125. Empowerment is known to:
A. increase employee motivation and performance.
B. reduce conflict between employees and their supervisors.
C. increase employee trust in management.
D. increase employee responsiveness to problems and opportunities.
53. Job enrichment tends to increase the quality of products or services.
54. Empowerment is the process of putting employees in situations involving job rotation and
55. People are empowered when they feel self-dete
114. A video journalist's job consists of operating the camera, reporting the story, and often
editing the work, whereas these three tasks are traditionally performed by three people. Video
journalism is an example of:
B. job enrichmen
117. A cable TV company redesigned jobs so that one employee interacts directly with
customers, connects and disconnects their cable service, installs their special services and
collects overdue accounts in an assigned area. Previously, each task was perf
61. Self-leadership borrows ideas from social learning theory and research in sports psychology
on constructive thought processes.
62. Self-leadership suggests that goals should be set by the employee's supervisor with or
without the employee's
121. Which of the following is NOT a component of empowerment?
C. Mental imagery
122. _ represents an employee's experienced meaningfulness in their work, a sense
of self-determination, confidence i
78. Which of the following systematically evaluates the worth of each job within the
A. Job enlargement.
B. Job enrichment.
C. Job evaluation.
D. Job rotation.
E. Companies do not use any procedure to systematically evaluate job worth.
36. (p. 177) Motivator-Hygiene Theory highlights the idea that job content is an important source
of employee motivation.
37. (p. 178) Jobs with a high level of task significance provide freedom, independence,
90. Share option plans:
A. are illegal in America.
B. give employees the right to purchase company shares at a future date at a predetermined
C. directly award bonuses to employees based on cost savings and increased labor productivity.
D. tend to
45. Companies sometimes introduce job rotation for reasons other than reducing job boredom.
46. Job enlargement increases skill variety.
47. Job enlargement increases an employee's growth needs.
48. A video journalist is s
31. Scientific Management is the process of systematically dividing work into its smallest
possible elements and standardizing work activities to achieve maximum efficiency.
32. The philosophy behind Scientific Management is to increase job enr
82. Which of the following is most consistent with employability namely, that employees
are expected to continuously learn skills that will keep them employed?
A. Competency-based rewards
B. Job status rewards
C. Job evaluation systems
D. Individual perfo
74. The problem with membership and seniority-based rewards is that:
A. they discourage people from remaining with the organization.
B. they are difficult to use in organizational settings.
C. they do not directly motivate job performance.
D. All of the a
69. People with a high level of conscientiousness have difficulty applying self-leadership
70. Self-leadership is dependant on the person and the situation.
71. Employees with a high degree of autonomy are more likely to
86. Which of the following is NOT an individual level performance reward?
A. Piece rates
87. Which of these performance-based rewards tends to create the strongest psychological
connection between the ind
94. When applied to non-management employees, which of these has a relatively WEAK
connection between the reward and individual effort?
A. Piece rate pay.
C. Profit-sharing bonuses.
D. All of the answers are correct.
E. Commissions and pro
38. The Job Characteristics Model identifies five core job characteristics and three
39. Task identity is the degree to which the job has a substantial impact on the organization
and/or larger society.
23. The more employees see a direct connection between their daily actions and a reward, the
more they are motivated to improve performance.
24. Companies should use individual-level performance-based pay when jobs are highly
of discount to arrive at the present value of the total wages (direct and
indirect) committed in a project This will give the second component of
the absolute efficiency formula m n P(W) j-1 t W a (36) Step 7' If the
discounted value added computed under
absolute efficiency test of the project in terms of value added surplus
over the wages on the basis of data for a normal year, O = expected
value of normal annual output (usually annual sales revenue), MI =
expected value of normal annual current material
formula for an absolute efficiency test is illustrated by an example of the
same hypothetical project considered m the section on commercial
profitability (II A ) Its data are derived from table 9 and compiled in
table 16 TABLE 16 ABSOLUTE EFFICIENCY TEST
of the positive contribution of the project to the national income
Therefore, the project has passed the first part of the absolute efficiency
test However, this is still not sufficient for recommending a decision on
the project It is very important to fi
8. Executive dining rooms represent a form of job status reward.
9. Job status-based rewards potentially motivate employees to compete with each other.
10. Job status-based rewards discourage employees from hoarding resources.
Applied Performance Practices
True / False Questions
1. People with a high power distance give money a low priority in their lives.
2. Research suggests that men and women differ in their attitudes towards money.
102. Which of the following does NOT occur at very high levels of job specialization?
A. Product quality increases while the quantity of output decreases.
B. Worker alienation increases.
C. Employee turnover increases.
D. Employees are less motivated to p
98. Which of the following is an advantage of job specialization?
A. The quality of work increases.
B. Jobs can be mastered quickly.
C. Employees are more involved with their jobs.
D. The work is less repetitive.
E. Task specialization has no clear advant
5. (p. 167) One problem with seniority-based rewards is that they cause higher turnover.
6. (p. 168-169) Job evaluations systematically evaluate the worth of each job within the
organization by measuring