Inventory Management: the Order-Up-To Model
Rachel R. Chen
Graduate School of Management
University of California, Davis
Medtronics InSync pacemaker supply chain and
One distribution center (DC) in
Mounds View, MN.
Issues in Accounting Practices
Accounting History, Context of Accounting, and Accounting
Accounting of the corporation is studied in this course.
Working and issues Related to
Compare and discuss your annotations
WHY ANNA DOESNT CARRY CASH
Dawned on [someone]
Wad of cash
Fat nickel in her slim wallet
Take a cut
Contemplate her choic
When you have eliminated the impossible, all that is left is the truth
How Would You Balance the Budget without raising taxes or borrowing more money?
There has been much discussion of late about balancing the U.S. budget, and whether this can be
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,
23. (p. 173) The more employees see a direct connection between their daily actions and a reward,
the more they are motivated to improve performance.
24. (p. 173) Companies should use individual-level perfo
28. (p. 176) Job specialization usually reduces the employee's work efficiency.
29. (p. 176) Job specialization increases work efficiency, but it tends to reduce employee
32. (p. 176) The philosophy behind Scientific Management is to increase job enrichment and
decrease job specialization.
33. (p. 176) Adam Smith introduced the principles of Scientific Management.
19. (p. 172) Employee share ownership plans and share options tend to create an "ownership
culture" in which employees feel aligned with the organization's success.
20. (p. 172) Gainsharing and share-owners
15. (p. 169) One advantage of competency-based rewards is that measuring employee
competencies is mostly done through objective measurement methods.
16. (p. 170) Gainsharing plans focus on cost reduction
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
144. A rubber recycling plant employed 150 unskilled and relatively low-paid production
employees. Although employees were unhappy about their pay levels as well as noise and heat
in the plant, most had been with the company for a long time because there
Chapter 06 Applied Performance Practices Answer Key
True / False Questions
1. (p. 167) People with a high power distance give money a low priority in their lives.
2. (p. 167) Research suggests that men a
148. Self-leadership provides a different way of thinking about motivating employees. Identify
and fully describe three of the elements of the self-leadership model and briefly explain how
self-leadership differs from other applied motivation practices.
146. ABC Ltd. has a large secretarial pool on the third floor of company headquarters where
professional and lower-level managers have their reports and other documents word-processed.
The tasks are received by the secretarial pool coordinator and assigne
141. Compare and contrast gainsharing with employee share ownership plans.
142. XYZ Ltd. has just introduced a performance-based reward system for all production
employees. The plan pays employees a team-based bonus based on the reduction of labor costs
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.
138. Almost every organization rewards people to some extent for their job status. Discuss
three potential problems with rewarding employees for their job status. Your answer should
also briefly describe how organizations reward people for
130. Self-monitoring and designing natural rewards are both:
A. constructive thought pattern practices.
B. forms of job specialization.
C. discouraged by organizational behaviour scholars.
D. part of the self-leadership process.
E. elements of competency-
134. Before meeting a new client, a salesperson visualizes the experience of meeting the person
and effectively answering some of the challenging questions the client might ask. This activity
is an example of:
A. poor performance.
B. constructive thought
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
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
110. Which of the following is NOT a core job characteristic in the job characteristics model?
A. Skill variety
B. Task significance
C. Job feedback
D. Experienced meaningfulness
E. Task identity
111. Job rotation has all of the following effects EXCEPT:
106. A job in which employees are able to complete something from beginning to end or there
is a visible outcome of the work is called:
A. skill variety.
B. task significance.
C. job feedback.
D. job rotation.
E. task identity.
107. To increase an employe
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
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
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
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
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