Organizational Behaviour: Chapters 4,5,6
Questions and Answers
- 1.
Performance-based compensation is probably most compatible with?
- A.
Herzberg Theory
- B.
MBO
- C.
Theory X
- D.
Expectancy theory
Correct Answer
D. Expectancy theoryExplanation
Expectancy theory states that individuals are motivated to perform better when they believe their efforts will lead to desired outcomes. This theory aligns well with performance-based compensation, as it emphasizes the link between performance and rewards. By offering incentives based on performance, employees are more likely to be motivated to work harder and achieve better results. This approach promotes a sense of fairness and encourages employees to set challenging goals and put in the necessary effort to achieve them.Rate this question:
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- 2.
Which of Maslow's hierarchy of needs deals with growth, achieving one's potential and self-fulfillment?
- A.
Self-Actualization
- B.
Physiological
- C.
Social
- D.
Esteem
Correct Answer
A. Self-ActualizationExplanation
Self-actualization is the correct answer because it is the highest level in Maslow's hierarchy of needs. It represents the need for personal growth, achieving one's full potential, and self-fulfillment. This level is reached when all other lower-level needs such as physiological, safety, social, and esteem needs have been satisfied. Self-actualization involves pursuing personal goals, finding purpose and meaning in life, and becoming the best version of oneself. It is a state of self-fulfillment and personal satisfaction that allows individuals to reach their highest level of psychological well-being.Rate this question:
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- 3.
Promotes self-reliant and looking after your own needs.
- A.
Groups
- B.
Individualism
- C.
Team
- D.
Norms
Correct Answer
B. IndividualismExplanation
The concept of individualism promotes the idea of self-reliance and taking care of one's own needs. It emphasizes the importance of individual freedom, independence, and personal responsibility. In an individualistic society or group, individuals are encouraged to prioritize their own interests and goals over collective or communal ones. This ideology values individual achievements, autonomy, and self-sufficiency, rather than relying on others or conforming to group norms.Rate this question:
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- 4.
Based on group productivity?
- A.
Profit Sharing
- B.
Merit-Based Pay
- C.
Gainsharing
- D.
Employer Stock Ownership Plan
Correct Answer
C. GainsharingExplanation
Gainsharing is a system where employees receive a share of the company's profits based on their contribution to productivity or cost savings. This system is based on group productivity, as it encourages employees to work together to improve efficiency and achieve common goals. By sharing the gains with employees, it provides them with an incentive to perform better and contribute to the overall success of the company. Therefore, gainsharing is the most suitable option based on group productivity.Rate this question:
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- 5.
According to Herzberg, money is the most important
- A.
Hygiene factor
- B.
Motivator
- C.
Core need
- D.
Opportunity to perform
Correct Answer
A. Hygiene factorExplanation
According to Herzberg's Two-Factor Theory, hygiene factors are elements in the work environment that, if not present, can cause dissatisfaction among employees. Money is considered a hygiene factor because it is necessary for meeting basic needs and providing a sense of security. However, it is not a motivator in itself, as Herzberg believed that true motivation comes from factors such as recognition, achievement, and personal growth. Therefore, the correct answer is "hygiene factor."Rate this question:
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- 6.
Comparing your job with others to eliminate unfairness?
- A.
Cognitive Evaluation Theory
- B.
Equity Theory
- C.
Expectancy Theory
- D.
Goal-setting theory
Correct Answer
B. Equity TheoryExplanation
The Equity Theory suggests that individuals compare their job and its rewards with those of others to determine if they are being treated fairly. If they perceive an unfairness in the distribution of rewards, such as pay or promotions, they may become demotivated and dissatisfied. This theory emphasizes the importance of fairness and equal treatment in the workplace to maintain employee motivation and engagement.Rate this question:
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- 7.
Which of the following is accurate about Maslow's Hierarchy of Needs Theory?
- A.
Physiological, Safety and Security, Existence, Growth, Self-Actualization
- B.
Social, Esteem, Self-Actualization, Extrinsic, Intrinsic
- C.
Social, Esteem, Achievement, Power, Affiliation
- D.
Physiological, Safety and Security, Social, Esteem, Self-Actualization
Correct Answer
D. Physiological, Safety and Security, Social, Esteem, Self-ActualizationExplanation
Maslow's Hierarchy of Needs Theory states that individuals have different levels of needs that must be fulfilled in a specific order. The correct answer, "Physiological, Safety and Security, Social, Esteem, Self-Actualization," accurately represents the hierarchy of needs according to Maslow. The theory suggests that individuals must first satisfy their physiological needs (such as food, water, and shelter), followed by safety and security needs (such as personal safety and stability). Once these needs are met, individuals seek social connections and a sense of belonging. Esteem needs, such as recognition and status, come next. Finally, self-actualization, which refers to the fulfillment of one's potential and personal growth, is the highest level of need in the hierarchy.Rate this question:
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- 8.
Challenging work; achievement; responsibility; recognition; advancement opportunities are part of who's theory?
- A.
Maslow
- B.
Alderfer
- C.
Hersberg
- D.
McClelland
Correct Answer
C. HersbergExplanation
Hersberg's theory includes challenging work, achievement, responsibility, recognition, and advancement opportunities as factors that contribute to employee motivation and job satisfaction. According to his two-factor theory, these factors are categorized as motivators or satisfiers, which are essential for individuals to experience job satisfaction and motivation. This theory suggests that while certain factors can motivate employees, their absence does not necessarily lead to dissatisfaction. Therefore, Hersberg's theory emphasizes the importance of intrinsic motivators in the workplace.Rate this question:
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- 9.
Rewards are _____ in the form of employee recognition programs
- A.
Intrinsic
- B.
Extrinsic
- C.
Monetary
- D.
Flexible
Correct Answer
A. IntrinsicExplanation
Rewards are given in the form of employee recognition programs to provide intrinsic motivation. These programs aim to acknowledge and appreciate employees' efforts, skills, and achievements, which in turn boosts their self-esteem, satisfaction, and sense of accomplishment. Intrinsic rewards focus on the internal satisfaction and enjoyment gained from the work itself, rather than external factors like money or flexible schedules.Rate this question:
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- 10.
The job redesign method that increases the degree to which employees control the planning, execution, and evaluation of their work is referred to as?
- A.
Job rotation
- B.
Job enrichment
- C.
Job enhancement
- D.
Job enlargement
Correct Answer
B. Job enrichmentExplanation
Job enrichment is a job redesign method that increases the degree to which employees have control over the planning, execution, and evaluation of their work. This means that employees are given more autonomy and responsibility in their roles, allowing them to make decisions and have a greater sense of ownership over their work. This can lead to increased job satisfaction, motivation, and overall job performance. Job rotation refers to the practice of moving employees between different roles or tasks, job enhancement refers to adding more challenging or meaningful tasks to a job, and job enlargement refers to increasing the number of tasks or responsibilities within a job.Rate this question:
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- 11.
In assessing team effectiveness, it is a known fact that teamwork usually takes more ________ and _________ than individual work.
- A.
Time; educational level
- B.
Time; resources
- C.
Individual skills; resources
- D.
Educational level; individual skills
Correct Answer
B. Time; resourcesExplanation
Teamwork usually takes more time and resources than individual work because it involves coordinating and collaborating with multiple individuals. Team members need to communicate, share information, and make collective decisions, which can be time-consuming. Additionally, teamwork often requires pooling resources such as expertise, tools, and materials to achieve common goals. Therefore, both time and resources are essential factors in assessing team effectiveness.Rate this question:
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- 12.
Which of the following is NOT a characteristic of an effective team?
- A.
Clear purpose
- B.
Shared leadership
- C.
Unilateral decisions
- D.
Open communication
Correct Answer
C. Unilateral decisionsExplanation
Unilateral decisions are not a characteristic of an effective team. Effective teams rely on collaboration and consensus building, where decisions are made collectively and everyone's input is considered. Unilateral decisions, on the other hand, are made by a single individual without consulting or involving the rest of the team. This goes against the principles of teamwork and can lead to a lack of trust, communication breakdowns, and reduced overall effectiveness.Rate this question:
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- 13.
The best work teams tend to have:
- A.
Fewer than 12 members
- B.
Between 15 to 20 members
- C.
More than 15 members
- D.
Fewer than 30 members
Correct Answer
A. Fewer than 12 membersExplanation
The best work teams tend to have fewer than 12 members because having a smaller team allows for better communication, coordination, and collaboration. With fewer members, it is easier to establish clear roles and responsibilities, ensure everyone's voice is heard, and make decisions efficiently. Smaller teams also foster a stronger sense of camaraderie and trust among members, leading to increased productivity and better overall performance.Rate this question:
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- 14.
Research on employee stock ownership plans indicates that they
- A.
Tend to reduce innovative growth
- B.
Increase employee satisfaction
- C.
Keep performance level
- D.
Tend to reduce base salaries
Correct Answer
B. Increase employee satisfactionExplanation
Research on employee stock ownership plans indicates that they have been found to increase employee satisfaction. This is likely due to the fact that when employees have a stake in the company through stock ownership, they feel a sense of ownership and are more motivated to contribute to its success. This can lead to higher job satisfaction and overall happiness in the workplace. Additionally, employee stock ownership plans can also create a sense of loyalty and commitment among employees, as they have a vested interest in the company's performance.Rate this question:
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