans. In piece-rate pay plans, workers are paid a fixed sum for each unit of production completed. When an employee gets no base salary and is paid only for what he or she produces, this is a pure piece-rate plan.

b) Merit-based pay. Merit-based pay plans also pay for individual performance. However, unlike piece-rate plans, which is pay based on objective output, merit-based pay plans are based on performance appraisal ratings.

c) Profit-sharing. Profit-sharing plans are organization-wide programs that distribute compensation based on some established formula designed around a company's profitably.

d) Bonuses. Bonuses can be paid exclusively to executives or to all employees. Many companies now routinely reward production employees with bonuses in thousands of dollars when company profits improve.

e) Skill-Based Pay. Skill-based pay (also called competency-based or knowledge-based pay) sets pay levels on the basis of how many skills employees have or how many jobs they can do.

f) ESOPs. Employee stock ownership plans (ESOPs) are company-established benefit plans in which employees acquire stock, often at below-market prices, as part of their benefits.

g) Gainsharing. Gainsharing is a formula-based group incentive plan. Improvements in group productivity determine the total amount of money that is to be allocated. By focusing on productivity gains rather than profits, gainsharing rewards specific behaviors that are less influenced by external factors. Employees in a gainsharing plan can receive incentive awards even when the organization isn't profitable.

Diff: 3    Page Ref: 100,101,102

Objective:  Variable-Pay Programs

Quest. Category:  Concept/Definitional

LO:  4

103) Evaluate the variable-pay programs in terms of their impact on motivation and productivity.

Answer:  Variable-pay programs increase motivation and productivity. For example, studies generally support the idea that organizations with profit-sharing plans have higher levels of profitability than those without them. Similarly, gainsharing has been found to improve productivity in a majority of cases and often has a positive impact on employee attitudes. Another study found that whereas piece-rate pay-for-performance plans stimulated higher levels of productivity, this positive affect was not observed for risk-averse employees. Thus, in general, what economist Ed Lazear has said seems generally right"Workers respond to prices just as economic theory predicts. Claims by sociologists and others that monetizing incentives may actually reduce output are unambiguously refuted by the data." But that doesn't mean everyone responds positively to variable pay plans.

Diff: 2    Page Ref: 102-103

Objective:  Variable-Pay Programs

Quest. Category:  Concept/Definitional

LO:  4

104) Compare and contrast the benefits of intrinsic rewards such as recognition and extrinsic rewards such as pay as forms of motivation.

Answer:  Organizations are increasingly recognizing that both intrinsic and extrinsic rewards are important. Rewards are intrinsic in the form of employee recognition programs and extrinsic in the form of compensation systems. Intrinsic rewards range from a spontaneous and private thank-you to widely publicized formal programs in which specific types of behavior are encouraged and the procedures for attaining recognition are clearly identified.

Pay, an extrinsic reward, is not the primary factor driving job satisfaction, however, it does motivate people, and companies often underestimate its importance in keeping top talent. No matter how much recognition a top performer gets, he will be tempted to leave if the pay scale is much lower than the market and another offer arrives.

Variable pay structures, such as bonuses are often the best production motivators. When pay is tied to performance, the employee's earnings also recognize contribution rather than being a form of entitlement. Over time, low performers' pay stagnates, while high performers enjoy pay increases commensurate with their contributions.

An obvious advantage of intrinsic rewards like recognition programs is that they are inexpensive since praise is free. However, they are highly susceptible to political manipulation by management. When applied to jobs for which performance factors are relatively objective, such as sales, recognition programs are likely to be perceived by employees as fair. However, in most jobs, the criteria for good performance aren't self evident, which allows managers to manipulate the system and recognize their favorites. Abuse can undermine the value of recognition programs and demoralize employees.

Research suggests financial incentives may be more motivating in the short term, but in the long run intrinsic incentives will retain good employees if the extrinsic incentives are competitive.

Diff: 3    Page Ref: 99,100,102,103

Objective:  Variable Pay and Intrinsic Rewards

Quest. Category:  Concept/Definitional

LO:  4, 6

105) How are flexible benefits linked with expectancy theory?

Answer:  Giving all employees the same benefits assumes, falsely, that all employees have the same needs. Thus, flexible benefits turn the benefits' expenditure into a motivator. Consistent with expectancy theory's thesis that organizational rewards should be linked to each individual employee's goals. Flexible benefits individualize rewards by allowing each employee to choose the compensation package that best satisfies his or her current needs.

Diff: 3    Page Ref: 103

Objective:  Flexible Benefits

Quest. Category:  Concept/Definitional

LO:  6

Essentials of Organizational Behavior, 11e (Robbins/Judge)인용

Which of the following is defined as the degree to which employees make decisions on their own?

Employee empowerment is defined as the ways in which organizations provide their employees with a certain degree of autonomy and control in their day-to-day activities.

What does a fixed ratio schedule lead to high level of effort?

In operant conditioning, a fixed-ratio schedule reinforces behavior after a specified number of correct responses. This kind of schedule results in high, steady rates of responding. Organisms are persistent in responding because of the hope that the next response might be one needed to receive reinforcement.

Which of the following are the three needs identified in the three needs theory of motivation?

McClelland's Human Motivation Theory states that every person has one of three main driving motivators: the needs for achievement, affiliation, or power.

Which of the following statements best describes the concept of autonomy in the job characteristic model?

Which of the following statements best describes the concept of autonomy in the job characteristics model? The degree to which a job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out.