Chapter 12 – Motivation across Cultures

Chapter 12
Motivation across Cultures

True / False Questions

1. Content-oriented theories tend to focus on individual behavior in specific settings and are
more sophisticated than process theories.
Answer: False
Feedback: Content-oriented theories examine motivation in more general terms and are less
sophisticated than process theories. Most research in international human resource management
has been content-oriented.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 2 Medium
Topic: The Nature of Motivation

2. The desire for absence of pain is a physiological need according to Maslow's hierarchy of
needs.
Answer: False
Feedback: According to Maslow's hierarchy of needs, safety needs are desires for security,
stability, and the absence of pain. Physiological needs are basic physical needs for water, food,
clothing, and shelter.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

3. Abraham Maslow postulated that everyone has six basic needs.

Answer: False
Feedback: Abraham Maslow postulated that everyone has five basic needs which constitute a
need hierarchy. In ascending order, beginning with the most basic need and going up to the
highest, they are physiological, safety, social, esteem, and self-actualization needs.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

12-1
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

4. Geert Hofstede found that job categories are a more effective way of examining motivation
than need-satisfaction profiles.
Answer: True
Feedback: The well-known Dutch researcher Geert Hofstede found that job categories are a more
effective way of examining motivation than need-satisfaction profiles. He reported a linkage
between job types and levels and the need hierarchy.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

5. The drive to satisfy safety needs is greater than the drive to satisfy any other type of need.
Answer: False
Feedback: Physiological needs are basic physical needs for water, food, clothing, and shelter.
Maslow contended that an individual's drive to satisfy these physiological needs is greater than
the drive to satisfy any other type of need.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: The Hierarchy-of-Needs Theory

6. Firms in countries where individualism is low often feel that merit-based reward systems are
too disruptive of their corporate culture and traditional values.
Answer: True
Feedback: Firms in Japan, Korea, and Taiwan, where individualism is not very high, often feel
that merit-based reward systems are too disruptive of the corporate culture and traditional values.
In contrast, many American companies like to use such reward systems to motivate their
employees.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 2 Medium
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

7. Research generally shows that people throughout the world have needs that are similar to
those described in Maslow's need hierarchy.
Answer: True
Feedback: Do people throughout the world have needs that are similar to those described in
Maslow's need hierarchy? Research generally shows that they do.
12-2
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

8. In the two-factor theory of motivation, the factors known as motivators relate mainly to
Maslow's lower-level needs.
Answer: False
Feedback: A close look at the two-factor theory of motivation shows that the factors known as
motivators are heavily psychological and relate to Maslow’s upper-level needs. The hygiene
factors are environmental in nature and relate more to Maslow’s lower-level needs.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

9. In the two-factor motivation theory, job-context variables such as salary, interpersonal

relations, technical supervision, work conditions, and company policies and administration are
referred to as hygiene factors.
Answer: True
Feedback: Herzberg called job-context variables such as salary, interpersonal relations, technical
supervision, working conditions, and company policies and administration hygiene factors.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

10. In the context of work motivation, the factors that are controlled by an organization relate
more to Maslow's lower-level needs.
Answer: True
Feedback: A close look at the two-factor theory of motivation shows that the motivators are
heavily psychological and relate to Maslow’s upper-level needs, and the hygiene factors, which
are controlled by an organization, are environmental in nature and relate more to Maslow’s
lower-level needs. The hygiene factors include factors such as salary, interpersonal relations,
technical supervision, working conditions, and company policies and administration.
AACSB: Analytic
Bloom's: Remember
12-3
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Chapter 12 – Motivation across Cultures

Learning Objective: 12-03 DISCUSS how an understanding of employee satisfaction can be

useful in human resource management throughout the world.
Level of Difficulty: 2 Medium
Topic: The Two-Factor Theory of Motivation

11. The achievement motivation theory holds that the need for achievement is innate.
Answer: False
Feedback: The achievement motivation theory holds that like the upper-level needs in Maslow's
hierarchy or like Herzberg's motivators, the need for achievement is learned. Therefore, in the
United States, where entrepreneurial effort is encouraged and individual success promoted, the
probability is higher that there would be a greater percentage of people with high needs for
achievement than, for example, in China, Russia, or Eastern European countries, where cultural
values have not traditionally supported individual, entrepreneurial efforts.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: Achievement Motivation Theory

12. One of the characteristics of high achievers identified by researchers is their tendency to be
team players.
Answer: False
Feedback: One of the characteristics of high achievers identified by researchers is their tendency
to be loners, and not team players. Studies have indicated that high achievers do not form warm,
close relationships, and that they have little empathy for others’ problems.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: Achievement Motivation Theory

13. Process theories of work motivation explain how employee behavior is initiated, redirected,
and halted.
Answer: True
Feedback: Process theories of work motivation explain how employee behavior is initiated,
redirected, and halted. Equity theory, goal-setting theory, and expectancy theory are three
process theories that offer important insights regarding the motivation process for personnel in
international settings.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
12-4
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Level of Difficulty: 1 Easy

Topic: The Nature of Motivation

14. The expectancy theory focuses on how motivation is affected by people's perception of how
fairly they are being treated.
Answer: False
Feedback: Equity theory focuses on how motivation is affected by people's perception of how
fairly they are being treated.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-04 EXAMINE the value of process theories in motivating employees
worldwide.
Level of Difficulty: 1 Easy
Topic: Select Process Theories

15. The value of goal-setting theory remains intact across cultures.

Answer: False
Feedback: The value of goal-setting theory may well be determined by culture. In the case of
Asian and Latin work groups, where collectivism is very high, the theory may have limited value
for MNC managers in selected countries.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-04 EXAMINE the value of process theories in motivating employees
worldwide.
Level of Difficulty: 1 Easy
Topic: Select Process Theories

16. A shortcoming of the equity theory is that it appears to be culture-bound.

Answer: True
Feedback: The biggest shortcoming of the equity theory is that it appears to be culture-bound.
For example, equity theory postulates that when people are not treated fairly, they will take steps
to reduce the inequity by, for example, doing less work, filing a grievance, or getting a transfer to
another department. In Asia and the Middle East, however, employees often readily accept
inequitable treatment in order to preserve group harmony.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-04 EXAMINE the value of process theories in motivating employees
worldwide.
Level of Difficulty: 2 Medium
Topic: Select Process Theories

17. Work centrality is the ratio of time a person spends carrying out the core duties of his job to
12-5
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

the amount of time he spends on executing non-essential duties related to the job.
Answer: True
Feedback: Work centrality can be defined as the importance of work in an individual’s life
relative to his or her other areas of interest. Research has shown that people from Japan have the
highest level of work centrality in the world.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-05 UNDERSTAND the importance of job design, work centrality, and
rewards in motivating employees in an international context.
Level of Difficulty: 1 Easy
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

18. The culture of a nation is the sole factor that influences the degree and type of work
centrality within a country.
Answer: False
Feedback: Factors other than culture—such as gender, industry, and organizational
characteristics—influence the degree and type of work centrality within a country. These factors,
in turn, interact with national cultural characteristics.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-05 UNDERSTAND the importance of job design; work centrality; and
rewards in motivating employees in an international context.
Level of Difficulty: 2 Medium
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

19. Recent research reports that European Union (EU) workers see a strong relationship between
how well they do their jobs and the ability to get what they want out of life.
Answer: True
Feedback: Recent research reports that EU workers see a strong relationship between how well
they do their jobs and the ability to get what they want out of life.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-03 DISCUSS how an understanding of employee satisfaction can be
useful in human resource management throughout the world.
Level of Difficulty: 2 Medium
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

20. In general, although the process for motivation varies across cultures, the content remains the
same from one culture to another.
Answer: False
Feedback: The lesson to be learned for international management is that although the process of
motivation may be the same, the content may change from one culture to another. The
motivation approaches used in one culture may have limited value in another.
12-6
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-03 DISCUSS how an understanding of employee satisfaction can be
useful in human resource management throughout the world.
Level of Difficulty: 2 Medium
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

Multiple Choice Questions

21. _____ is a psychological process through which unsatisfied wants or needs lead to drives that
are aimed at goals or incentives.
A. Ability
B. Inducement
C. Assurance
D. Motivation
Answer: D
Feedback: Motivation is a psychological process through which unsatisfied wants or needs lead
to drives that are aimed at goals or incentives.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

22. The three basic elements in the process of motivation are:

A. needs, abilities, and desires.
B. desires, drives, and accomplishments.
C. needs, drives, and goal attainment.
D. perceptions, attitudes, and goal attainment.
Answer: C
Feedback: The three basic elements in the process of motivation are needs, drives, and goal
attainment.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

23. One of the generally agreed-on starting assumptions about work motivation in the
international arena is that the motivation process is:
A. universal.
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

B. indefinable.
C. reversible.
D. cyclical.
Answer: A
Feedback: The first generally agreed-on starting assumption about work motivation in the
international arena is that the motivation process is universal, that all people are motivated to
pursue goals they value—what the work-motivation theorists call goals with "high valence" or
"preference." The process is universal; however, culture influences the specific content and goals
that are pursued.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

24. In China, _____ is an important need and _____ is a goal.

A. group affiliation; professional achievement
B. professional achievement; individual success
C. group affiliation; harmony
D. individual success; harmony
Answer: C
Feedback: In China, group affiliation is an important need and social harmony is an important
goal.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

25. The factors Welsh, Luthans, and Sommer observed among the Russian workforce that
seemed to increase worker performance are:
A. value of extrinsic reward and participative techniques.
B. value of extrinsic reward and behavioral management.
C. participative techniques and behavioral management.
D. value of intrinsic reward and participative techniques.
Answer: A
Feedback: Welsh, Luthans, and Sommer examined the value of extrinsic rewards, behavioral
management, and participative techniques among Russian factory workers. The first two of these
motivational approaches worked well to increase worker performance, but the third did not.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
12-8
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Topic: The Nature of Motivation

26. Work-motivation theories can be broken down into two general categories, which are:
A. method and outcome.
B. internal and external.
C. implicit and explicit.
D. content and process.
Answer: D
Feedback: The second agreed-on starting assumption about work motivation in the international
arena is that work-motivation theories can be broken down into two general categories: content
and process.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

27. Work motivation in terms of what arouses, energizes, or initiates employee behavior are
explained by:
A. extrinsic theories.
B. content theories.
C. intrinsic theories.
D. process theories.
Answer: B
Feedback: Content theories explain work motivation in terms of what arouses, energizes, or
initiates employee behavior.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

28. Most research in international human resource management has been _____.
A. context-oriented
B. content-oriented
C. procedure-oriented
D. process-oriented
Answer: B
Feedback: Most research in international human resource management has been content-oriented
because these theories examine motivation in more general terms and are more useful in creating
a composite picture of employee motivation in a particular country or region. Process theories
are more sophisticated and tend to focus on individual behavior in specific settings.
AACSB: Analytic
12-9
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Bloom's: Remember
Learning Objective: 12-01 Define motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

29. Content-oriented theories examine motivation in more general terms and are more useful in
creating a composite picture of employee motivation in _____.
A. a particular country or region
B. universal terms
C. Western-leaning nations
D. Eastern-leaning nations
Answer: A
Feedback: Most research in international human resource management has been content-oriented
because these theories examine motivation in more general terms and are more useful in creating
a composite picture of employee motivation in a particular country or region.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

30. Which of the following is a content theory of work motivation?

A. The hierarchy-of-needs theory
B. The goal-setting theory
C. The expectancy theory
D. The equity theory
Answer: A
Feedback: Three content theories that have received the greatest amount of attention are the
hierarchy-of-needs theory, the two-factor motivation theory, and the achievement motivation
theory. Process theories include the equity theory, the goal-setting theory, and the expectancy
theory.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

31. Maslow postulated that everyone has five basic needs, which constitute a need hierarchy. In
ascending order, beginning with the most basic need, they are:
A. physiological, safety, social, esteem, and self-actualization needs.
B. social, safety, physiological, self-actualization, and esteem needs.
C. safety, physiological, esteem, self-actualization, and social needs.
D. esteem, social, physiological, safety, and self-actualization needs.
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Answer: A
Feedback: Maslow postulated that everyone has five basic needs which constitute a need
hierarchy. In ascending order, beginning with the most basic need and going up to the highest,
they are physiological, safety, social, esteem, and self-actualization needs.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

32. Which of the following needs is correctly matched with its descriptions?
A. Physiological needs consist of the needs for food, clothing, shelter, and other basic, physical
needs.
B. Safety needs consist of the needs for power and status.
C. Social needs are the desires to reach one's full potential by becoming everything one is
capable of becoming.
D. Self-actualization needs are the desires for security, stability, and the absence of pain.
Answer: A
Feedback: Physiological needs are basic physical needs for water, food, clothing, and shelter.
Maslow contended that an individual’s drive to satisfy these physiological needs is greater than
the drive to satisfy any other type of need.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

33. Which of the following needs is correctly matched with its description?
A. Physiological needs-the needs to interact and affiliate with others and the need to feel wanted
by others
B. Safety needs-the desires for security, stability, and the absence of pain
C. Esteem needs-the needs for food, clothing, shelter, and other basic physical needs
D. Self-actualization needs-the needs for power and status
Answer: B
Feedback: Safety needs are desires for security, stability, and absence of pain. Organizations
typically help personnel to satisfy these needs through safety programs and equipment, and by
providing security through medical insurance, unemployment and retirement plans, and similar
benefits.
AACSB: Analytic
12-11
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

34. The needs for power and status are included in:
A. esteem needs.
B. social needs.
C. physiological needs.
D. safety needs.
Answer: A
Feedback: Esteem needs are needs for power and status. According to Maslow, individuals need
to feel important and receive recognition from others.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

35. The needs to interact and affiliate with others are included in:
A. physiological needs.
B. safety needs.
C. social needs.
D. esteem needs.
Answer: C
Feedback: Social needs are needs to interact and affiliate with others and the need to feel wanted
by others. This desire for "belongingness" often is satisfied on the job through social interaction
within work groups in which people give and receive friendship. Social needs can be satisfied
not only in formally assigned work groups but also in informal groups.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

36. Nevis suggested that a Chinese hierarchy of needs would have four levels, which from lowest
to highest would be:
A. self-actualization in the service of society, safety, social, and esteem.
B. belonging, physiological, safety, and self-actualization in the service of society.
C. social, esteem, physiological, and safety.
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

D. safety, physiological, esteem, and belonging

Answer: B
Feedback: Nevis suggested that a Chinese hierarchy of needs would have four levels, which from
lowest to highest would be (1) belonging (social), (2) physiological, (3) safety, and (4) self-
actualization in the service of society.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

37. A basic assumption of Maslow's theory is that:

A. lower-level needs must be satisfied before higher-level needs become motivators.
B. higher-level needs must be satisfied before lower-level needs become motivators.
C. there are more ways to satisfy lower-level needs than there are ways to satisfy higher-level
needs.
D. a need that has been satisfied can continue to serve as a motivator.
Answer: A
Feedback: Maslow's theory rests on a number of basic assumptions. One is that lower-level
needs must be satisfied before higher-level needs can be achieved. A second is that a need that is
satisfied no longer serves as a motivator. A third is that there are more ways to satisfy higher-
level needs than there are ways to satisfy lower-level needs.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

38. Researchers have suggested that Maslow's theory needs a(n) _____.
A. capitalist perspective
B. collectivist perspective
C. individualist perspective
D. social individualist perspective
Answer: B
Feedback: Some researchers have suggested that Maslow's hierarchy is too Western, and a more
collectivist, Eastern perspective is necessary.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
12-13
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Topic: The Hierarchy-of-Needs Theory

39. In the Haire group's study on Maslow's need hierarchy, esteem needs were divided into two
groups: esteem and _____.
A. stability
B. safety
C. autonomy
D. power
Answer: C
Feedback: In the Haire group's study on Maslow's need hierarchy, esteem needs were divided
into two groups: esteem and autonomy. The former included needs for self-esteem and prestige;
the latter, desires for authority and for opportunities for independent thought and action.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

40. Hofstede's research shows that _____ needs rank highest for professionals and managers.
A. safety and social
B. social and esteem
C. esteem and self-actualization
D. social and physiological
Answer: C
Feedback: Hofstede's research shows that self-actualization and esteem needs rank highest for
professionals and managers, and that security, earnings, benefits, and physical working
conditions are most important to low-level, unskilled workers.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

41. Researchers like Hofstede recommend that multinational companies (MNCs) should focus on
giving _____ to their lower-level personnel in different countries.
A. physical rewards
B. autonomous roles
C. honest feedback
D. challenging tasks
Answer: A
Feedback: In deciding how to motivate human resources in different countries or help them to
12-14
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

attain need satisfaction, researchers such as Hofstede recommend that MNCs focus most heavily
on giving physical rewards to lower-level personnel and on creating for middle- and upper-level
personnel a climate in which there is challenge, autonomy, the ability to use one's skills, and
cooperation.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: The Hierarchy-of-Needs Theory

42. Based on survey results, the top-ranking goal for professional technical personnel from
various countries is _____.
A. personal time
B. friendly department
C. autonomy
D. training
Answer: D
Feedback: Based on survey results, training is the top-ranking goal for professional technical
personnel from various countries.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

43. According to survey results, which of the following is the least important goal for
professional technical personnel from various countries?
A. Benefits
B. Security
C. An efficient department
D. A successful company
Answer: D
Feedback: According to survey results, a successful company is the least important goal for
professional technical personnel from various countries.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Hierarchy-of-Needs Theory

12-15
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

44. According to the two-factor theory of motivation, taking care of hygiene factors could lead
to:
A. a decrease in satisfaction
B. a decrease in dissatisfaction
C. an increase in dissatisfaction
D. an increase in satisfaction
Answer: D
Feedback: According to the two-factor theory, if hygiene factors are not taken care of or are
deficient, there will be dissatisfaction. Importantly, however, if hygiene factors are taken care of,
there may be no dissatisfaction, but there also may be no satisfaction.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: The Two-Factor Theory of Motivation

45. The two-factor theory of motivation holds that two sets of factors influence job satisfaction.
These are _____.
A. inducement and subsistence
B. advancement and responsibility
C. hygiene factors and motivators
D. recognition and rewards
Answer: C
Feedback: The two-factor theory of motivation holds that two sets of factors influence job
satisfaction: hygiene factors and motivators.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

46. Which of the following factors would be classified as a motivator as per Herzberg's two-
factor theory of motivation?
A. Interpersonal relations
B. Working conditions
C. Career advancement
D. Company policies
Answer: C
Feedback: In Herzberg's two-factor theory of motivation, job-content factors, or motivators,
include factors such as achievement, recognition, responsibility, advancement, and the work
itself. Conversely, hygiene factors include factors such as salary, interpersonal relations,
12-16
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

technical supervision, working conditions, and company policies and administration.

AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

47. According to Herzberg's two-factor theory, which of the following conditions is necessary
for employee satisfaction?
A. The presence of hygiene factors
B. The absence of hygiene factors
C. The presence of motivators
D. The absence of motivators
Answer: C
Feedback: According to Herzberg's two-factor theory, only when motivators are present will
there be employee satisfaction. Hygiene factors help prevent dissatisfaction, but only motivators
lead to satisfaction.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: The Two-Factor Theory of Motivation

48. A criticism of Herzberg's theory is that it:

A. classifies money as a hygiene factor.
B. is not simple enough for laymen to understand.
C. lacks validity across occupational levels.
D. does not hold true for managerial jobs.
Answer: A
Feedback: One criticism of Herzberg's two-factor theory involves the classification of money as
a hygiene factor and not as a motivator. There is no universal agreement on this point. Some
researchers report that salary is a motivator for some groups, such as blue-collar workers, or
those for whom money is important for psychological reasons, such as a score-keeping method
for their power and achievement needs.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: The Two-Factor Theory of Motivation

12-17
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

49. According to the two-factor theory, efforts to motivate human resources must provide
recognition, a chance to achieve and grow, advancement, and _____.
A. power
B. responsibility
C. interesting work
D. good working conditions
Answer: C
Feedback: According to the two-factor theory, efforts to motivate human resources must provide
recognition, a chance to achieve and grow, advancement, and interesting work.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

50. Which researcher concluded that "the Herzberg model appears to have validity across
occupational levels"?
A. David McClelland
B. George Hines
C. Maslow
D. Hofstede
Answer: B
Feedback: Based on a survey that he conducted, researcher George Hines concluded that "the
Herzberg model appears to have validity across occupational levels."
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

51. A number of research efforts have been undertaken to replicate the two-factor theory, and in
the main, they _____.
A. cast doubt on Herzberg's findings
B. support Herzberg's findings
C. are unable to either refute or support Herzberg's findings
D. prove Herzberg's findings to be utterly worthless
Answer: B
Feedback: A number of research efforts have been undertaken to replicate the two-factor theory,
and in the main, they support Herzberg's findings.
AACSB: Analytic
Bloom's: Remember
12-18
Copyright © 2018 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement

motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

52. Which of the following hygiene factors was regarded as a source of satisfaction rather than
dissatisfaction in a study that tested the Herzberg theory in an Israeli kibbutz?
A. salary
B. working conditions
C. interpersonal relations
D. technical supervision
Answer: C
Feedback: A study that tested the Herzberg theory in an Israeli kibbutz (communal work group)
found that motivators there tended to be sources of satisfaction and hygiene factors sources of
dissatisfaction, although interpersonal relations (a hygiene factor) were regarded more as a
source of satisfaction than of dissatisfaction.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

53. According to a study on work motivation conducted in Zambia, which of the following is a
factor that adds to work motivation?
A. Effort recognition
B. Appropriate rewards
C. Work nature
D. Supplemental training
Answer: C
Feedback: A study that examined work motivation in Zambia found that work motivation was a
result of six factors: work nature, growth and advancement, material and physical provisions,
relations with others, fairness/unfairness in organizational practices, and personal problems. The
results of this study illustrate that, in general, the two-factor theory of motivation was supported
in this African country.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: The Two-Factor Theory of Motivation

54. MNCs would be wise to apply motivation-hygiene theory on a(n)_____ basis.

12-19
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

A. country-by-country or a regional
B. universal and global
C. unconditional and universal
D. continent-by-continent or a geographical
Answer: A
Feedback: Herzberg's two-factor theory appears to reinforce Maslow's need hierarchy through its
research support in the international arena. As with the application of Maslow's theory, however,
MNCs would be wise to apply motivation-hygiene theory on a country-by-country or a regional
basis.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-03 DISCUSS how an understanding of employee satisfaction can be
useful in human resource management throughout the world.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

55. In work motivation, factors controlled by the organization, such as conditions, hours,
earnings, security, benefits, and promotions are referred to as _____.
A. job-context factors
B. job-content factors
C. job-process factors
D. job-inducement factors
Answer: A
Feedback: Job-context factors include factors such as conditions, hours, earnings, security,
benefits, and promotions.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-03 DISCUSS how an understanding of employee satisfaction can be
useful in human resource management throughout the world.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

56. In work motivation, factors internally controlled, such as responsibility, achievement, and the
work itself, are referred to as _____.
A. job-process factors
B. job-inducement factors
C. job-content factors
D. job-context factors
Answer: C
Feedback: Job-content factors include factors such as responsibility, achievement, and the work
itself.
AACSB: Analytic
Bloom's: Remember
12-20
Copyright © 2018 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Learning Objective: 12-03 DISCUSS how an understanding of employee satisfaction can be

useful in human resource management throughout the world.
Level of Difficulty: 1 Easy
Topic: The Two-Factor Theory of Motivation

57. _____ theory holds that individuals can have a need to get ahead, to attain success, and to
reach objectives.
A. Achievement motivation
B. Two-factor
C. Hierarchy of needs
D. Quality of life
Answer: A
Feedback: Achievement motivation theory holds that individuals can have a need to get ahead, to
attain success, and to reach objectives.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: Achievement Motivation Theory

58. Which of the following is a quality of high achievers identified by researchers?

A. High achievers always understate their victories and achievements.
B. High achievers tend to form warm, close relationships with their co-workers.
C. High achievers tend to be high risk takers.
D. High achievers want concrete feedback on their performance.
Answer: D
Feedback: One quality of high achievers identified by researchers is that they want concrete
feedback on their performance. They like to know how well they are doing, and they use this
information to modify their actions.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 1 Easy
Topic: Achievement Motivation Theory

59. As discovered by researchers, high-achievement needs can be developed in people by

teaching them how to:
A. daydream in positive terms.
B. become team players.
C. patiently wait for feedback.
D. become high risk takers.
12-21
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Answer: A
Feedback: Researchers have discovered that high-achievement needs can be developed in people
by teaching them to do the following: (1) obtain feedback on performance and use this
information to channel efforts into areas where success likely will be attained, (2) emulate people
who have been successful achievers, (3) develop an internal desire for success and challenges,
and (4) daydream in positive terms by picturing oneself as successful in the pursuit of important
objectives. Simply put, the need for achievement can be taught and learned.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: Achievement Motivation Theory

60. Which of the following theoriesstates that the belief held by people that they are not being
treated fairly has a negative effect on their job performance?
A. Goal-setting theory
B. Equity theory
C. Motivation theory
D. Expectancy theory
Answer: B
Feedback: According to the equity theory, if people believe they are not being treated fairly,
especially in relation to relevant others, they will be dissatisfied, and this belief will have a
negative effect on their job performance and they will strive to restore equity.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-04 EXAMINE the value of process theories in motivating employees
worldwide.
Level of Difficulty: 1 Easy
Topic: Select Process Theories

61. Which of the following statements is true regarding the goal-setting theory?
A. It focuses on how an individual's perception of how fairly he is being treated affects his job
performance.
B. Unlike many theories of motivation, it has been continually refined and developed.
C. It postulates that motivation is largely influenced by a multiplicative combination of a
person’s belief.
D. Most of the research on it has been conducted outside the United States.
Answer: B
Feedback: Unlike many theories of motivation, goal setting has been continually refined and
developed. There is considerable research evidence showing that employees perform extremely
well when they are assigned specific and challenging goals that they have had a hand in setting.
AACSB: Analytic
12-22
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Bloom's: Understand
Learning Objective: 12-04 EXAMINE the value of process theories in motivating employees
worldwide.
Level of Difficulty: 2 Medium
Topic: Select Process Theories

62. Expectancy theory postulates all of the following except that:

A. effort will lead to performance.
B. performance will lead to specific outcomes.
C. outcomes will be of value to the individual.
D. employees are controlled by their external environment.
Answer: D
Feedback: Expectancy theory postulates that motivation is largely influenced by a multiplicative
combination of a person's belief that (a) effort will lead to performance, (b) performance will
lead to specific outcomes, and (c) the outcomes will be of value to the individual.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-04 EXAMINE the value of process theories in motivating employees
worldwide.
Level of Difficulty: 1 Easy
Topic: Select Process Theories

63. _____ consists of a job's content, the methods that are used on the job, and the way in which
the job relates to others in the organization.
A. Job design
B. Task portfolio
C. Job composition
D. Job structure
Answer: A
Feedback: Job design consists of a job's content, the methods that are used on the job, and the
way in which the job relates to other jobs in the organization.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-05 UNDERSTAND the importance of job design, work centrality, and
rewards in motivating employees in an international context.
Level of Difficulty: 1 Easy
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

64. Which of the following is a true statement of the to the quality of work life (QWL) in Japan?
A. In Japan, there is strong uncertainty avoidance.
B. The feminity index for Japan is high.
C. Japanese workers are always given a say in what goes on in the organization.
12-23
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

D. The Japanese do not rate money as an important motivator

Answer: A
Feedback: In Japan, there is strong uncertainty avoidance. The Japanese like to structure tasks so
there is no doubt regarding what is to be done and how it is to be done.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-05 UNDERSTAND the importance of job design, work centrality, and
rewards in motivating employees in an international context.
Level of Difficulty: 1 Easy
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

65. A worker's quality of work life (QWL) is directly related to his or her country's:
A. predominant religious beliefs
B. geographic location
C. governmental structure
D. culture
Answer: D
Feedback: Quality of work life (QWL) is directly related to culture. A brief look shows that each
country has a different cultural profile, helping explain why similar jobs may be designed quite
differently from country to country.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-05 UNDERSTAND the importance of job design, work centrality, and
rewards in motivating employees in an international context.
Level of Difficulty: 2 Medium
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

66. _____ designs are job designs that blend personnel and technology.
A. Sociotechnical
B. Sociocultural
C. Socioengineering
D. Sociohostilic
Answer: A
Feedback: Sociotechnical designs are job designs that blend personnel and technology. The
objective of these designs is to integrate new technology into the workplace so that workers
accept and use it to increase overall productivity.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-05 UNDERSTAND the importance of job design, work centrality, and
rewards in motivating employees in an international context.
Level of Difficulty: 1 Easy
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

12-24
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

67. The importance of work in an individual's life relative to other areas of interest is referred to
as:
A. work prominence
B. work centrality
C. work salience
D. work objectivity
Answer: B
Feedback: Work centrality, which can be defined as the importance of work in an individual's
life relative to his or her other areas of interest (family, church, leisure), provides important
insights into how to motivate human resources in different cultures.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-05 UNDERSTAND the importance of job design, work centrality, and
rewards in motivating employees in an international context.
Level of Difficulty: 1 Easy
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

68. Which of the following is a reason why workers in America and Japan work long hours?
A. Economic stagnation
B. Low employee turnover
C. High cost of living
D. Globalized national cultures
Answer: C
Feedback: One reason that Americans and Japanese work such long hours is that the cost of
living is high, and hourly employees cannot afford to pass up the opportunity for extra money.
Among salaried employees who are not paid extra, most Japanese managers expect their
subordinates to stay late at work, and overtime has become a requirement of the job.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-05 UNDERSTAND the importance of job design, work centrality, and
rewards in motivating employees in an international context.
Level of Difficulty: 2 Medium
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

69. "Balance in synergy" would require a moving away from all of the following except:
A. individualistic thinking
B. avoidance of risk taking
C. holistic and idealistic thinking
D. emphasis on control
Answer: C
Feedback: According to research, "balance in synergy" would require moving away from
individualistic thinking, avoidance of risk taking, and an emphasis on control. It would require
moving toward holistic and idealistic thinking.
12-25
Copyright © 2018 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior
written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-03 DISCUSS how an understanding of employee satisfaction can be
useful in human resource management throughout the world.
Level of Difficulty: 2 Medium
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

70. Use of _____ to motivate employees is very common in countries with high individualism.
A. fringe benefits
B. job security
C. participative techniques
D. financial incentives
Answer: D
Feedback: Use of financial incentives to motivate employees is very common, especially in
countries with high individualism. In the United States, several chief executive officers earn over
$100 million a year thanks to bonuses, stock options, and long-term incentive payments.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-03 DISCUSS how an understanding of employee satisfaction can be
useful in human resource management throughout the world.
Level of Difficulty: 1 Easy
Topic: Incentives and Culture

Essay Questions

71. What are the two different approaches (or basic types of theories) used to study motivation?
Which approach has been used more extensively in international management research? Why?
Answer: The two different approaches used to study motivation in international management are
content theories of motivation and process theories of motivation. The content theories have been
given much more attention in international management research because they provide the
opportunity to create a composite picture for motivation of human resources in a particular
country or region of the world. In addition, content theories apply more directly to providing
ways for managers to improve the performance of their human resources.
AACSB: Analytic
Bloom's: Understand
Learning Objective: 12-01 DEFINE motivation, and explain it as a psychological process.
Level of Difficulty: 1 Easy
Topic: The Nature of Motivation

72. What are the basic assumptions on which the hierarchy-of-needs theory rests?
Answer: The hierarchy-of-needs theory is based primarily on work by Abraham Maslow, a well-
12-26
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

known humanistic psychologist now deceased. Maslow's theory rests on a number of basic
assumptions. One is that lower-level needs must be satisfied before higher-level needs become
motivators. A second is that a need that is satisfied no longer serves as a motivator. A third is
that there are more ways to satisfy higher-level than there are ways to satisfy lower-level needs.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: The Hierarchy-of-Needs Theory

73. What are the differences between job-context factors and job-content factors?
Answer: In work motivation, those factors controlled by the organization, such as conditions,
hours, earnings, security, benefits and promotions are referred to as job-context factors. In
contrast, those factors internally controlled, such as responsibility, achievement and the work
itself, are job-content factors.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-03 DISCUSS how an understanding of employee satisfaction can be
useful in human resource management throughout the world.
Level of Difficulty: 2 Medium
Topic: The Two-Factor Theory of Motivation

74. What characteristics of high achievers did David McClelland identify?

Answer: Researchers such as the late Harvard psychologist David McClelland have identified a
characteristic profile of high achievers. First, these people like situations in which they take
personal responsibility for finding solutions to problems. They want to win because of their own
efforts, not because of luck or chance. Second, they tend to be moderate risk takers rather than
high or low risk takers. Third, high achievers want concrete feedback on their performance. They
like to know how well they are doing and they use this information to modify their actions. High
achievers tend to gravitate into vocations such as sales, which provide them with immediate,
objective feedback about how they are doing. Finally, and this has considerable implications for
human resource management, high achievers often tend to be loners and not team players. They
do not form warm, close relationships, and they have little empathy for others' problems.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-02 EXAMINE the hierarchy-of-needs, two-factor, and achievement
motivation theories, and assess their value to international human resource management.
Level of Difficulty: 2 Medium
Topic: Achievement Motivation Theory

75. What are sociotechnical job designs?

12-27
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written consent of McGraw-Hill Education.
Chapter 12 – Motivation across Cultures

Answer: Sociotechnical designs are job designs that blend personnel and technology. The
objective of these designs is to integrate new technology into the workplace so that workers
accept and use it to increase overall productivity. Because new technology often requires people
to learn new methods and, in some cases, work faster, employee resistance is common. Effective
sociotechnical design can overcome these problems. There are a number of good examples, and
perhaps the most famous is that of Volvo, the Swedish automaker.
AACSB: Analytic
Bloom's: Remember
Learning Objective: 12-05 UNDERSTAND the importance of job design, work centrality, and
rewards in motivating employees in an international context.
Level of Difficulty: 2 Medium
Topic: Motivation Applied: Job Design, Work Centrality, and Rewards

12-28
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written consent of McGraw-Hill Education.