Deck 6: Applied Performance Practices

Question 1

Executive dining rooms represent a form of job status reward.

Answer 1

True

Question 2

The largest portion of most pay cheques is based on the person's membership and seniority.

Answer 2

True

Question 3

One problem with seniority-based rewards is that they cause higher turnover.

Answer 3

False

Question 4

Research suggests that men and women differ in their attitudes towards money.

Question 5

Gainsharing plans focus on cost reductions and increased labour efficiency.

Question 6

Gainsharing plans apply to production jobs,not to services such as medical operations.

Question 7

Employee share ownership plans and share options tend to create an ''ownership culture'' in which employees feel aligned with the organization's success.

Question 8

Job status-based rewards potentially motivate employees to compete with each other.

Question 9

Compared with women,men give money a lower priority in their lives.

Question 10

Job status-based rewards discourage employees from hoarding resources.

Question 11

Competency-based rewards are expensive.

Question 12

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

Question 13

Competency-based rewards pay employees based on their performance results.

Question 14

Commissions and piece rates are examples of competency-based rewards.

Question 15

Competency-based rewards tend to improve levels of product and service quality.

Question 16

Employee share ownership plans and share options are two types of organizational-level performance-based rewards.

Question 17

Job evaluation mainly supports the competency approach to rewards.

Question 18

Job evaluations systematically evaluate the worth of each job within the organization by measuring its required skill,effort,responsibility,and working conditions.

Question 19

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.

Question 20

People with a high power distance give money a low priority in their lives.

Question 21

Job specialization increases work efficiency,but it tends to reduce employee motivation.

Question 22

Gainsharing and share-ownership reward plans create an "ownership culture" that is good for owners,but bad for employees.

Question 23

Scientific management is the process of systematically dividing work into its smallest possible elements and standardizing work activities to achieve maximum efficiency.

Question 24

Job specialization usually reduces the employee's work efficiency.

Question 25

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

Question 26

The philosophy behind scientific management is to increase job enrichment and thereby improve employee satisfaction.

Question 27

When Adam Smith reported on how 10 pin makers working together could produce many times more pins,because they performed specialized tasks,Smith was describing the benefits of job enrichment.

Question 28

A profit-sharing plan is a performance measurement system that rewards people based on several factors.

Question 29

Job specialization increases work efficiency,and tends to increase employee motivation.

Question 30

Companies should use individual-level performance-based pay when jobs are highly interdependent.

Question 31

Some critics argue that financial rewards discourage creativity and distract employees from the meaningfulness of the work itself.

Question 32

The level of work quality tends to increase with the level of job specialization.

Question 33

Gainsharing plans are used mainly to measure performance of medical staff.

Question 34

The level of work quality tends to increase with the level of job specialization.

Question 35

Team rewards increase employee preferences for team-based work arrangements.

Question 36

Profit-sharing plans give employees the right to purchase shares of the company and eventually get rewarded through dividends from those shares.

Question 37

When only subjective sources of information about an employee's performance are available,companies should rely on multiple sources of information.

Question 38

The process of assigning tasks to a job,including the interdependency of those tasks with other jobs is called job management.

Question 39

Job specialization is a form of job design.

Question 40

One problem with linking rewards to job performance is that managers rely on different criteria when estimating employee performance levels.

Question 41

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.

Question 42

Job enlargement increases an employee's growth needs.

Question 43

Motivator-hygiene theory highlights the idea that job content is an important source of employee motivation.

Question 44

According to the job characteristics model,experienced meaningfulness increases with the level of job feedback.

Question 45

Companies sometimes introduce job rotation for reasons other than reducing job boredom.

Question 46

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

Question 47

Two ways to enrich jobs are by clustering jobs into natural groups and by establishing client relationships.

Question 48

Forming natural work units tends to increase task identity and task significance.

Question 49

Job enlargement increases skill variety.

Question 50

Frederick Herzberg's motivator-hygiene theory casts more of a spotlight on the job itself (rather than the work environment)as an important source of employee motivation.

Question 51

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

Question 52

Research suggests that job enlargement increases employee motivation.

Question 53

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.

Question 54

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

Question 55

Job enrichment tends to increase the quality of products or services.

Question 56

Motivator-hygiene theory suggests that people are mainly motivated by characteristics of the job itself,not by working conditions and other factors external to the job.

Question 57

Task identity is the degree to which the job has a substantial impact on the organization and/or larger society.

Question 58

Task variability refers to how many tasks can be performed using known procedures and rules.

Question 59

Companies are applying job specialization when employees are made directly responsible for specific customers and having them communicate directly with those customers.

Question 60

Task identity is the main job characteristic related to job enrichment.

Question 61

Self-leadership is dependent on the person and the situation.

Question 62

One problem with empowerment is that it tends to make employees less responsive to the company's needs and objectives.

Question 63

Which reward system tends to discourage poor performers from voluntarily leaving the organization?

A)Membership and seniority-based pay
B)Skill-based pay
C)Piece-rate rewards
D)Competency-based pay
E)All of the answers are correct.

Question 64

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

Question 65

Mental imagery is one of the most beneficial outcomes of job enrichment.

Question 66

Positive self-talk motivates employees by increasing their effort-to-performance expectancy.

Question 67

Mental imagery helps us to anticipate and work out solutions to potential obstacles in our work.

Question 68

People with a high level of conscientiousness have difficulty applying self-leadership strategies.

Question 69

Self-leadership involves finding ways to increase job specialization.

Question 70

Self-leadership borrows ideas from social cognitive theory and research in sports psychology on constructive thought processes.

Question 71

Self-leadership calls for employees to engage in negative self-talk to help them recognize their limitations.

Question 72

Empowerment is the process of putting employees in situations involving job rotation and job enlargement.

Question 73

One of the most important characteristics of empowerment is that it is a personality trait.

Question 74

One element of self-leadership involves keeping track of our progress toward goals.

Question 75

Employees are more likely to feel empowered in jobs where they experience self-determination and meaning.

Question 76

Empowerment flourishes in organizations that have a learning orientation culture.

Question 77

Self-leadership suggests that goals should be set by the employee's supervisor with or without the employee's involvement.

Question 78

People are empowered when they feel self-determination,meaning,competence,and impact regarding their role in the organization.

Question 79

Which of the following is not one of the emotions that is generated by money,according to one large-scale study?

A)Anxiety
B)Depression
C)Happiness
D)Anger
E)Helplessness

Question 80

Studies indicate that constructive thought processes improve individual performance in sports.