Organizational Behaviour Chapter 6
Questions and Answers
- 1.
Systematically evaluating the worth of a position within an organization by measuring their required skill, efffort, responsibility, and working conditions.
- A.
Membership and seniority-based rewards
- B.
Financial reward practices
- C.
Job evaluation
- D.
Share options
- E.
Improving reward effectiveness
Correct Answer
C. Job evaluationExplanation
a position = jobRate this question:
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- 2.
The most fundamental ad applied peformance practice in organizational settings. It is a symbol of success, a reinforcer and motivator, a reflection of one's performance, and a source of reducing anxiety. The value and meaning of money also varies considerably from one person to the next. Cultural values also seem to influence the meaning and value of money.
- A.
Membership and seniority based rewards
- B.
Scientific management
- C.
Financial reward practices
- D.
Job design
- E.
Job specialization
Correct Answer
C. Financial reward practicesExplanation
Financial reward practices refer to the methods and strategies used by organizations to provide monetary incentives and rewards to employees based on their performance and achievements. These practices are considered fundamental in organizational settings as they serve as a symbol of success, motivate and reinforce employees, reflect their performance, and help reduce anxiety. The value and meaning of money can vary from person to person, and cultural values also play a role in determining the significance and worth of financial rewards. Therefore, financial reward practices are an important aspect of performance management and motivation in organizations.Rate this question:
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- 3.
Remains the same for everyone, whereas others increase with seniority. Many firms have shifted to performance-based pay. Potentially attracts job applicants and reduces turnover. Does not directly motivate job performance. Discourages poor performers from seeking out work better suited to their abilities. Also has golden handcuffs which weaken job performance by creating continuance commitment.
- A.
Financial reward practices
- B.
Job evaluation
- C.
Gainsharing plans
- D.
Membership and seniority based rewards
- E.
Performance-based rewards
Correct Answer
D. Membership and seniority based rewardsExplanation
Membership and seniority based rewards remain the same for everyone, regardless of job performance or seniority. These rewards are not directly linked to individual performance and may discourage poor performers from seeking more suitable work. They potentially attract job applicants and reduce turnover, but they may also create a sense of "continuance commitment" or "golden handcuffs" that weaken job performance.Rate this question:
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- 4.
Most of these methods give higher value to jobs that require more skill and effort. Motivates employees to compete for promotions, higher status jobs and to raise the value of their own jobs exaggerating job duties and hoarding resources.
- A.
Job evaluation
- B.
Job status-based rewards
- C.
Competency-based rewards
- D.
Performance-based rewards
- E.
Scientific management
Correct Answer
B. Job status-based rewardsExplanation
Job status-based rewards give higher value to jobs that require more skill and effort, which motivates employees to compete for promotions and higher status jobs. This system also encourages employees to raise the value of their own jobs by exaggerating job duties and hoarding resources.Rate this question:
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- 5.
Based on the number of this they have acquired. Skill-based pay is a variation of this in which employees are rewarded for the number of skill modules mastered. Improves workforce flexibility by motivating employees to learn a variety of skills and thereby perform a variety of jobs. Rewards employees who continuously learn skills that will keep them employed. Skill-based pay systems measure specific skills, so they are are usually more objective.
- A.
Performance-based rewards
- B.
Membership and seniority based rewards
- C.
Job status-based rewards
- D.
Competency-based rewards
- E.
Financial reward practices
Correct Answer
D. Competency-based rewardsExplanation
this = competenciesRate this question:
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- 6.
Individual, team, and organizational variable pay plan rewards. Individual rewards - bonuses, commissions, and piece rate systems. Team rewards - individuals can earn bonuses based on the volume and quality of the team's output. Organizational - employees share productivity gains, receiving bonuses, creating an ownership culture, scorecards to add benefit of aligning rewards to several specific measures of organizational performance. Employees often perceive a weak connection between individual effort and corporate efforts or the value of company shares. The company's share price or profitability is influenced by economic conditions.
- A.
Performance-based rewards
- B.
Job status-based rewards
- C.
Job design
- D.
Improving reward effectiveness
- E.
Competency-based rewards
Correct Answer
A. Performance-based rewardsExplanation
Performance-based rewards are mentioned in the explanation as individual rewards, where employees can earn bonuses, commissions, and piece rate systems based on their individual performance. This aligns rewards directly with the performance and output of the employees, providing motivation for them to perform better.Rate this question:
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- 7.
Team-based rewards that calculate bonuses from the work unit's cost savings and productivity improvement.
- A.
Balanced scorecards
- B.
Employee share ownership plans
- C.
Profit-sharing plans
- D.
Share options
- E.
Gainsharing plans
Correct Answer
E. Gainsharing plansExplanation
Gainsharing plans are team-based rewards that calculate bonuses based on the cost savings and productivity improvement achieved by a work unit. These plans aim to promote teamwork and collaboration among employees by incentivizing them to work together towards achieving common goals. By linking rewards to the performance of the entire team, gainsharing plans encourage employees to share knowledge, ideas, and best practices, leading to increased efficiency and effectiveness in the workplace. This type of reward system can help foster a culture of continuous improvement and drive organizational success.Rate this question:
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- 8.
A reward system that pays bonuses to employees based on the previous year's level of corporate profits.
- A.
Gainsharing plans
- B.
Profit-sharing plans
- C.
Share options
- D.
Balance scorecards
- E.
Employee share ownership plans
Correct Answer
B. Profit-sharing plansExplanation
Profit-sharing plans refer to a reward system in which employees receive bonuses based on the previous year's level of corporate profits. This means that if the company performs well and generates higher profits, employees are rewarded with larger bonuses. Profit-sharing plans are a way to align employee incentives with the financial success of the company, as employees are directly rewarded for contributing to the company's profitability. By linking bonuses to corporate profits, profit-sharing plans can motivate employees to work towards increasing the company's financial performance.Rate this question:
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- 9.
A reward system that ecourages employees to buy shares of the company. Encourages employees to buy company shares, usually at a discounted price or a no-interest loan.
- A.
Profit-sharing plans
- B.
Gainsharing plans
- C.
Share options
- D.
Balanced scorecards
- E.
Employee share ownership plans
Correct Answer
E. Employee share ownership plansExplanation
Employee share ownership plans are a type of reward system that encourages employees to buy shares of the company. This can be done through offering discounted prices or providing no-interest loans to employees. By allowing employees to become shareholders, it aligns their interests with the success of the company and can motivate them to work harder and contribute to its growth. It also provides employees with a sense of ownership and can promote loyalty and long-term commitment to the organization.Rate this question:
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- 10.
A reward system that gives employees the right to purchase company shares at a future date at a predetermined price.
- A.
Share options
- B.
Employee share ownership plans
- C.
Profit-sharing plans
- D.
Balanced scorecards
- E.
Gainsharing plans
Correct Answer
A. Share optionsExplanation
Share options, also known as stock options or equity options, are a type of reward system that allows employees to purchase company shares at a predetermined price in the future. This incentivizes employees to work towards the company's success, as they have the opportunity to benefit from the increase in share value. By offering share options, companies can attract and retain talented employees and align their interests with the long-term growth and profitability of the organization.Rate this question:
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- 11.
A reward system that pays bonuses for improved results on a composite of financial, customer, internal process, and employee factors. A goal-oriented performance measurement system that rewards people, typically executives, for improving performance on a composite of financial, customer, and internal processes.
- A.
Employee sharing plans
- B.
Share options
- C.
Balanced scorecards
- D.
Gainsharing plans
- E.
Profit-sharing plans
Correct Answer
C. Balanced scorecardsExplanation
The correct answer is balanced scorecards. A balanced scorecard is a goal-oriented performance measurement system that rewards people, typically executives, for improving performance on a composite of financial, customer, and internal processes. It involves measuring and tracking various key performance indicators across different areas of a business to ensure a balanced approach to performance evaluation and improvement. This system helps align individual and organizational goals and encourages a holistic view of performance.Rate this question:
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- 12.
As the high performance work practices perspective of organizational effectiveness advises, the top performing companies are more likely to have performance-based rewards. Link rewards to performance, ensure that rewards are relevant, use team rewards for interdependent jobs, ensure that rewards are valued, and watch out for unintended consequences.
- A.
Empowerment
- B.
Job design
- C.
Membership and seniority-based rewards
- D.
Job enlargement
- E.
Improving reward effectiveness
Correct Answer
E. Improving reward effectivenessExplanation
The given correct answer, "improving reward effectiveness," aligns with the high performance work practices perspective of organizational effectiveness. This perspective suggests that top performing companies are more likely to have performance-based rewards. By improving reward effectiveness, companies can link rewards to performance, ensure that rewards are relevant, use team rewards for interdependent jobs, ensure that rewards are valued, and watch out for unintended consequences. This approach can help enhance employee motivation, engagement, and overall organizational performance.Rate this question:
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- 13.
The process of assigning tasks to a job, including the interdependency of those tasks with other jobs. Work is performed efficiently but employees are motivated and engaged.
- A.
Scientific managment
- B.
Job specialization
- C.
Task identity
- D.
Job rotation
- E.
Job design
Correct Answer
E. Job designExplanation
Job design refers to the process of assigning tasks to a job, taking into consideration the interdependency of those tasks with other jobs. It aims to ensure that work is performed efficiently while also keeping employees motivated and engaged. Job design involves determining the content, methods, and relationships of jobs in order to create a work environment that is satisfying for employees and helps them achieve their full potential. It focuses on optimizing the design of jobs to enhance productivity, job satisfaction, and overall organizational performance.Rate this question:
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- 14.
The result of division of laour in which each job includes a subset of the tasks required to complete the product or service. Product or services are subdivided into separate jobs assigned to different people. Each job includes a narrow subset of tasks.
- A.
Job specialization
- B.
Job design
- C.
Job enrichment
- D.
Job rotation
- E.
Job enlargement
Correct Answer
A. Job specializationExplanation
Job specialization refers to the division of labor where each job includes a subset of the tasks required to complete a product or service. This means that the work is divided into separate jobs that are assigned to different individuals, with each job focusing on a narrow subset of tasks. This allows individuals to specialize in a specific area of work, leading to increased efficiency and productivity.Rate this question:
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- 15.
Systematically partitioning work into its smallest elements and stanardizing tasks to achieve maximum efficiency. Includes training, goal setting, and work incentives. Improves work efficiency. Some jobs become tedious, trivial, and socially isolating. Often reduces work quality. Ignores the motivational potential of jobs. The ability to master the job decreases. Most people can eventually perform the job tasks efficiently, yet the work is interesting.
- A.
Job design
- B.
Job characteristics model
- C.
Scientific management
- D.
Task significance
- E.
Task identity
Correct Answer
C. Scientific managementExplanation
Scientific management is the correct answer because it involves systematically partitioning work into its smallest elements and standardizing tasks to achieve maximum efficiency. It includes training, goal setting, and work incentives. This approach improves work efficiency but often reduces work quality and ignores the motivational potential of jobs. It also states that the ability to master the job decreases, but most people can eventually perform the job tasks efficiently.Rate this question:
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- 16.
States that employees are primarily motivated by growth and esteem needs, not by lower-level needs.
- A.
Mental imagery
- B.
Improving reward effectiveness
- C.
Motivator-hygiene thory
- D.
Autonomy
- E.
Job enrichment
Correct Answer
C. Motivator-hygiene thoryExplanation
The correct answer is motivator-hygiene theory. This theory, proposed by Frederick Herzberg, suggests that employees are primarily motivated by growth and esteem needs, rather than lower-level needs. According to Herzberg, factors such as recognition, achievement, and personal growth act as motivators, while factors such as salary, job security, and working conditions act as hygiene factors that can prevent dissatisfaction but do not necessarily lead to motivation. This theory emphasizes the importance of providing opportunities for personal and professional development to motivate employees.Rate this question:
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- 17.
Relates the motivational properties of jobs to specific personal and organizational consequences.
- A.
Autonomy
- B.
Motivator-hygiene theory
- C.
Job characteristics model
- D.
Job evaluation
- E.
Empowerment
Correct Answer
C. Job characteristics modelExplanation
The job characteristics model relates the motivational properties of jobs to specific personal and organizational consequences. It suggests that certain job characteristics, such as skill variety, task identity, task significance, autonomy, and feedback, can lead to increased motivation, satisfaction, and performance. The model emphasizes the importance of designing jobs that provide employees with meaningful and challenging tasks, autonomy, and opportunities for growth and development. By focusing on these job characteristics, organizations can create a motivating work environment that leads to positive outcomes for both individuals and the organization as a whole.Rate this question:
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- 18.
The extent to which employees must use different skills and talents to perform tasks within their job.
- A.
Skill variety
- B.
Task identity
- C.
Task significance
- D.
Autonomy
- E.
Job characteristics model
Correct Answer
A. Skill varietyExplanation
Skill variety refers to the extent to which employees must use different skills and talents to perform tasks within their job. This means that employees with high skill variety are required to utilize a wide range of abilities and competencies in their work. This can be beneficial as it allows employees to engage in diverse tasks, which can enhance job satisfaction and motivation. It also provides opportunities for employees to develop and expand their skill set. Therefore, skill variety is the most appropriate answer in this context.Rate this question:
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- 19.
The degree to which a job requires completion of a whole or an identifiable piece of work.
- A.
Autonomy
- B.
Task identity
- C.
Task significance
- D.
Skill variety
- E.
Job charastics model
Correct Answer
B. Task identityExplanation
Task identity refers to the degree to which a job requires the completion of a whole or an identifiable piece of work. This means that individuals with high task identity are able to see the end result of their work and understand how it contributes to the overall task or project. In other words, they have a clear understanding of the specific tasks they need to complete and how those tasks fit into the larger picture. This can provide a sense of satisfaction and motivation as individuals are able to see the impact of their work.Rate this question:
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- 20.
The degree to which the job has a substantial impact on the organization and/or larger society.
- A.
Motivator-hygiene theory
- B.
Job characteristics model
- C.
Job enlargement
- D.
Task significance
- E.
Task identity
Correct Answer
D. Task significanceExplanation
Task significance refers to the degree to which a job has a substantial impact on the organization and/or larger society. In other words, it measures the importance and meaningfulness of the tasks performed in a job. If a job has high task significance, it means that the work being done is seen as valuable and has a significant impact on the organization or society as a whole. This can be a motivating factor for individuals as they feel their work is meaningful and contributes to a greater purpose.Rate this question:
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- 21.
The degree to which a job gives employees the freedom, independence, and discretion to schedule their work and determine their procedures used in completing it.
- A.
Task significance
- B.
Autonomy
- C.
Task identity
- D.
Skill variety
- E.
Job enrichment
Correct Answer
B. AutonomyExplanation
Autonomy refers to the degree of freedom and independence employees have in scheduling their work and determining the procedures used to complete it. It allows employees to have control over their own work and make decisions without constant supervision or micromanagement. Autonomy can lead to increased job satisfaction, motivation, and creativity, as employees feel empowered and trusted to take ownership of their work.Rate this question:
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- 22.
The practice of moving employees from one job to another. Minimizes health risks from reptitive strain and heavy lifting, supports multiskilling, and reduces the boredom of highly repetitive jobs.
- A.
Empowerment
- B.
Job rotation
- C.
Job enlargement
- D.
Job enrichment
- E.
Motivator-hygiene theory
Correct Answer
B. Job rotationExplanation
Job rotation refers to the practice of moving employees from one job to another. This approach has several benefits, including minimizing health risks associated with repetitive strain and heavy lifting. It also supports multiskilling, allowing employees to gain experience in different roles and develop a broader skill set. Additionally, job rotation helps reduce the boredom often associated with highly repetitive jobs, as employees have the opportunity to engage in different tasks and responsibilities. Overall, job rotation can enhance employee satisfaction, motivation, and overall job performance.Rate this question:
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- 23.
Increasing the number of tasks employees perform within their job. Adds tasks to an existing job. Video journalists represent a clear example of this.
- A.
Job characteristics model
- B.
Job enrichment
- C.
Job rotation
- D.
Job design
- E.
Job enlargement
Correct Answer
E. Job enlargementExplanation
Job enlargement refers to increasing the number of tasks employees perform within their job. This means adding more tasks or responsibilities to an existing job. Video journalists serve as a clear example of job enlargement as they often have to perform various tasks such as shooting videos, editing, and reporting. Job enlargement aims to provide employees with more variety and challenge in their work, potentially increasing job satisfaction and motivation.Rate this question:
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- 24.
Occurs when employees are given more responsibility for scheduling, coordinating, and planning their own work. Combining highly interdependent tasks into one job - a natural grouping approach such as video journalists because it naturally groups tasks together to complete an entire product. A second strategy, called establishing client relationships, involves putting employees in direct contact with their clients.
- A.
Job design
- B.
Job enrichment
- C.
Job enlargement
- D.
Job evaluation
- E.
Job rotation
Correct Answer
B. Job enrichmentExplanation
Job enrichment occurs when employees are given more responsibility for scheduling, coordinating, and planning their own work. This can include combining highly interdependent tasks into one job, such as video journalists, where tasks are naturally grouped together to complete an entire product. Another strategy is establishing client relationships, which involves putting employees in direct contact with their clients. Job enrichment aims to enhance job satisfaction and motivation by providing employees with more challenging and meaningful tasks, allowing them to have more control and autonomy in their work.Rate this question:
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- 25.
A psychological concept in which people experience more self-determination, meaning, competence, and impact regarding their role in the organization. At the individual level, employees must possess the necessary competencies to be able to perform the work. Employees are more determined when working in jobs with a high degree of autonomy and experience more meaningfulness when working in jobs with high levels of identity and task significance. Influenced by organizational and work context factors and where information and other resources are easily accessible.
- A.
Mental imagery
- B.
Self-leadership
- C.
Scientific management
- D.
Self-talk
- E.
Empowerment
Correct Answer
E. EmpowermentExplanation
Empowerment is the correct answer because it aligns with the description given in the question. The concept of empowerment refers to individuals experiencing more self-determination, meaning, competence, and impact in their role within an organization. It also mentions that employees are more determined when they have autonomy in their jobs and experience meaningfulness when their work has a high level of identity and task significance. Empowerment is influenced by organizational and work context factors, which are mentioned in the question as well.Rate this question:
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- 26.
Empowered employees feel that they have freedom, independence, and discretion over their work activities.
- A.
Impact
- B.
Empowerment
- C.
Self-determination
- D.
Meaning
- E.
Competence
Correct Answer
C. Self-determinationExplanation
Empowerment PracticesRate this question:
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- 27.
Employees who feel empowered care about their work and believe that what they do is important.
- A.
Meaning
- B.
Empowerment
- C.
Competence
- D.
Self-determination
- E.
Impact
Correct Answer
A. MeaningExplanation
Empowerment PracticesRate this question:
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- 28.
Empowered people are confident about their ability to work well and have a capacity to grow with new challenges.
- A.
Self-determination
- B.
Competence
- C.
Impact
- D.
Empowerment
- E.
Meaning
Correct Answer
B. CompetenceExplanation
Empowerment PracticesRate this question:
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- 29.
Empowered employees view themeselves as active participants in the organization; that is, their decisions and actions have an influence on the company's success.
- A.
Meaning
- B.
Self-determination
- C.
Impact
- D.
Competence
- E.
Empowerment
Correct Answer
C. ImpactExplanation
Empowered employees believe that their decisions and actions can make a significant impact on the success of the company. They understand that their contributions are valuable and have the potential to influence the overall outcomes and achievements of the organization. This suggests that they have a sense of ownership and responsibility towards their work, and they are motivated to make a positive difference. By recognizing the impact they can have, empowered employees are more likely to take initiative, make informed decisions, and contribute to the overall growth and success of the company.Rate this question:
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- 30.
The process of influencing oneself to establish these self-direction and self-motivation needed to perform a task. Includes a toolkit of behavioural activities borrowed from social learning theory and goal setting. Studied in sports psychology.
- A.
Self-determination
- B.
Self-talk
- C.
Self-leadership
- D.
Self-monitoring
- E.
Self-reinforcement
Correct Answer
C. Self-leadershipExplanation
Self-leadership refers to the process of influencing oneself to establish self-direction and self-motivation needed to perform a task. It involves utilizing a toolkit of behavioral activities borrowed from social learning theory and goal setting. Self-leadership is studied in sports psychology and is an important skill for individuals to effectively manage and motivate themselves.Rate this question:
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- 31.
Communicating with ourselves about our own thoughts or actions for the purpose of increasing our self-confidence and navigating through decisions in a future event. Personal goal seting suggests that employees are more focused and perform better when they set their own goals. Also includes constructive thoughts patterns such as a positive form of this. A negative form of this undermines our confidence and potential to perform a particular task.
- A.
Self-leadership
- B.
Self-talk
- C.
Self-monitoring
- D.
Mental imagery
- E.
Self-reinforcement
Correct Answer
B. Self-talkExplanation
communicating with = talking toRate this question:
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- 32.
Practising a task and visualizing its successful completion. Walking through the activites required to accomplish the task. Visualizing successful completion of the task.
- A.
Self-leadership
- B.
Designing natural rewards
- C.
Mental imagery
- D.
Self-monitoring
- E.
Self-reinforcement
Correct Answer
C. Mental imageryExplanation
Mental imagery refers to the practice of creating vivid mental images or visualizations of successfully completing a task. By mentally rehearsing the activities required to accomplish the task and visualizing its successful completion, individuals can enhance their performance and increase their motivation. This technique is often used in self-leadership to improve self-monitoring and self-reinforcement. It helps individuals stay focused, confident, and motivated, leading to better outcomes.Rate this question:
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- 33.
Altering tasks and work relationships to make work more motivating and altering the way a task is accomplished.
- A.
Mental imagery
- B.
Self-monitoring
- C.
Self-reinforcement
- D.
Designing natural rewards
- E.
Self-talk
Correct Answer
D. Designing natural rewardsExplanation
Designing natural rewards involves altering tasks and work relationships to make work more motivating and altering the way a task is accomplished. This means creating a work environment that provides intrinsic rewards and satisfies employees' psychological needs. By designing natural rewards, organizations can create a positive and engaging work environment that promotes motivation and satisfaction among employees. This can lead to increased productivity and overall success for the organization.Rate this question:
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- 34.
The process of keeping track at regular intervals of one's progress toward a goal using naturally occurring feedback.
- A.
Self-leadership
- B.
Designing natural rewards
- C.
Self-reinforcement
- D.
Mental imagery
- E.
Self-monitoring
Correct Answer
E. Self-monitoringExplanation
Self-monitoring is the process of keeping track of one's progress towards a goal using naturally occurring feedback. This involves observing and recording one's own behaviors, thoughts, and emotions in order to gain insight into their progress and make necessary adjustments. Self-monitoring allows individuals to assess their performance, identify areas of improvement, and stay motivated by seeing their progress over time. It is an important aspect of self-leadership and self-reinforcement, as it enables individuals to take control of their own behavior and make changes to achieve their goals. Mental imagery and designing natural rewards may also be helpful in the self-monitoring process, but they are not the primary focus of this concept.Rate this question:
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- 35.
Occurs whenever an employee has control over a self reward but doesn't take it it until completing a self-set goal.
- A.
Self-monitoring
- B.
Self-reinforcement
- C.
Goal setting
- D.
Designing natural rewards
- E.
Self-leadership
Correct Answer
B. Self-reinforcementExplanation
Self-reinforcement occurs when an employee has the ability to reward themselves but chooses to delay that reward until they have achieved a self-set goal. This means that they are motivated by the satisfaction of completing a task or meeting a goal before allowing themselves to enjoy a reward. Self-reinforcement is a form of self-leadership, where individuals take responsibility for motivating and rewarding themselves in order to achieve their goals.Rate this question:
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