1. How does motivation differ from morale?
2. Under Taylor’s scientific management system, what did management have the responsibility to determine about an
employee’s work, and what did the employee have the responsibility to decide?
3. What did Elton Mayo discover in the Hawthorne Studies about human factors that led to the birth of the human
relations movement in management?
4. Compare and contrast the assumptions about workers that would be held by a manager who uses Theory X and the
assumptions about workers by a manager who uses Theory Y. Which of the two types of managers would you
rather work for? Consider their management styles in your answer.
5. Use Maslow’s hierarchy of needs concept to explain why you would expect to be more concerned about finding
somewhere to stay after your house burned down than you would be about receiving a certificate of appreciation
from the non-profit for which you volunteer.
6. Under Herzberg’s motivation-hygiene theory, what are some of the factors that increase motivation and some that
reduce dissatisfaction? If motivation factors are absent, is there an increase in feelings of dissatisfaction? If hygiene
factors are absent, is there an increase in feelings of dissatisfaction?
7. How does a positive reinforcement differ from a negative reinforcement?
8. Punishment is often thought to do more harm than good. However, the advantage of using punishment in this
situation is that it could motivate the employee to start showing up at work on time. The disadvantages of
punishment are often an unpleasant environment, hostility and resentment, and the possibility that the behavior is
suppressed for a short period only to return at a later time.
9. What does the word equity in equity theory refer to?
10. What is the deceptively simple assumption on which Vroom’s expectancy theory of motivation is based?
11. What is goal-setting theory and how can an organization benefit from it?
12. Discuss the five steps of an MBO program.
13. Explain the different facets of job enrichment and behavior modification.
14. What are the advantages and disadvantages of a flextime work schedule?
15. What are the benefits and the problems associated with telecommuting?
16. Describe the various stages of team development.
Garrett Enterprise
Garrett Enterprise is a well-known company that has been around for many years. However, Mr. Smith, its CEO,
has noticed recently that the company is not performing up to par. He has been watching the employees closely.
Mr. Smith saw that his workers do only what is required and that no one seems to go above and beyond what is
necessary.
He thinks this is odd because Garrett Enterprise used to have dedicated employees who felt a real sense of
ownership toward the company. Now it seems that the employees need to be watched all the time just to make
sure they are doing the minimum required. The company has always tried to help its employees through various
measures, but recently these measures have been unsuccessful.
Mr. Smith also observed that the employees were not engaging with each other. They all seemed to be at ease with
each other, but there was very little interaction. When Mr. Smith asked his top managers to study the situation more
closely, they reported that the employees were neither dissatisfied nor motivated.
Mr. Smith decided that things needed to change. He decided that the managers would reward only very good
behaviors and punish anything that was considered bad behavior. While this may not be the best option, Mr. Smith
believes that it may work for the near future.
17. Refer to Garrett Enterprise. When the employees felt a sense of ownership, they must have been feeling more
a. opposition.
b. motivation.
c. discouragement.
d. caution.
e. deterrence.
18. Refer to Garrett Enterprise. What type of employees does Garrett Enterprise currently have?
a. Theory Z
b. Theory V
c. Theory Y
d. Theory X
e. Theory W
19. Refer to Garrett Enterprise. When employees interact with each other, what needs are they meeting?
a. Physiological
b. Safety
c. Social
d. Esteem
e. Self-actualization
20. Refer to Garrett Enterprise. Based on Herzberg’s theory, which of these factors was applied to employees?
a. Hygiene
b. Enthusiasm
c. Reinforcement
d. Motivation
e. Inspiration
21. Refer to Garrett Enterprise. When Mr. Smith talks about implementing a system of rewarding only the best
behavior and punishing bad behavior, which of these theories is he utilizing?
a. Maslow’s need theory
b. Equity theory
c. Goal–setting theory
d. Reinforcement theory
e. Theory X
Gina Robinson, Inc. (GRI)
GRI management has decided to reinvent the culture of the organization. Previously, the company tried to make
jobs more appealing by adding more responsibilities to each job description. However, this did not work. Next, the
company decided to add flextime. It believed that this would make employees more dedicated.
GRI then introduced even more work options for employees. For example, management decided to group all full-
time employees into teams to allow employees with different backgrounds to learn from each other. Many different
kinds of teams were allowed, as long as the group members did not interact via the Internet or any other electronic
means. The managers reasoned that team members must work face to face to learn from and truly engage with
each other.
Once these teams were formed, GRI management noticed that the quality of employees’ work was much
improved. The managers also observed that people felt much more comfortable with and tolerant of each other.
22. Refer to Gina Robinson, Inc. Previously, what technique did GRI management try in order to make jobs more
appealing?
a. Job application
b. Job rotation
c. Job sharing
d. Job enlargement
e. Job enrichment
23. Refer to Gina Robinson, Inc. Flextime is
a. a system in which management sets the work hours for employees.
b. a system in which employees set their own work hours with no limits.
c. a system in which employees set their own work hours within employer-determined limits.
d. working fewer hours than a standard work week.
e. working more hours than a standard work week.
24. Refer to Gina Robinson, Inc. If GRI management were to allow employees to work at home for a portion of the
work week, which of these practices would they be introducing?
a. Travel compensation
b. Telecommuting
c. Job sharing
d. Part-time
e. Flextime
25. Refer to Gina Robinson, Inc. What type of team did GRI management specifically restrict?
a. Virtuoso team
b. Problem-solving team
c. Virtual team
d. Cross-functional team
e. Self-managed team
26. Refer to Gina Robinson, Inc. As the employees form teams at GRI, they should know that each person’s role within
the group starts to become apparent during the stage of team development.
a. norming
b. adjourning
c. performing
d. storming
e. forming
27. Jon has the chance to get promoted into a higher paid management position if he continues to exceed his goals in his
current position. Thus, he has high . He loves the company and is excited about the new position opportunity.
Thus, he also has high .
a. recognition; motivation
b. motivation; job security
c. morale; motivation
d. morale; optimism
e. motivation; morale
28. An employee’s attitude toward his or her job, supervisors, and the firm itself is termed
a. behavior.
b. motivation.
c. morale.
d. judgment.
e. mindset.
29. Frederick W. Taylor’s research led to the emergence of scientific management, which is defined as
a. eliminating waste and inefficiency at work.
b. the application of scientific principles to the management of work and workers.
c. researching optimal tools for motivating employees.
d. using the workplace to conduct scientific research on human behavior.
e. the study of management using a scientific approach.
30. Nathan discovers that his mortgage company’s employees are working very slowly because they are afraid that, if
they finish the loans they are currently processing, they will run out of work and lose their jobs. Nathan‘s employees
are
a. displaying laziness.
b. soldiering.
c. suffering from low morale.
d. inexperienced.
e. unqualified for their jobs.
31. If Berkeley Shirtmakers ties compensation directly to output by paying an employee a certain amount for each unit
of output produced, it is using
a. the soldiering system.
b. an illegal system.
c. the Mayo system.
d. a piece-rate system.
e. a system that reduces the pay of most manufacturing employees.
32. Janna owns a jewelry shop that sells handmade jewelry. Her employees are paid a certain amount for each
bracelet and necklace they produce, regardless of the amount of time it takes. This is a
a. wage system.
b. salary system.
c. quota compensation.
d. piece-rate system.
e. commission plan.
33. Determining how the work environment affects productivity was the original objective of
a. Taylor’s scientific management.
b. the Hawthorne studies.
c. McGregor’s Theory X and Theory Y.
d. Herzberg’s theory.
e. Maslow’s hierarchy of needs.
34. In the first set of Hawthorne experiments dealing with lighting, the main conclusion was that
a. the pressure of social acceptance affects production.
b. a sense of involvement affects production.
c. variations in lighting affect production.
d. the piece-rate method affects production.
e. only the amount of pay affects production.
35. In the second set of Hawthorne experiments dealing with the piece-rate system, the main conclusion was that
a. the pressure of social acceptance affects production.
b. a sense of involvement affects production.
c. variations in lighting affect production.
d. the piece-rate method affects production.
e. only the amount of pay affects production.
36. The end result of the Hawthorne studies was an unexpected one, which found that
a. employees work faster if there is better lighting.
b. employees work faster if they are given a standard goal of output to meet.
c. employees work faster in a group atmosphere rather than individually.
d. employees’ motivation to work is influenced by human factors.
e. employees work more slowly if they feel they are being watched.
37. The Hawthorne studies revealed that employees who are happy and satisfied with their work will perform better.
Out of this study and others like it, the movement was born.
a. human relations
b. piece-rate
c. social acceptance
d. worker loyalty
e. group dynamics
38. The Hawthorne studies showed that are equal to salary motivation.
a. work surroundings
b. increases in money
c. human factors
d. working tools
e. the ways salaries are earned
39. The hierarchy of human needs was developed by
a. Maslow.
b. Taylor.
c. McGregor.
d. Treybig.
e. Herzberg.
40. Sleep relates most directly to which level of need?
a. Esteem
b. Self-actualization
c. Physiological
d. Social
e. Safety
41. Which of the following is not a physiological need?
a. Sleep
b. Shelter
c. Food and water
d. Safe working conditions
e. Clothing
42. Things were terrific at X Bank on Elm Street until an unfortunate incident occurred. Before the incident, the bank
had installed hidden cameras, a fancy alarm system, and bars on entrance and exit doors. Nevertheless, the bank
was burglarized last week. Although no employees were hurt, one of the bank’s most loyal and respected tellers
said, “For the first time in five years, I feel a bit uneasy, fearful on the job.” The bank may find that for this
employee and others, the need must now be met.
a. esteem
b. self-actualization
c. physiological
d. social
e. safety
43. Job security, health insurance, and safe working conditions are all characteristics of which needs level?
a. Self-actualization
b. Esteem
c. Safety
d. Physiological
e. Social