[Solved] When Management Uses Employees Only for the Benefit of the Business

Which of the following is not an example of a content theory? A) Maslow's hierarchy of needs theory B) Adams' equity theory C) Alderfer's existence, relatedness, growth theory D) Herzberg's two factor theory

According to Herzberg, when organisational managers develop tasks that are meaningful, interesting and challenging, depending on the needs, wants and interests of employees they will: A) motivate employees B) eliminate dissatisfaction C) promote employee growth and development D) both a and c

Which of the following theories argues that an employee will be motivated by a belief that their effort will result in a desired level of performance and will be linked to reward? A) Adam's equity theory B) Locke's goal setting theory C) Vroom's expectancy theory D) Reinforcement theory

Vroom's (1964) expectancy theory suggests the formula for motivation is: A) Motivation = Diversity × Empathy × Determination B) Motivation = Information × Coaching × Experience C) Motivation = Experience × Instruction × Variety D) Motivation = Expectancy × Instrumentality × Valence

In today's environment of constant change, psychological contracts are less predictable.For example, organisations can no longer offer job security, resulting in employees feeling stressed, anxious, and displaying counterproductive work behaviours.This is evidence that organisations are placing less strategic value on which contract? A) the reward contract B) the relational contract C) the transactional contract D) the ideologically infused contract

Adam's equity theory (1963) proposes that employees will compare the effort they put into their jobs and the rewards they receive to the inputs and outcomes of relevant others.The assessment of this fairness is especially relevant during: A) recruitment and selection activities B) performance appraisal and remuneration activities C) occupational health and safety activities D) both a and b

Lewin's (1951) change model describes resistance as: A) the balance between resourcing cost and anticipated outcome B) the balance between employee past experience and future expectations C) the balance between restraining forces and driving forces D) the balance between closed and open communication in the workplace

An organisation's level of 'emotional awareness' can be enhanced by: A) rewarding staff who can keep their emotions to themselves B) ensuring that managers do not reveal their feelings to staff C) developing a culture that quickly punishes negative employee emotions D) developing a culture that builds constructive responses to displays of both positive and negative emotion

Which of the following is not a phase of radical change? A) planning B) enabling C) leading D) maintaining

According to Hay & Härtel (2000), change programs mostly fail during which stage? A) implementation phase B) planning phase C) consultation phase D) negotiation phase