Management Fundamentals

Business

Quiz 11 :

Motivating for High Performance

Quiz 11 :

Motivating for High Performance

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Following is a conversation between Bob Lussier, this book's author, and Art Friedman, about a business technique that Friedman implemented at his business, Friedmans Appliance. At the time, Friedmans, in Oakland, California, employed 15 people. Bob : What is the reason for your success in business? Art : My business technique. Bob : What is it? How did you implement it? Art : I called my 15 employees together and told them, "From now on I want you to feel as though the company is ours, not mine. We are all bosses. From now on you decide what you're worth and tell the accountant to put it in your pay envelope. You decide which days and hours you work and when to take time off. We will have an open petty cash system that will allow anyone to go into the box and borrow money when they need it." Bob : You're kidding, right? Art : No, it's true. I really do these things. Bob : Did anyone ask for a raise? Art : Yes, several people did. Charlie asked for and received a $100-a-week raise. Bob : Did he and the others increase their productivity to earn their raises? Art : Yes, they all did. Bob : How could you run an appliance store with employees coming and going as they pleased? Art : The employees made up schedules that were satisfactory to everyone. We had no problems of under- or overstaffing. Bob : Did anyone steal from the petty cash box? Art : No. Bob : Would this technique work in any business? Art : It did work, it still works, and it will always work! Although Art Friedman has now retired, Friedmans Appliance still utilizes his motivational technique of making everyone a boss at its store. Friedmans continues to focus on service by offering delivery to job sites and residences, installation, as well as removal of old appliances. Friedmans also has a Web site ( http://www.friedmansappliance.com ) where you can buy microwave ovens, ranges, dishwashers, refrigerators, and other accessories. The Web site provides a number and an e-mail address for customers who want to contact Friedmans directly. Support your answers to the following questions with specific information from the case, the text, and/or the Web or other source. _______ Friedman motivated employees through goalsetting theory.
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Answer:

Friedman did not apply goal-setting theory to motivate employees.
(b) False.
Goal-setting theory focuses on providing employees with achievable but difficult goals to motivate employees. The theory says that all good performances start with clear goals and setting objectives make employees feel challenging.
Friedman did not provide goals to his employees. He made employees their own bosses by doing the following:
• Employees could work the hours they wanted
• Employees were paid what they thought they were worth
• Employees could take vacation time when they wanted
• Employees could help themselves to petty cash if they were in need of spending money
• New employees would be allowed to set their own wages

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Following is a conversation between Bob Lussier, this book's author, and Art Friedman, about a business technique that Friedman implemented at his business, Friedmans Appliance. At the time, Friedmans, in Oakland, California, employed 15 people. Bob : What is the reason for your success in business? Art : My business technique. Bob : What is it? How did you implement it? Art : I called my 15 employees together and told them, "From now on I want you to feel as though the company is ours, not mine. We are all bosses. From now on you decide what you're worth and tell the accountant to put it in your pay envelope. You decide which days and hours you work and when to take time off. We will have an open petty cash system that will allow anyone to go into the box and borrow money when they need it." Bob : You're kidding, right? Art : No, it's true. I really do these things. Bob : Did anyone ask for a raise? Art : Yes, several people did. Charlie asked for and received a $100-a-week raise. Bob : Did he and the others increase their productivity to earn their raises? Art : Yes, they all did. Bob : How could you run an appliance store with employees coming and going as they pleased? Art : The employees made up schedules that were satisfactory to everyone. We had no problems of under- or overstaffing. Bob : Did anyone steal from the petty cash box? Art : No. Bob : Would this technique work in any business? Art : It did work, it still works, and it will always work! Although Art Friedman has now retired, Friedmans Appliance still utilizes his motivational technique of making everyone a boss at its store. Friedmans continues to focus on service by offering delivery to job sites and residences, installation, as well as removal of old appliances. Friedmans also has a Web site ( http://www.friedmansappliance.com ) where you can buy microwave ovens, ranges, dishwashers, refrigerators, and other accessories. The Web site provides a number and an e-mail address for customers who want to contact Friedmans directly. Support your answers to the following questions with specific information from the case, the text, and/or the Web or other source. _______ On which factor in the performance formula did Friedman focus?
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Answer:

Friedman focused on motivation among the three factors of performance formula
Performance formula = ability × motivation × resources
(b) Motivation because Friedman used self-motivation to affect the performance of employees by making them his or her own boss. He provided all incentives required to increase performance and achieve business goals. The following are the incentives and rewards given by him to the employees:
• Open petty cash system
• Employees scheduling their days and hours to work
• Allowed workers to decide their own pay
• Provided pay rise

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The following critical-thinking questions can be used for class discussion and/or as written assignments to develop communication skills. Be sure to give complete explanations for all questions. What is motivation, and why is it important to know how to motivate employees?
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Motivation is an inner desire to appease an unsatisfied needs or wants. From the organizations perspective it is the employee's willingness to achieve organizations goals or objectives by going above or beyond his/her own duty.
It is important to know how to motivate employees because it affects employee performance. People who are satisfied with their jobs are highly motivated and are more productive and contribute to profits.
Apart from poor skills and lack of experience, a manager's insufficient motivation can also be a cause to poor performance of employees. Motivating employees is not an easy task because different people are motivated by different things. Therefore, managers must find ways to motivate employees individually in ways that will meet their diverse and unique needs.

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Objective To better understand what motivates you. Skills The primary skills developed through this exercise are: 1. Management skill - leadership (motivating yourself) 2. AACSB competency - reasoning abilities 3. Management function - leading Review the two Self-Assessment exercises. What did you learn about yourself? ________________________________________________ ________________________________________________ How can you improve your self-motivation so that you can be more successful? ________________________________________________ ________________________________________________ Your instructor may ask you to do this Skill Builder in class in a group. If so, the instructor will provide you with instructions
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Following is a conversation between Bob Lussier, this book's author, and Art Friedman, about a business technique that Friedman implemented at his business, Friedmans Appliance. At the time, Friedmans, in Oakland, California, employed 15 people. Bob : What is the reason for your success in business? Art : My business technique. Bob : What is it? How did you implement it? Art : I called my 15 employees together and told them, "From now on I want you to feel as though the company is ours, not mine. We are all bosses. From now on you decide what you're worth and tell the accountant to put it in your pay envelope. You decide which days and hours you work and when to take time off. We will have an open petty cash system that will allow anyone to go into the box and borrow money when they need it." Bob : You're kidding, right? Art : No, it's true. I really do these things. Bob : Did anyone ask for a raise? Art : Yes, several people did. Charlie asked for and received a $100-a-week raise. Bob : Did he and the others increase their productivity to earn their raises? Art : Yes, they all did. Bob : How could you run an appliance store with employees coming and going as they pleased? Art : The employees made up schedules that were satisfactory to everyone. We had no problems of under- or overstaffing. Bob : Did anyone steal from the petty cash box? Art : No. Bob : Would this technique work in any business? Art : It did work, it still works, and it will always work! Although Art Friedman has now retired, Friedmans Appliance still utilizes his motivational technique of making everyone a boss at its store. Friedmans continues to focus on service by offering delivery to job sites and residences, installation, as well as removal of old appliances. Friedmans also has a Web site ( http://www.friedmansappliance.com ) where you can buy microwave ovens, ranges, dishwashers, refrigerators, and other accessories. The Web site provides a number and an e-mail address for customers who want to contact Friedmans directly. Support your answers to the following questions with specific information from the case, the text, and/or the Web or other source. _______ On which level of ERG needs was Friedman focusing?
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The following critical-thinking questions can be used for class discussion and/or as written assignments to develop communication skills. Be sure to give complete explanations for all questions. Do people really have diverse needs?
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The following critical-thinking questions can be used for class discussion and/or as written assignments to develop communication skills. Be sure to give complete explanations for all questions. Which of the three process motivation theories makes the most sense to you? Why?
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The following critical-thinking questions can be used for class discussion and/or as written assignments to develop communication skills. Be sure to give complete explanations for all questions. Reinforcement theory is unethical because it is used to manipulate employees. Do you agree with this statement? Explain your answer
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Following is a conversation between Bob Lussier, this book's author, and Art Friedman, about a business technique that Friedman implemented at his business, Friedmans Appliance. At the time, Friedmans, in Oakland, California, employed 15 people. Bob : What is the reason for your success in business? Art : My business technique. Bob : What is it? How did you implement it? Art : I called my 15 employees together and told them, "From now on I want you to feel as though the company is ours, not mine. We are all bosses. From now on you decide what you're worth and tell the accountant to put it in your pay envelope. You decide which days and hours you work and when to take time off. We will have an open petty cash system that will allow anyone to go into the box and borrow money when they need it." Bob : You're kidding, right? Art : No, it's true. I really do these things. Bob : Did anyone ask for a raise? Art : Yes, several people did. Charlie asked for and received a $100-a-week raise. Bob : Did he and the others increase their productivity to earn their raises? Art : Yes, they all did. Bob : How could you run an appliance store with employees coming and going as they pleased? Art : The employees made up schedules that were satisfactory to everyone. We had no problems of under- or overstaffing. Bob : Did anyone steal from the petty cash box? Art : No. Bob : Would this technique work in any business? Art : It did work, it still works, and it will always work! Although Art Friedman has now retired, Friedmans Appliance still utilizes his motivational technique of making everyone a boss at its store. Friedmans continues to focus on service by offering delivery to job sites and residences, installation, as well as removal of old appliances. Friedmans also has a Web site ( http://www.friedmansappliance.com ) where you can buy microwave ovens, ranges, dishwashers, refrigerators, and other accessories. The Web site provides a number and an e-mail address for customers who want to contact Friedmans directly. Support your answers to the following questions with specific information from the case, the text, and/or the Web or other source. _______ Art Friedman's techniques focus on motivation and performance
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The following critical-thinking questions can be used for class discussion and/or as written assignments to develop communication skills. Be sure to give complete explanations for all questions. Do you agree with the performance formula? Will you use it on the job?
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Objective To develop the skill of giving praise to motivate people to higher levels of performance. Skills The primary skills developed through this exercise are: 1. Management skill - leadership (motivating others) 2. AACSB competency -communication abilities 3. Management function - leading Think of a job situation in which you did something well, deserving of praise and recognition. For example, you may have saved the company some money, you may have turned a dissatisfied customer into a happy one, and so on. Imagine yourself in a management position, and write out the praise you would give to an employee for doing what you did. Briefly describe the situation: ________________________________________________ ________________________________________________ Step 1. Tell the employee exactly what was done correctly. ________________________________________________ ________________________________________________ Step 2. Tell the employee why the behavior is important. ________________________________________________ ________________________________________________ Step 3. Stop for a moment of silence. (Count to 5 silently.) ________________________________________________ ________________________________________________ Step 4. Encourage repeat performance. ________________________________________________ ________________________________________________ Apply It What did I learn from this experience? How will I use this knowledge in the future? ________________________________________________ ________________________________________________ Your instructor may ask you to do this Skill Builder in class in a group. If so, the instructor will provide you with any necessary information or additional instructions.
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Following is a conversation between Bob Lussier, this book's author, and Art Friedman, about a business technique that Friedman implemented at his business, Friedmans Appliance. At the time, Friedmans, in Oakland, California, employed 15 people. Bob : What is the reason for your success in business? Art : My business technique. Bob : What is it? How did you implement it? Art : I called my 15 employees together and told them, "From now on I want you to feel as though the company is ours, not mine. We are all bosses. From now on you decide what you're worth and tell the accountant to put it in your pay envelope. You decide which days and hours you work and when to take time off. We will have an open petty cash system that will allow anyone to go into the box and borrow money when they need it." Bob : You're kidding, right? Art : No, it's true. I really do these things. Bob : Did anyone ask for a raise? Art : Yes, several people did. Charlie asked for and received a $100-a-week raise. Bob : Did he and the others increase their productivity to earn their raises? Art : Yes, they all did. Bob : How could you run an appliance store with employees coming and going as they pleased? Art : The employees made up schedules that were satisfactory to everyone. We had no problems of under- or overstaffing. Bob : Did anyone steal from the petty cash box? Art : No. Bob : Would this technique work in any business? Art : It did work, it still works, and it will always work! Although Art Friedman has now retired, Friedmans Appliance still utilizes his motivational technique of making everyone a boss at its store. Friedmans continues to focus on service by offering delivery to job sites and residences, installation, as well as removal of old appliances. Friedmans also has a Web site ( http://www.friedmansappliance.com ) where you can buy microwave ovens, ranges, dishwashers, refrigerators, and other accessories. The Web site provides a number and an e-mail address for customers who want to contact Friedmans directly. Support your answers to the following questions with specific information from the case, the text, and/or the Web or other source. _______ Adams would say Friedman used.
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Following is a conversation between Bob Lussier, this book's author, and Art Friedman, about a business technique that Friedman implemented at his business, Friedmans Appliance. At the time, Friedmans, in Oakland, California, employed 15 people. Bob : What is the reason for your success in business? Art : My business technique. Bob : What is it? How did you implement it? Art : I called my 15 employees together and told them, "From now on I want you to feel as though the company is ours, not mine. We are all bosses. From now on you decide what you're worth and tell the accountant to put it in your pay envelope. You decide which days and hours you work and when to take time off. We will have an open petty cash system that will allow anyone to go into the box and borrow money when they need it." Bob : You're kidding, right? Art : No, it's true. I really do these things. Bob : Did anyone ask for a raise? Art : Yes, several people did. Charlie asked for and received a $100-a-week raise. Bob : Did he and the others increase their productivity to earn their raises? Art : Yes, they all did. Bob : How could you run an appliance store with employees coming and going as they pleased? Art : The employees made up schedules that were satisfactory to everyone. We had no problems of under- or overstaffing. Bob : Did anyone steal from the petty cash box? Art : No. Bob : Would this technique work in any business? Art : It did work, it still works, and it will always work! Although Art Friedman has now retired, Friedmans Appliance still utilizes his motivational technique of making everyone a boss at its store. Friedmans continues to focus on service by offering delivery to job sites and residences, installation, as well as removal of old appliances. Friedmans also has a Web site ( http://www.friedmansappliance.com ) where you can buy microwave ovens, ranges, dishwashers, refrigerators, and other accessories. The Web site provides a number and an e-mail address for customers who want to contact Friedmans directly. Support your answers to the following questions with specific information from the case, the text, and/or the Web or other source. _______ Which need does Friedman's technique place least emphasis on?
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Following is a conversation between Bob Lussier, this book's author, and Art Friedman, about a business technique that Friedman implemented at his business, Friedmans Appliance. At the time, Friedmans, in Oakland, California, employed 15 people. Bob : What is the reason for your success in business? Art : My business technique. Bob : What is it? How did you implement it? Art : I called my 15 employees together and told them, "From now on I want you to feel as though the company is ours, not mine. We are all bosses. From now on you decide what you're worth and tell the accountant to put it in your pay envelope. You decide which days and hours you work and when to take time off. We will have an open petty cash system that will allow anyone to go into the box and borrow money when they need it." Bob : You're kidding, right? Art : No, it's true. I really do these things. Bob : Did anyone ask for a raise? Art : Yes, several people did. Charlie asked for and received a $100-a-week raise. Bob : Did he and the others increase their productivity to earn their raises? Art : Yes, they all did. Bob : How could you run an appliance store with employees coming and going as they pleased? Art : The employees made up schedules that were satisfactory to everyone. We had no problems of under- or overstaffing. Bob : Did anyone steal from the petty cash box? Art : No. Bob : Would this technique work in any business? Art : It did work, it still works, and it will always work! Although Art Friedman has now retired, Friedmans Appliance still utilizes his motivational technique of making everyone a boss at its store. Friedmans continues to focus on service by offering delivery to job sites and residences, installation, as well as removal of old appliances. Friedmans also has a Web site ( http://www.friedmansappliance.com ) where you can buy microwave ovens, ranges, dishwashers, refrigerators, and other accessories. The Web site provides a number and an e-mail address for customers who want to contact Friedmans directly. Support your answers to the following questions with specific information from the case, the text, and/or the Web or other source. _______ Vroom would agree that Friedman used expectancy motivation theory.
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Following is a conversation between Bob Lussier, this book's author, and Art Friedman, about a business technique that Friedman implemented at his business, Friedmans Appliance. At the time, Friedmans, in Oakland, California, employed 15 people. Bob : What is the reason for your success in business? Art : My business technique. Bob : What is it? How did you implement it? Art : I called my 15 employees together and told them, "From now on I want you to feel as though the company is ours, not mine. We are all bosses. From now on you decide what you're worth and tell the accountant to put it in your pay envelope. You decide which days and hours you work and when to take time off. We will have an open petty cash system that will allow anyone to go into the box and borrow money when they need it." Bob : You're kidding, right? Art : No, it's true. I really do these things. Bob : Did anyone ask for a raise? Art : Yes, several people did. Charlie asked for and received a $100-a-week raise. Bob : Did he and the others increase their productivity to earn their raises? Art : Yes, they all did. Bob : How could you run an appliance store with employees coming and going as they pleased? Art : The employees made up schedules that were satisfactory to everyone. We had no problems of under- or overstaffing. Bob : Did anyone steal from the petty cash box? Art : No. Bob : Would this technique work in any business? Art : It did work, it still works, and it will always work! Although Art Friedman has now retired, Friedmans Appliance still utilizes his motivational technique of making everyone a boss at its store. Friedmans continues to focus on service by offering delivery to job sites and residences, installation, as well as removal of old appliances. Friedmans also has a Web site ( http://www.friedmansappliance.com ) where you can buy microwave ovens, ranges, dishwashers, refrigerators, and other accessories. The Web site provides a number and an e-mail address for customers who want to contact Friedmans directly. Support your answers to the following questions with specific information from the case, the text, and/or the Web or other source. _______ Which of these would Herzberg say Friedman used?
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The following critical-thinking questions can be used for class discussion and/or as written assignments to develop communication skills. Be sure to give complete explanations for all questions. Do you agree that managers' attitudes and expectations affect employee motivation and performance? Explain your answer
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The following critical-thinking questions can be used for class discussion and/or as written assignments to develop communication skills. Be sure to give complete explanations for all questions. Which of the four content motivation theories makes the most sense to you? Why?
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The following critical-thinking questions can be used for class discussion and/or as written assignments to develop communication skills. Be sure to give complete explanations for all questions. Which motivation theory makes the most sense to you? Explain why
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The following critical-thinking questions can be used for class discussion and/or as written assignments to develop communication skills. Be sure to give complete explanations for all questions. What reinforcement methods have been used to get you to go to work and to be on time?
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Following is a conversation between Bob Lussier, this book's author, and Art Friedman, about a business technique that Friedman implemented at his business, Friedmans Appliance. At the time, Friedmans, in Oakland, California, employed 15 people. Bob : What is the reason for your success in business? Art : My business technique. Bob : What is it? How did you implement it? Art : I called my 15 employees together and told them, "From now on I want you to feel as though the company is ours, not mine. We are all bosses. From now on you decide what you're worth and tell the accountant to put it in your pay envelope. You decide which days and hours you work and when to take time off. We will have an open petty cash system that will allow anyone to go into the box and borrow money when they need it." Bob : You're kidding, right? Art : No, it's true. I really do these things. Bob : Did anyone ask for a raise? Art : Yes, several people did. Charlie asked for and received a $100-a-week raise. Bob : Did he and the others increase their productivity to earn their raises? Art : Yes, they all did. Bob : How could you run an appliance store with employees coming and going as they pleased? Art : The employees made up schedules that were satisfactory to everyone. We had no problems of under- or overstaffing. Bob : Did anyone steal from the petty cash box? Art : No. Bob : Would this technique work in any business? Art : It did work, it still works, and it will always work! Although Art Friedman has now retired, Friedmans Appliance still utilizes his motivational technique of making everyone a boss at its store. Friedmans continues to focus on service by offering delivery to job sites and residences, installation, as well as removal of old appliances. Friedmans also has a Web site ( http://www.friedmansappliance.com ) where you can buy microwave ovens, ranges, dishwashers, refrigerators, and other accessories. The Web site provides a number and an e-mail address for customers who want to contact Friedmans directly. Support your answers to the following questions with specific information from the case, the text, and/or the Web or other source. _______ On which needs level do Friedmans employees appear to be?
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