OB11_TIF07 - Chapter 7 Motivation: From Concept to...

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Chapter 7 Motivation: From Concept to Applications MULTIPLE CHOICE Management by Objectives 1. MBO emphasizes translating overall organizational objectives into: a. capital gains. b. specific objectives for organizational units and individual members. c. operational units. d. terms that the individual worker can understand and accept. (b; Easy; p. 206) 2. MBO emphasizes goals that are: a. tangible. b. verifiable. c. measurable. d. all of the above (d; Moderate; p. 206) 3. MBO emphasizes: a. participatively set goals b. mutual goals c. collectively set goals d. shared goals (a; Moderate; p. 206) 4. For the individual employee, MBO provides: a. specific personal performance objectives. b. precise job descriptions. c. explicit task objectives. d. clear direction and purpose. (a; Moderate; p. 207) 5. MBO works from the “top down” as well as from the “bottom up.” If everyone achieves their goals: a. employees will be satisfied and motivated. b. their unit’s goals will be attained and the organization’s overall objectives become a reality. c. the individuals will have clear direction and attain their goals. d. supervisors will reach their goals and objectives. (b; Moderate; p. 207) 6. Which of the following is an example of an MBO objective? a. Decrease payroll costs by 6%. b. Increase quality significantly. c. Process orders quickly. d. Improve customer service. (a; Moderate; p. 207) 145
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7 . All of the following are ingredients common to MBO programs except : a. an explicit time period. b. participative decision making. c. consistent monetary rewards. d. performance feedback. (c; Easy; p. 207) 8. Feedback in an MBO program, ideally, is supplemented by: a. weekly meetings. b. periodic managerial evaluations. c. monthly progress reports by the employee. d. open door management. (b; Moderate; p. 207) 9. MBO objectives are: a. set by the boss. b. set by the boss and assigned to subordinates to be carried out. c. set jointly by superior and subordinate. d. performed by the subordinate and evaluated exclusively by the superior. (c; Easy; p. 207) 10. A goal of “do your best:” a. is better than an easy goal. b. is better than a hard goal. c. is inappropriate goal setting. d. enables the employee to perform their best. (c, Easy, p. 207) 11. According to the goal-setting theory, goals that result in a high level of individual performance are: a. specific hard goals. b. specific easy goals. c. general goals that give the employee freedom. d. none of the above (a; Easy; p. 207) 12. One major difference between the goal-setting theory and MBO is that the goal-setting theory: a. states that assigning goals works as well as participative goal-setting. b. advocates mutual goal-setting. c. requires feedback on performance.
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This note was uploaded on 10/13/2010 for the course ACCOUNTING 25668652 taught by Professor Ommaya during the Spring '10 term at Abraham Baldwin Agricultural College.

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OB11_TIF07 - Chapter 7 Motivation: From Concept to...

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