48. Jessica is required to follow a forty-hour work schedule from 9:00 in the morning and ends at 5:00 each day, every
week. However, she has the freedom to take a day off by working two extra hours each day. This reflects a _____.
a.
variable work schedule
b.
flexible work schedule
c.
telecommuting arrangement
d.
job sharing arrangement
e.
traditional work schedule
a
work schedule.
Challenging
p. 309
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Bloom’s: Application
Digital Story: Perform
49. Rewards tied specifically to _____ have the greatest impact on enhancing motivation.
a.
outcome
b.
performance
c.
effort
d.
ability
e.
skill
Easy
p. 310
MGMT.GRIF.16. 10-6 – LO: 10-6
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Using Reward Systems to Motivate Performance
Bloom’s: Knowledge
Digital Story: Engage
p. 309
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Popular Motivational Strategies
Bloom’s: Application
Digital Story: Perform
50. Aside from motivational strategies such as the content perspective, process perspectives, and reinforcement
perspectives, an organization’s _____ is its most basic tool for managing employee motivation.
a.
strategic plan
b.
vision statement
c.
objective
d.
reward system
e.
goal
51. Allowing employees to spend part of their time working offsite, usually at home, is called _____.
a.
empowerment
b.
compressed work schedule
c.
flexitime
d.
job sharing
e.
telecommuting
e
Easy
p. 310
MGMT.GRIF.16. 10-5 – LO: 10-5
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Popular Motivational Strategies
Bloom’s: Knowledge
Digital Story: Engage
52. Elena is a sales representative. She gets paid a base salary plus a percentage of sales attained as a commission for a
period of time. Her pay is an example of _____.
a.
b.
c.
d.
Easy
p. 310
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Using Reward Systems to Motivate Performance
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e.
53. A criticism against executive compensation in recent years is that:
a.
organizations are getting increasingly innovative in their incentive programs.
b.
executive compensation is based on the performance of each and every employee in an organization.
c.
there seems to be no relationship between organization’s performance and executives’ compensations.
d.
executives are earning a meager amount compared to the typical worker in an organization
e.
the gap between the earnings of a CEO and the earnings of a typical worker is significantly less.
c
Moderate
p. 315
MGMT.GRIF.16. 10-6 – LO: 10-6
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Using Reward Systems to Motivate Performance
Bloom’s: Comprehension
Digital Story: Connect
54. Jessica Weller, a senior manager at DigWell Inc., differentiates the annual pay raises provided to her subordinates
based on their individual contributions to the organization. The type of reward system used by Jessica is an example of
_____.
a.
fixed-rate pay
b.
profit sharing
c.
gainsharing
d.
scanlon plan
e.
merit pay
e
the organization.
Challenging
e
Challenging
MGMT.GRIF.16. 10-6 – LO: 10-6
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Using Reward Systems to Motivate Performance
Bloom’s: Application
Digital Story: Perform
55. A manager gives her employees a variable bonus every month based on resulting cost savings every time they exceed
their sales quota. This type of incentive pay is known as _____.
a.
fixed-rate pay
b.
profit sharing
c.
gainsharing
d.
lump-sum bonus
e.
pay-for-knowledge
c
with employees.
Challenging
p. 313
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Bloom’s: Comprehension
Digital Story: Perform
56. _____ is an intangible determinant of individual performance.
a.
Motivation
b.
Management
c.
Attribution
d.
Personality
e.
Contribution
a
Easy
p. 295
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The Nature of Motivation
Bloom’s: Knowledge
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p. 311
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Using Reward Systems to Motivate Performance
Bloom’s: Application
Digital Story: Perform
57. Assurance on ____ can satisfy the security needs of an employee in the workplace.
a.
comfortable work environment
b.
positive self-image
c.
adequate wages
d.
job continuity
e.
recognition
58. _____ needs are at the top of Maslow’s hierarchy of needs.
a.
Security
b.
Self-actualization
c.
Physiological
d.
Esteem
e.
Belongingness
Easy
p. 297
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United States – AK – DISC: Motivation Concepts
Content Perspectives on Motivation
Bloom’s: Knowledge
Digital Story: Engage
59. According to Maslow, an individual is motivated first and foremost to satisfy _____ needs.
a.
security
b.
self-actualization
c.
physiological
d.
esteem
e.
belongingness
c
Security needs can be satisfied in the workplace by assured job continuity (no layoffs).
Easy
p. 296
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Content Perspectives on Motivation
Bloom’s: Comprehension
Digital Story: Conncect
60. According to the two-factor theory, which of the following is a hygiene factor that influences an employee’s
satisfaction or dissatisfaction?
a.
Achievement
b.
Recognition
c.
Working conditions
d.
Advancement and growth
e.
The work itself
c
Easy
p. 298
MGMT.GRIF.16. 10-2 – LO: 10-2
United States – BUSPROG: Analytic
Content Perspectives on Motivation
Bloom’s: Comprehension
Digital Story: Connect
61. Brianne, a graduate engineer, prefers to work in a job that provides her the opportunity to interact with people and
make new friends on the job. Brianne has a need for _____.
a.
achievement
b.
affiliation
c.
power
d.
esteem
e.
security
Brianne’s desire for interaction and friendly relationships shows her desire for affiliation.
Challenging
p. 298
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Content Perspectives on Motivation
Bloom’s: Application
Easy
p. 297
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Content Perspectives on Motivation
Bloom’s: Knowledge
Digital Story: Engage
62. _____ focuses on why people choose certain behavioral options to satisfy their needs and how they evaluate their
satisfaction after they have attained those goals.
a.
Maslow’s hierarchy
b.
Two-factor theory
c.
Expectancy theory
d.
Reinforcement theory
e.
Variable work schedule
c
Easy
p. 299
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Process Perspectives on Motivation
Bloom’s: Knowledge
Digital Story: Engage
63. A basic assumption on which the expectancy theory is based on is that:
a.
behavior is determined by a combination of forces in the individual and in the environment.
b.
people do not make decisions about their own behaviors in organizations.
c.
different people have the same type of needs, desires, and goals.
d.
people make choices based on the extent to which a given behavior will lead to undesired outcomes.
e.
people are motivated to seek social equity in the rewards they achieve for performance.
behavior is determined by a combination of forces in the individual and in the environment.
Moderate
p. 299
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Process Perspectives on Motivation
Bloom’s: Comprehension
Digital Story: Connect
64. A value associated with the outcomes of a performance is called its _____.
a.
behavior
b.
valence
c.
need
Digital Story: Perform
d.
hygiene factor
e.
commitment
65. _____ are consequences of behaviors in an organizational setting, usually rewards.
a.
Performance
b.
Valences
c.
Outcomes
d.
Need deficiencies
e.
Commitments
Outcomes are consequences of behaviors in an organizational setting, usually rewards.
Easy
p. 300
MGMT.GRIF.16. 10-3 – LO: 10-3
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Process Perspectives on Motivation
Bloom’s; Knowledge
Digital Story: Engage
66. According to the expectancy theory, which of the following conditions must be met for motivated behavior to occur?
a.
Effort-to-performance expectancy must be greater than zero
b.
Performance-to-outcome expectancy must be less than zero
c.
Sum of the valencies for an outcome must be less than zero
d.
The individual must believe that effort and performance are unrelated
e.
Every outcome must have a negative valence
a
Moderate
p. 301
MGMT.GRIF.16. 10-3 – LO: 10-3
p. 299
MGMT.GRIF.16. 10-3 – LO: 10-3
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United States – AK – DISC: Motivation Concepts
Process Perspectives on Motivation
Bloom’s; Knowledge
Digital Story: Engage
67. _____ is the process of enabling workers to set their own work goals, make decisions, and solve problems within their
sphere of responsibility and authority.
a.
Participation
b.
Empowerment
c.
Commitment
d.
Reinforcement
e.
Enrichment
Easy
p. 307
68. _____ is the process of giving employees a voice in making decisions about their own work.
a.
Participation
b.
Empowerment
c.
Commitment
d.
Reinforcement
e.
Enrichment
a
Easy
p. 307
69. Working a full forty-hour week in fewer than the traditional five days is called as _____.
a.
job sharing
b.
flexitime
c.
nine-eighty schedule
d.
compressed work schedule
e.
flexible work schedule
70. A disadvantage of using compressed work schedules is that:
a.
some individuals develop resentment as they feel constrained by their job schedules.
b.
it makes it difficult for employees to attend routine personal businesses.
c.
employees put too much effort in a single day, and tend to perform at lower levels.
d.
employees have to work additional hours all the five days of a week.
e.
it gives employees more personal control over the times they work.
Moderate
p. 309
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Popular Motivational Strategies
Bloom’s: Comprehension
Digital Story: Connect
71. An arrangement where an employee works a traditional schedule one week and a compressed schedule the next,
getting every other Friday off is called as _____.
a.
job sharing
b.
flextime
c.
nine-eighty schedule
d.
compressed work schedule
e.
traditional work schedule
c
Easy
p. 309
MGMT.GRIF.16. 10-5 – LO: 10-5
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Popular Motivational Strategies
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Digital Story: Engage
72. Work schedules that allow employees to select, within broad parameters, the hours they work is called _____.
a.
job sharing
b.
flextime
c.
nine-eighty schedule
d.
compressed work schedule
e.
traditional work schedule
Easy
p. 309
MGMT.GRIF.16. 10-5 – LO: 10-5
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Popular Motivational Strategies
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Digital Story: Engage
73. An organizational _____ is the formal and informal mechanisms by which employee performance is defined,
evaluated, and awarded.
a.
reinforcement policies
b.
reward system
c.
work schedule
d.
outcome
e.
valence
Easy
p. 310
MGMT.GRIF.16. 10-6 – LO: 10-6
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
schedule the next, getting every other Friday off is called as nine-eighty schedule.
Easy
p. 309
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United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Popular Motivational Strategies
Bloom’s: Knowledge
Digital Story: Engage
74. _____ refers to pay awarded to employees on the basis of the relative value of their contributions to the organization,
which is a performance-based reward arrangement for individuals.
a.
Scanlon plan
b.
Piece-rate incentives
c.
Incentive pay
d.
Merit pay
e.
Gainsharing
Easy
p. 311
MGMT.GRIF.16. 10-6 – LO: 10-6
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Using Reward Systems to Motivate Performance
Bloom’s: Knowledge
Digital Story: Engage
75. _____ is a reward system wherein an organization pays an employee a certain amount of money for every unit he or
she produces.
a.
Scanlon plan
b.
Piece-rate incentive plan
c.
Incentive pay
d.
Merit pay plan
e.
Gainsharing
Easy
p. 311
MGMT.GRIF.16. 10-6 – LO: 10-6
United States – BUSPROG: Analytic
United States – AK – DISC: Motivation Concepts
Using Reward Systems to Motivate Performance
Bloom’s: Knowledge
Digital Story: Engage
76. Which of the following is true about individual incentive plans?
a.
They are focused to recognize efforts rather than individual performances.
Using Reward Systems to Motivate Performance
Bloom’s: Knowledge
Digital Story: Engage