MarinovaStudyGuide.docx - Review Guidelines Organizational...

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Review Guidelines Organizational Behaviors 1. Pay is a type of: a. intrinsic motivator b. extrinsic motivator 2. According to Herzberg, pay is a: a. motivator b. hygiene factor Hygiene factors are the same as dissatisfiers and include company policies and procedures. True The implication of the two-factor theory for managers is clear. Providing hygiene factors will eliminate employee dissatisfaction but will not motivate workers to high achievement levels. True According to expectancy theory, for an employee to be highly motivated, E-P expectancy and valence must be maximized. True 3. Maslow suggests that self-actualization comes from external rewards. FALSE : Self-actualization is intrinsically motivating work, fulfilling one's values, vision. 4. Andy is really good at his job. He is a capable performer who does not need a lot of external motivation in order to stay focused and perform at his best. This illustrates that he is really high on _______. a. valence. b. expectancy. c. instrumentality. 5. According to the liberty of contract doctrine, organizations and employees can set the terms of their contract even if the employee’s health and safety are at stake. T or F False 6. ________ typically receives the highest percentage of EEOC charges out of the main protected categories of race, color, national origin, gender/sex, disability, age, and religion: a. religion b. sex 1
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c. disability d. race e. national origin 7. A manager believes that his employees are lazy and would only respond to external rewards and punishments. This is an example of what view on motivation: a. Theory Y. b. Empowerment. c. Theory X. d. The social interaction perspective. Sarah is a very talented employee who puts in a lot of extra hours of high quality work with customers. She hoped for a pay raise. Yet, she did not receive it. This linkage from the VIE is likely to be really low for Sarah: Instrumentality Job rotation systematically moves employees from one job to another, thereby increasing the number of different tasks an employee performs without increasing the complexity of any one job. True Job enlargement is a job design that incorporates achievement, recognition, and other high-level motivators into the work. False Job enlargement combines a series of tasks into one new, broader job. True Job enrichment is the application of motivational theories to the design of jobs for improving productivity and satisfaction True Quizlet questions VIE stands for? Vroom's Expectancy Theory (Expectancy, Instrumentality, Valence) Equity theory specifically talks about ________ and is most aligned with _______ justice. social comparisons (inputs & outputs); distributive justice 2
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The Legal Environment & The Economy • The industrial society - The great depression led to 25% unemployment rates - West Coast v. Parrish 1937 minimum wage laws upheld - Liberty of contract doctrine begins to give way to more labor-focused policies - 1935 National Labor Relations Act (Wagner Act) • "Employees shall have the right to self-organization, to form, join or assist labor organizations, to bargain collectively...and to engage in other concerted
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