Question 1

The biological approach to job design emphasizes the reliability of work outcomes by examining error rates.

Accepted Answer

The biological approach to job design focuses on the physical and ergonomic aspects of job design, aiming to minimize physical strain and health risks, rather than directly addressing the reliability of work outcomes or error rates.

Question 2

Sarah does the same job as Trevor and has the same position title.Both work the same hours and talk throughout the day about their jobs.Recently, she discovered that Trevor had received a pay increase while she had not.Using the equity theory as a model of motivation, explain what Sarah may be feeling.

Accepted Answer

The answer of Sarah does the same job as Trevor...

Question 3

Successful people have one thing in common; they do not set goals.

Accepted Answer

Successful people do set goals to help them achieve their aspirations and stay motivated. Setting specific, measurable, achievable, realistic, and time-bound goals is a key component to success.

Question 4

Research indicates that goal setting is used by successful people.Reviews of the many goal-setting studies conducted over the past few decades have given managers four practical insights.Explain each of the practical insights about goal setting.

Accepted Answer

The answer of Research indicates that goal setting is used...

Question 5

Researchers have proposed two general theories of motivation, content theories and process theories.Provide two examples of each theory of motivation as well as implications for managers.

Accepted Answer

The answer of Researchers have proposed two general theories of...

Question 6

Feedback enhances the effect of specific, difficult goals.

Accepted Answer

Feedback that provides information on progress towards achieving a specific, difficult goal can help individuals adjust their behavior and increase their motivation, leading to greater goal attainment.

Question 7

Motivation, according to Vroom, boils down to the decision of how much effort to exert in a specific task situation.

Accepted Answer

According to Vroom's expectancy theory, motivation is a function of the expectancy that increased effort will result in improved performance, the instrumentality of the performance in achieving desired outcomes, and the value or attractiveness of those outcomes. Therefore, motivation is related to the decision of how much effort to exert in a specific task situation.

Question 8

According to Herzberg's two-factor theory, recognition, stimulating work, responsibility, and advancement are all considered to be components of hygiene factors.

Accepted Answer

Recognition, stimulating work, responsibility, and advancement are considered components of motivator or satisfier factors, which are different from hygiene factors. Hygiene factors include factors such as salary, job security, working conditions, and company policies, which are necessary for preventing job dissatisfaction but do not necessarily contribute to job satisfaction.

Question 9

The key concept, valence, within Vroom's expectancy model is a belief that effort leads to a specific level of performance.

Accepted Answer

The key concept, valence, within Vroom's expectancy model refers to the value an individual places on the outcomes or rewards associated with achieving a certain level of performance. It is not solely a belief that effort leads to performance.

Question 10

Job design and job redesign both refer to any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of the employee job experience and their productivity.

Accepted Answer

This statement accurately describes both job design and job redesign.

Question 11

Intrinsic motivation occurs when an individual is turned on to his or her work due to external factors.

Accepted Answer

Intrinsic motivation occurs when an individual is motivated to engage in an activity for its own sake, because it is inherently interesting or enjoyable to them, rather than due to external factors such as rewards or punishments.

Question 12

One key managerial implication of Maslow's theory worth noting is that a satisfied need may lose its motivational potential.

Accepted Answer

Once a need has been satisfied, it may no longer serve as a motivator for behavior. Therefore, managers need to continually identify unmet needs to maintain employees' motivation and engagement.

Question 13

Equity theory explains how people strive for fairness and justice in social exchanges or give-and-take relationships.

Accepted Answer

Equity theory is based on the assumption that people want to be treated fairly in their social exchanges and relationships. They compare their own inputs (efforts, contributions, investments) and outcomes (rewards, benefits) to those of others in the same situation, and strive for a sense of balance or equity. If they perceive an unfairness or inequality, they may try to restore it by changing their inputs or outcomes, or by seeking changes in the other person's inputs or outcomes.

Question 14

Core job characteristics are common characteristics found to varying degrees in all jobs.

Accepted Answer

Core job characteristics refer to a set of common characteristics that are found to varying degrees in all jobs, including skill variety, task identity, task significance, autonomy, and feedback.

Question 15

A top performing employee has over the past several months appeared less motivated.He has not made his targets set by his quarterly goals.What motivational approaches to job design could be considered in an attempt to improve his job satisfaction and motivation?

Accepted Answer

The answer of A top performing employee has over the...

Question 16

One of the managerial implications associated with McClelland's need theory is that adults cannot be trained to increase their achievement motivation.

Accepted Answer

Contrary to the statement, McClelland believed that adults could be trained to increase their achievement motivation through various methods such as feedback, rewards, and goal-setting techniques.

Quiz 5: Employee Motivation