Business Quiz: Employee Motivation For Quality Production

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Quizzes Created: 9 | Total Attempts: 25,021
Questions: 10 | Attempts: 1,146

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Employee Quizzes & Trivia

Questions and Answers
  • 1. 

    Weldon Task has just successfully negotiated a new long-term sales agreement with a major client. The personal satisfaction Weldon has about his efforts is his ______ reward.

    • A.

      External

    • B.

      Extrinsic

    • C.

      Intrinsic

    • D.

      Reciprocal

    Correct Answer
    C. Intrinsic
    Explanation
    Weldon's personal satisfaction about his efforts in successfully negotiating a new long-term sales agreement with a major client is his intrinsic reward. This means that the satisfaction comes from within himself, as he finds fulfillment and enjoyment in the work itself, rather than relying on external factors or rewards.

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  • 2. 

    Which of the following statements is the best description of how scientific management viewed workers?

    • A.

      Workers are like machines that must be programmed to perform in a certain way

    • B.

      Most workers are creative and intelligent individuals who should be given a great deal of freedom and flexibility in how they perform their jobs

    • C.

      Workers will only exert their maximum effort if they believe that their goals are attainable

    • D.

      Workers are individuals who do not respond in the same way to a particular management style

    Correct Answer
    A. Workers are like machines that must be programmed to perform in a certain way
    Explanation
    Scientific management viewed workers as being similar to machines that needed to be programmed and controlled in order to perform their tasks efficiently and effectively. This approach emphasized standardization, efficiency, and strict control over workers' actions and behaviors. It aimed to eliminate variability and maximize productivity by closely monitoring and directing workers' actions. This perspective did not consider workers as creative or intelligent individuals who should be given autonomy or flexibility in their job performance. Instead, it treated them as replaceable parts of a larger system, with little consideration for their individual differences or potential for growth.

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  • 3. 

    The most important impact of the Hawthorne studies was that it:

    • A.

      Helped managers find the level of lighting associated with optimum productivity

    • B.

      Showed that workers could be programmed like machines to perform simple repetitive tasks, and thus led to the development of assembly lines

    • C.

      Changed the direction of research away from Taylor's scientific management toward the study of human-based management

    • D.

      Showed that physical working conditions haveno impact on worker happiness

    Correct Answer
    C. Changed the direction of research away from Taylor's scientific management toward the study of human-based management
    Explanation
    The Hawthorne studies were a series of experiments conducted at the Western Electric Hawthorne Works in Chicago during the 1920s and 1930s. These studies aimed to understand the relationship between workplace conditions and worker productivity. The studies found that productivity increased regardless of changes in lighting, suggesting that factors other than physical working conditions influenced worker performance. This discovery shifted the focus of research from Taylor's scientific management principles, which emphasized efficiency and task-oriented approaches, to the study of human-based management, which emphasized the importance of social and psychological factors in the workplace. Therefore, the correct answer is that the Hawthorne studies changed the direction of research away from Taylor's scientific management toward the study of human-based management.

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  • 4. 

    According to Maslow, a higher order need:

    • A.

      Always provides greater motivation than a lower order need

    • B.

      Never provides as much motivation as a lower order need

    • C.

      Becomes a source of motivation after lower order needs are satisfied

    • D.

      Contributes directly to the physical survival of the individual

    Correct Answer
    C. Becomes a source of motivation after lower order needs are satisfied
    Explanation
    According to Maslow's hierarchy of needs, higher order needs such as self-esteem, love, and self-actualization become a source of motivation only after lower order needs like physiological needs (food, water, shelter), safety needs, and social needs are satisfied. This means that individuals are more likely to be motivated by fulfilling their basic needs before they can focus on fulfilling higher order needs. Once lower order needs are met, higher order needs become important and can provide motivation for personal growth and self-fulfillment.

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  • 5. 

    According to Herzberg, a sense of achievement, earned recognition, and interest in the work itself were:

    • A.

      Important motivators

    • B.

      Hygiene factors

    • C.

      Ways for workers to meet their social needs

    • D.

      Consistent with his Theory X approach to motivation

    Correct Answer
    A. Important motivators
    Explanation
    According to Herzberg, a sense of achievement, earned recognition, and interest in the work itself are considered important motivators. Herzberg's Two-Factor Theory suggests that these factors are intrinsic motivators that can lead to job satisfaction and motivation. In contrast, hygiene factors are external factors such as salary, job security, and working conditions that, when lacking, can lead to dissatisfaction but do not necessarily motivate individuals. Therefore, the correct answer is important motivators, as these factors align with Herzberg's theory of motivation.

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  • 6. 

    Ramon works at Chicago Medical Instruments. His job was recently redefined so that he now has more flexibility in the hours he works and more say in the procedures used on the job. This suggests that Chicago Medical Instruments is trying to change Ramon's job so that it has more:

    • A.

      Feedback

    • B.

      Autonomy

    • C.

      Task identity

    • D.

      Task significance

    Correct Answer
    B. Autonomy
    Explanation
    The correct answer is autonomy. The passage states that Ramon's job has been redefined to give him more flexibility in the hours he works and more say in the procedures used on the job. This indicates that Chicago Medical Instruments is trying to change Ramon's job in a way that gives him more control and independence, which is the definition of autonomy.

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  • 7. 

    At Quatritech International, employees tend to work with little direct supervision. They are expected to use creativity and imagination on the job because management believes they are committed and professional workers. The management style at Quatritech reflect _______ attitudes about workers.

    • A.

      Theory C

    • B.

      Theory D

    • C.

      Theory X

    • D.

      Theory Y

    Correct Answer
    D. Theory Y
    Explanation
    The management style at Quatritech International reflects Theory Y attitudes about workers. Theory Y suggests that employees are self-motivated, responsible, and enjoy their work. They are believed to be creative, imaginative, and capable of taking initiative. The fact that employees at Quatritech work with little direct supervision and are expected to use creativity and imagination on the job indicates that the management believes in the positive qualities and abilities of their workers, which aligns with Theory Y.

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  • 8. 

    _______ is a system of goal setting and implementation that involves a cycle of discussion, review, and evaluation of objectives among top and middle managers, supervisors, and workers.

    • A.

      Objective planning

    • B.

      Management by objectives

    • C.

      The three step planning system

    • D.

      Cyclical objective analysis

    Correct Answer
    B. Management by objectives
    Explanation
    Management by objectives is a system of goal setting and implementation that involves a cycle of discussion, review, and evaluation of objectives among top and middle managers, supervisors, and workers. This approach focuses on setting clear and specific objectives, aligning them with organizational goals, and regularly reviewing and evaluating progress towards those objectives. It promotes employee involvement and accountability in the goal-setting process, leading to increased motivation and performance.

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  • 9. 

    According to equity theory, which of the following statements is most accurate?

    • A.

      The best way to motivate workers is to offer everyone the same reward

    • B.

      Workers perceptions of fairness will affect their level of motivation

    • C.

      Workers generally do a good job of estimating their contributions to a firm

    • D.

      In the United States, workers tend to focus on their own situation and pay a little attention to the efforts and rewards of other workers

    Correct Answer
    B. Workers perceptions of fairness will affect their level of motivation
    Explanation
    Workers' perceptions of fairness will affect their level of motivation. This is in line with equity theory, which suggests that individuals compare their input (effort, skills, etc.) and output (rewards, recognition, etc.) to those of others in order to determine if they are being treated fairly. If workers perceive that they are being treated unfairly in comparison to their colleagues, it can lead to feelings of demotivation and dissatisfaction. On the other hand, if they perceive fairness in the distribution of rewards, it can enhance their motivation and job satisfaction.

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  • 10. 

    Which of the following statements about cultural differences in the workplace is most accurate?

    • A.

      The best way to deal with cultural differences in the workplace is to treat everyone the same way

    • B.

      Cultural differences were once a major problem, but television, telecommunications, e-mail, and the Internet have brought people closer together and greatly reduced cultural differences

    • C.

      Managers must be very aware of cultural differences and recognize that different employees may respond best to different management adn motivational styles

    • D.

      Only firms that hire a lot of foreign-born workers are likely to have problems dealing with cultural differences. Workers born in the United States tend to have a common set of values and attitudes, regardless of age or social background

    Correct Answer
    C. Managers must be very aware of cultural differences and recognize that different employees may respond best to different management adn motivational styles
    Explanation
    Cultural differences in the workplace require managers to be aware of these differences and adapt their management and motivational styles accordingly. Different employees may come from different cultural backgrounds and have different preferences and expectations. Therefore, treating everyone the same way may not be effective in managing a diverse workforce. Managers need to be sensitive to cultural differences and adjust their approach to accommodate the needs and preferences of individual employees. This will help create a more inclusive and productive work environment.

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