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QuizSubmissionsQuizonChapterFiveBUS102015SSec3OrganizationalBehaviourConestogaCollege

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QuizSubmissionsQuizonChapterFive
XiaoFu(username:XFuCC11016145)
Attempt4
Written:Jun20,20152:52AMJun20,20152:54AM

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Released:Jun11,20158:26PM
Questions
Question1

1/1point

Expectancytheorywhendiscussingtheroleofmoneyasamotivatornotesthat
1) moneyplaysnopartinmotivatingemployeebehaviour
2) themeresuggestionofmoremoneywillmotivateemployees.
3) individualsneedtovaluethereward,oritwon'tbeverymotivational.
4) individualscarelittleaboutthevalueoftherewardbutappreciatethegesture.
5) moneyistheonlyextrinsicmotivator.
Question2

1/1point

Whenusingbonuses,managersshouldbemindful
1) theamount,sothatthebonusdoesnotnegativelyeffecttheprofitsofthecompany.
2) verylittle,thebonusisjustsoeffective.
)
3)
notrecognizingfriendswithinthecompany.
4) thesizeofthebonusinrelationtotheeventrecognized.
5) potentialunexpectedbehavioursarisingwhenemployeestrytoensuretheywillreceivebonuses.
Question3

1/1point

Onestrengthofavariablepayprogramisthatit

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1) motivatesforperformance.
2) cancauseunhealthycompetitionamongemployees.
3) canreducethenumberofemployeesneeded.
4) increasestheskilllevelsofemployees.
5) encouragesindividualstoworktogethereffectively
Question4

1/1point

Profitsharingplans
1) focusonfuturefinancialresults.
2) arecompanyestablishedbenefitplansinwhichemployeesacquiresstockaspartoftheirbenefits.
3) focusonpastfinancialresults.
4) iveemployeestherighttobuystockinthecompanyatalaterdateforthemarketpriceatthattime.
5) giveemployeestherighttobuystockinthecompanyatalaterdateforaguaranteedprice
Question5

1/1point

FritoLayCorporationtiesitscompensationforfrontlineoperationsmanagerstodevelopingtheirskillsin
leadership,workforcedevelopment,andfunctionalexcellence.Thisisknownas
1) profitsharing.
2) meritbasedpay.
3) skillbasedpay.
4) gainsharing.
5) bonuses.
Question6

1/1point

Payforperformancemeansemployeesmust
1) shareintherisksattheexpenseoftherewardsoftheiremployer'sbusiness.
2) shareallaspectsofacompany'sbusiness.
3) shareintherisksaswellastherewardsoftheiremployer'sbusiness.
4) shareverylittleyetgainfromanysuccessthecompanymightachieve.
5) shareonlyintherewardsofacompany.
Question7

1/1point

Studieshaveshownthatthemostpowerfulworkplacemotivatoris

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1) money.
2) acompanydinner.
3) timeinlieu.
4) recognition.
5) promotion.
Question8

1/1point

Ifanorganizationwantsagroupofindividualstofunctionasateam,emphasisneedstobeon
1) asenseofcompanyloyalty.
2) individualrewards,ratherthanteambasedrewards.
3) teambasedperformance,ratherthanteambasedrewards.
4) individualrewards,ratherthanteambasedawards.
5) teambasedrewards,ratherthanindividualrewards.
Question9

1/1point

Terrylikestoseeadirectconnectionbetweenherperformanceandtheextenttowhichsheiscompensated.
Terrythusprefersa
1) fixedpayprogram.
2) senioritybasedpayprogram.
3) profitsharingpayprogram.
4) variablepayprogram.
5) inflationbasedpayprogram.
Question10

1/1point

Profitsharingplansfocuson
1) presentfinancialresults.
2) pastfinancialresults.
3) monthlyexpectations.
4) futurefinancialresults.
5) individualperformanceresults.
Question11

1/1point

Therearetwomajorformsofindividualbasedpayforperformanceprograms

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1) variablepayprogramsandpieceratewages.
2) pieceratewagesandgainsharing.
3) pieceratewagesandbonuses.
4) stockoptionsandgainsharing.
5) profitsharingandgainsharing.
Question12

1/1point

Somestudiesindicatethatmoneyisnotthetoppredictorofemployeesatisfactioninstead
1) promotionintheworkplacematteredmore.
2) relationshipsintheworkplacematteredmore.
3) accomplishmentsintheworkplacematteredmore.
4) recognitionintheworkplacematteredmore.
Question13

1/1point

Personallycongratulatinganemployeeinprivateforagoodjobisanexampleof
1) Maslow'shierarchytheory.
2) arecognitionprogram.
3) managerialeffectiveness.
4) expectantbehaviour.
5) Herzberg'smotivationhygienetheory.
Question14

1/1point

Motivationtheoriesareculturebound.InJapan,astudyfounditbettertobe
1) rewardedwithfancyvacationswhichinvolvedthewholefamily.
2) rewardedwithexpensiveRolexwatchesthanamemberofasuccessfulteam.
3) rewardedwithexpensivedinnersthananyotherreward.
4) rewardedasanindividualratherthanaspartofateam.
5) amemberofasuccessfulteamwithsharedgoalsthantoreceivefinancialrewards.
Question15

1/1point

Ifacountryputahighvalueonuncertaintyavoidance,itwouldprefertherewardpreferenceof

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1) payforperformance.
2) individualincentives.
3) workplacechildcareprograms.
4) senioritybasedpay.
5) flexiblebenefits.
Question16

1/1point

Organizationsoften"shootthemselvesinthefoot"whenitcomestorewardsbyhopingforthedevelopmentof
peopleskillsbutrewarding
1) quarterlyyearearnings.
2) shippingonscheduleevenwithdefects.
3) tightercontrolsoveroperationsandresources.
4) technicalachievements.
5) thebestteammembers.
Question17

1/1point

"Wearemostlikelytobecomeenthusiasticaboutwhatwearedoingandallelsebeingequal,todoitwell
whenwearefreetomakedecisionsaboutthewaywecarryoutatask."Thisspeakstowhichofthefollowing
approachestocreatingamotivatingworkenvironment?
1) providetheconditionsforauthenticmotivation.
2) encouragecollaboration
3) establishincentivepay
4) enhancecontent
5) providechoice
Question18

1/1point

Jobrotationisdefinedas
1) changingjobseveryweeksoastokeepthenewnesslevelhigh.
2) changingjobseverymonthsoastokeepthenewnesslevelhigh.
3) anopportunityforemployeestochangejobswhentheyfeeltheneed.
4) theperiodicshiftingofanemployeefromonetasktoanother.
5) thesystematicremovalofemployeesandtheirreplacementbynew,energeticemployees.
Question19

1/1point

Kerrywasveryhappywithsomerecentchangestoherjob.Shenowhasalotmorefreedom,independence,
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andresponsibility,asshenowisabletocompleteanentireactivityherself,whichwasn'tthecasebefore.This
isanexampleof
1) jobenrichment.
2) jobrotation.
3) jobsecurity.
4) jobevaluation.
5) jobsharing.
Question20

1/1point

Samfollowsthepractiseinhisdepartmentofperiodicallyshiftinghisemployeesfromonetasktoanotherin
ordertogivethemsomevarietyandtheopportunitytolearnnewskills.Thispracticeisknownas
1) jobrotation.
2) jobdesign.
3) jobenlargement.
4) jobenrichment.
5) jobsatisfaction.
Question21

1/1point

Therearetwocommonformsofacompressedworkweek
1) four10hourdaysperweek,andninedaysovertwoweeks.
2) twodayson,threedaysoffthreedayson,twodaysoff.
3) three12hourdaysperweek,and10daysovertwoweeks.
4) three12hourdaysperweek,andninedaysovertwoweeks.
5) four10hourdaysperweek,and10daysovertwoweeks.
Question22

1/1point

TheJobCharacteristicsModelallowsustomakethisstatementwithrelativeconfidence
1)

Peoplewhoworkonjobswithlowcorejobdimensionsaregenerallymoremotivated,satisfiedand
productivethanarethosewhodo.

2)

Peoplewhoworkonjobswithhighcorejobdimensionsaregenerallylessmotivated,satisfiedand
productivethanarethosewhodonot.

3)

Peoplewhoworkonjobswithhighcorejobdimensionscannotbemotivated,satisfiedand
productive.

4)

Peoplewhoworkonjobswithhighcorejobdimensionsaregenerallymoremotivated,satisfiedand
productivethanarethosewhodonot.

5)

Peoplewhoworkonjobswithhighcorejobdimensionsaregenerallymotivatedthroughsalaryand
recognition.

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Done

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