Chapter 1 The Field of Organizational Behavior

1) ________ is defined as the multidisciplinary field that seeks knowledge of behavior in

organizational settings by systematically studying individual, group, and organizational
processes.
A) Industrial psychology
B) Organizational psychology
C) Behavioral science
D) Organizational behavior
2) Limitations of case studies include:
A) It is expensive and time consuming to collect data.
B) Empirical techniques may skew results.
C) Findings may not be generalizable to other organizations.
D) Confidentiality is difficult to maintain
3) In ________, behavior is studied carefully to see how a particular variable that is
systematically varied affects other aspects of behavior.
A) naturalistic observations
B) experimental research
C) case studies
D) survey research
4) Organizational behavior focuses on three interrelated levels of analysis:
A) emotions, intentions, and actions.
B) planning, executing, and results.
C) individuals, groups, and organizations.
D) thinking, feeling, and doing
5) OB specialists derive knowledge from a wide variety of social science disciplines.
________ is useful for studying negotiation and decision making.
A) Psychology
B) Political science
C) Economics
D) Sociology
6) Which of the following assumes that people are basically lazy, dislike work, need
direction, and will only work hard when they are pushed into action?
A) Scientific management
B) Time and motion study
C) Theory Y philosophy
D) Theory X orientation
7) Theory Y assumes that people
A) are motivated primarily by financial incentives.
B) are basically lazy and irresponsible.
C) have social needs that influence their choices of work and employment.
D) have a psychological need to work and seek responsibility.
8) Employers need to be concerned about job satisfaction because
A) satisfied employees are less likely to quit than those who are dissatisfied.
B) accurate performance appraisal often causes job dissatisfaction.
C) people are more satisfied when they are not required to work too hard.
D) a satisfied employee is more productive than a dissatisfied employee.
9) Which of the following organizations are, on average, twice as profitable as the
Standard & Poor s 500 ʹ companies?
A) A company whose managers accurately appraise the work of their subordinates.
B) A business that developed a system of close supervision to monitor closely the work of
its employees.
C) An organization that treats its employees well with respect to pay and benefits,
offers opportunities, provides job security, and shows fairness.
D) A family-owned organization that gives priority to hiring and promoting friends and
relatives of the owners
10) The ________ approach recognizes that behavior in work settings is the complex
result of many interacting forces.
A) contingency
B) one-best-way
C) scientific management
D) open-systems
11) A(n) ________ is defined as a structured system consisting of groups and individuals
working together to meet some agreed-upon objectives.
A) task force
B) team
C) open system
D) organization
12) What is an open system?
A) A structured social system consisting of groups and individuals working together to
meet some agreed-upon objective.
B) A system of communication that promotes two-way conversation.
C) An interactive dialog incorporating feedback from all stakeholders.
D) A self-sustaining system that uses energy to transform resources from the
environment into some form of output.
13) ________ often occurs when organizations need far fewer people to operate today
than in the past.
A) Rightsizing
B) Outsourcing
C) Automating
D) Offshoring
14) Telecommuting involves
A) restricting the personal use of the Internet and e-mail.
B) using electronic equipment to permit conferences to be held at remote locations.
C) permitting employees to choose what hours they will work.
D) using communications technology to enable work to be performed from remote
locations
15) The underlying principle of scientific management is to
A) structure organizations for the efficient management of people.
B) apply statistical analysis to the design of jobs.
C) get people to do more work in less time.
D) eliminate the need for first-line supervisors.
16) Which of the following statements is true about organizational behavior?
A) OB researchers systematically study various topics at a single level rather than at
multiple levels.
B) It is concerned with the study of people who work independently.
C) It does not include the study of collective entities
D) It is less effective in studying people who interact in highly organized fashion
E) It includes team, individual, and organizational level analyses

17) Frederick Winslow Taylor (Principles of Scientific Management in 1911)

recommended that
A) a bureaucracy be established to provide order in the workplace.
B) employees be carefully selected and trained to perform their jobs.
C) a standard hourly wage be implemented to discourage absenteeism.
D) workers be given more autonomy in the operation of their jobs
18) Frederick Winslow recommended that increasing employee wages would
A) improve the relationship between managers and employees.
B) make production costs too expensive and products less competitive.
C) raise employee motivation and make them more productive.
D) encourage employees to work fewer hours for the same weekly wage
19) Industrial psychologists Frank and Lillian Gilbreth are best known for the
development of
A) time and motion study.
B) the bureaucratic model.
C) assembly lines.
D) the human relations movement
20) Time and motion studies were designed to
A) find the one best way to perform jobs.
B) reduce the need for close supervision of workers.
C) set minimum qualifications needed by job holders.
D) establish piece-rate plans.
21) The human relations movement
A) emphasized the importance of employee training and development.
B) encouraged employee participation in organizational decision making.
C) rejected the primary economic orientation of scientific management.
D) concentrated on redesigning the workplace to eliminate safety hazards.
22) The human relations movement founded by Elton Mayo
A) illustrated the importance of stable families in an industrial society.
B) recognized the primary economic orientation of workers.
C) found a consistent relationship between job satisfaction and productivity.
D) focused on the non-economic, social factors operating in the workplace.
23) A major finding of the Hawthorne studies is that
A) working conditions impact productivity.
B) employees work best without close supervision.
C) organizations are social systems.
D) employees are economic creatures
24) Classical organizational theory focused on
A) establishing the means of controlling worker activities.
B) the efficient structuring of organizations.
C) the effective allocation of monetary incentives.
D) effectively organizing the work of individuals
25) Weber believed that ________ is the one best way to efficiently organize work in all
organizations.
A) bureaucracy
B) time and motion management
C) scientific management
D) Theory Y
26) Organizational behavior applies common sense to the complexities of human
behavior at work.
Answer: FALSE
27) The field of organizational behavior focuses on three interrelated levels of analysis:
attitudes, intentions, and behavior.
Answer: FALSE
28) The micro approach to OB focuses primarily on the behavior of individuals.
Answer: TRUE
29) Organizational behavior draws from the highly individual-oriented approach of
psychology.
Answer: TRUE
30) The Theory X philosophy of management assumes that people have a psychological
need to work and seek achievement and responsibility.
Answer: FALSE
31) Organizational behavior seeks to make organizations more profitable by addressing
the treatment of people and the way they do their jobs.
Answer: TRUE
32) Organizational behavior researchers seek to find the one best way to motivate people.
Answer: FALSE
33) The contingency approach assumes there is no one best approach to managing
people.
Answer: TRUE
34) Research has shown that companies where employees are accurately appraised enjoy
lower costs and higher productivity than those companies where appraisals are handled
less accurately.
Answer: TRUE
35) Organizational Behavior cuts across all levels of organizational functioning.
Answer: TRUE
36) Employees who believe they have been treated unfairly on the job are more likely to
steal from their employers.
Answer: TRUE
37) There is no evidence that companies that offer good employee benefits are more
profitable than those that do not.
Answer: FALSE
38) The human resource department is primarily responsible for organizational behavior.
Answer: FALSE
39) Outsourcing occurs when an organization focuses on its core competency while
eliminating noncore sectors of the business.
Answer: TRUE
40) A business that closes all of its U.S. facilities and relocates overseas is said to be
offshoring.
Answer: FALSE
41) Telecommuting involves using a computer to work while at home or at any other
remote location.
Answer: TRUE
42) Globalization is the process by which an organization expands its operations
internationally.
Answer: FALSE
43) Repatriation helps people adjust to the culture shock they experience when returning
to their native cultures after spending time away from it.
Answer: TRUE
44) The central focus of scientific management is to improve worker productivity and to
get people to do more work in less time.
Answer: TRUE
45) The human relations movement studied the impact of work on the lives of the
workers.
Answer: FALSE
46) The Hawthorne studies found that worker productivity is increased by improving the
workers physical working ʹ conditions.
Answer: FALSE
47) Classical organizational theory focuses on the effective organization of the work of
individuals.
Answer: FALSE
48) In developing his organizational theory, Henri Fayol stated that there should be a
clear line of command connecting top management to the lowest-level employees.
Answer: TRUE
49) Division of labor refers to the fact that employees should receive directions from one,
and only one, other person.
Answer: FALSE
50) The principles of organizational behavior are universal in their application across
cultures.
Answer: FALSE

51) Stakeholders of an organization are shareholders, customers, suppliers, governments,

and any other groups with a vested interest in the organization
Answer: TRUE
52) The open systems perspective emphasizes that organizations survive by adapting to
changes in the external environment
Answer: TRUE
53) The systematic research anchor relies mainly on qualitative data and subjective
procedures to test hypotheses.
Answer: FALSE
All popular management concepts rely on hard evidence that proves they are valid.
FALSE
54) All popular management concepts rely on hard evidence that proves they are valid
Answer: FALSE
55) Organizational effectiveness is considered the ultimate dependent variable in
organizational behavior.
Answer: TRUE
56) Knowledge is beneficial not only to an individual, but also to an organization's
financial health.
Answer: TRUE
57) Globalization may have both positive and negative implications for people working
in organizations
Answer: TRUE
58) Until the 1930s, most organizational research and practice tried to improve work
efficiency by changing working conditions and job duties. Employee thoughts and
feelings were ignored and usually considered irrelevant.
Answer: TRUE
59) All organizations have a collective sense of purpose, whether it's producing oil or
creating the fastest Internet search engine
Answer: TRUE
60) Which of these statements is true about the field of organizational behavior?
A) It examines how individuals and teams in organizations relate to one another and
to their counterparts in other organizations.
B) OB researchers systematically study various topics at a common level rather than at
multiple levels.
C) Information technology has almost no effect on organizational behavior.
D) The field of organizational behavior relies exclusively on ideas generated within the
field by organizational behavior scholars
61) In the field of organizational behavior, organizations are described as
A. entities, which are considered a legal grouping of people and systems.
B. groups of people who work independently to achieve a collective goal.
C. social entities with a publicly stated set of formal goals.
D. groups of people with independent, profit-centered motives and objectives.
E. groups of people who work interdependently toward some purpose.
62) Organizational behavior knowledge
A) originates mainly from models developed in chemistry and other natural sciences.
B) accurately predicts how anyone will behave in any situation.
C) is more appropriate for people who work in computer science than in marketing
D) helps us to understand, predict, and influence the behaviors of others in
organizational settings
63) _____ encompasses the study of how organizations interact with their external
environments.
A) Organizational learning
B) Open systems
C) Organizational behavior
D) High-performance work practice
64) The multiple levels of analysis studied by organizational behavior researchers include
all of the following except
A) the individual.
B) the unit team.
C) the organization.
D) the customer.
E) the internal team
65) In order for something to be called an organization,
A) it must have a building.
B) it must have equipment.
C) it must consist of people who work interdependently.
D) it must have government documentation
66) Organizational behavior emerged as a distinct field throughout the
A) 1940s.
B) 1770s.
C) early 1900s.
D) 1910s
67) Which expert wrote about rational organizations, the work ethic, and charismatic
leadership?
A) Plato
B) Confucius
C) Adam Smith
D) Max Weber
68) The _____ emphasized the study of employee attitudes and informal group dynamics
in the workplace.
A) organizational development school of business
B) human relations school of management
C) anchor of knowledge school of sociology
D) organizational effectiveness school of information systems
69) The greatest value of organizational behavior is that it
A. helps us to get things done in the workplace.
B. increases our anxiety about circumstances.
C. depicts an individual's common sense.
D. makes sense of what is going on around us.
70) Organizational behavior theories are used to
A. state personal beliefs about the work environment.
B. adopt accurate models of workplace behavior.
C. increase anxiety in the workplace.
D. incite curiosity about the organization
71) A company's success is _____by the quality of its CEO.
A. not influenced
B. mildly influenced
C. significantly influenced
D. only influenced
72) _____ refers to economic, social, and cultural connectivity with people in other parts
of the world.
A. OB
B. Globalization
C. Work/life balance
D. Knowledge management
73) Which of the following is an example of globalization?
A. A footwear firm based in San Diego opens a new branch in Los Angeles.
B. A car company based in Pittsburgh manufactures its cars in Philadelphia.
C. Rewind, a German music band that plays traditional German folk music, performs in
Berlin.
D. Rowan, a French citizen, publishes a novel within France.
E. An American-based burger joint opens a new outlet in China
73) Which of the following statements is true about globalization and organizational
behavior?
A. Globalization has little or no effect on organizational behavior.
B. Globalization has forced organizational behavior researchers to study only large
multinational businesses.
C. Globalization offers numerous benefits to organizations
D. Globalization has forced organizational behavior textbooks to discuss only companies
with headquarters in North America
74) The observable demographic or physiological differences in people, such as their
race, ethnicity, gender, age, and physical disabilities, constitute _____ diversity.
A. deep-level
B. internal
C. surface-level
D. organizational
75) At Clickz, an American photography magazine firm, more than half of the senior
management positions are held by women. African Americans represent 40 percent of the
company's workforce. The description of Clickz's diversity refers to
A. deep-level diversity.
B. psychological diversity.
C. personality diversity.
D. surface-level diversity.
76) Deep-level diversity includes
A. physiological differences.
B. attitudes.
C. ethnicity.
D. gender.
E. race
77) Out of the generational groups discussed in the textbook, which group has the highest
preference for leisure and the lowest value of social interaction?
A. Gen-Xers
B. Gen-Yers
C. Baby Boomers
D. Millennials
78) Mick works for a company as a financial analyst from home using information
technology. He does not work in a traditional physical workplace, rather he is utilizing
A. deep-level diversity.
B. work/life balance.
C. virtual work.
D. surface-level diversity.
79) Which of the following are service-level diversity differences?
A. ethnicity, gender, and age
B. race, sexual disposition, and intellect
C. age, socioeconomic class, and gender
D. physical disabilities, speech patterns, and race
E. religious beliefs, race, and gender
80) _____ includes differences in the psychological characteristics of employees.
A. Surface-level diversity
B. Deep-level diversity
C. Workplace diversity
D. Multigenerational diversity
81) A person's decisions, statements, and actions are evident in
A. surface-level diversity.
B. deep-level diversity.
C. workplace diversity.
D. multigenerational diversity.
82) Which of the following statements is true about workforce diversity?
A. Diverse teams win awards.
B. Diverse teams make better decisions.
C. Diverse teams have difficulty solving problems.
D. Diverse teams struggle with communication
83) Jillian uses her one-hour commute in the morning to prepare for the work day and her
one-hour commute home to refocus on family. Jillian is practicing
A. problem-solving.
B. time management.
C. work/life balance.
D. communication
84) People who are self-motivated, organized, and can work effectively with technology
are better suited for
A. globalization.
B. telecommuting.
C. organizational behavior.
D. organizational development
85) Which of the following is true according to the systematic research anchor?
A. OB topics typically relate to the individual, team, and organizational levels of analysis
B. OB should import knowledge from other disciplines, not just create its own
knowledge.
C. OB theory should recognize that the effects of actions often vary with the situation.
D. A particular action may have different consequences in different situations.
E. OB should study organizations by forming questions, collecting data, and testing
hypotheses against those data.
86) Which discipline has provided organizational behavior with much of its theoretical
foundation for team dynamics, organizational power, and organizational socialization?
A. sociology
B. psychology
C. economics
D. industrial engineering
87) Which of the following statements is consistent with the concept of contingency
anchor?
A. To obtain the best results, actions should be taken without considering their
consequences.
B. A particular action may have different consequences in different situations.
C. OB theories are based on simple, common-sense ideas about what managers should
do.
D. OB theories point out the one best way to resolve organizational problems
88) According to the multiple levels of analysis anchor,
A. organizational behavior is mainly the study of how all levels of the organizational
hierarchy interact with the external environment.
B. OB topics typically relate to the individual, team, and organizational levels of
analysis.
C. there are eight levels of analysis that scholars should recognize when conducting OB
research.
D. organizational events can be studied from only one level of analysis.
89) Which of the following is a conceptual anchor in organizational behavior?
A. contingency anchor
B. economic anchor
C. social anchor
D. single-level anchor
90) Systematic research investigation is the basis for
A. globalization.
B. evidence-based management.
C. emerging employment relationships.
D. contingency reports.
91) The best leadership style, the best conflict-handling style, and the best organizational
structure are all examples of
A. anchors.
B. research topics.
C. contingencies.
D. disciplines.
92) Welcoming theories and knowledge from other disciplines is which anchor of
organizational behavior?
A. systematic research
B. multidisciplinary
C. contingency
D. multiple levels of analysis
E. effectiveness
93) The understanding that no single solution is best in all circumstances is a variable for
the _____ anchor.
A. systematic research
B. contingency
C. multidisciplinary
D. multiple levels of analysis
E. effectiveness
94) Which of the following perspectives of organizational effectiveness argues that
companies take their sustenance from the environment and, in turn, affect that
environment through their outputs?
A. stakeholder
B. systematic research
C. high-performance work practice
D. organizational learning
E. open systems
95) Organizational behavior views organizations as
A. non-systems.
B. a single unitary subsystem.
C. open systems.
D. closed systems.
96) The open systems anchor of organizational behavior states that
A. organizations affect and are affected by their external environments.
B. organizations can operate efficiently by ignoring changes in the external environment.
C. people are the most important organizational input needed for effectiveness
D. organizations should avoid internal conflicts to achieve efficiency.
98) Which organizational behavior perspective discusses inputs, outputs, and feedback?
A. organizational learning
B. open systems
C. multidisciplinary
D. systematic research
98) According to the open systems view of organizations, _____ is (are) an input for
organizations.
A. incentive plans
B. products
C. financial resources (raw materials, human resources, information, and equipment)
D. employee motivation
99) ACME Software Inc. has developed a training program to make employees more
aware of how their job performance affects customers and other employees within the
organization and to inform them of the changing market conditions. This training
program relates most closely with which of the following concepts?
A. contingency anchor
B. grounded theory
C. open systems
D. virtual teams
100) A firm has good associations with its customers, suppliers, and others who provide
added mutual value for the firm. Name the form of intellectual capital that is possessed
by the firm due to its good associations.
A. structural capital
B. intellectual capital
C. human capital
D. knowledge capital
E. relationship capital
101) The _____ perspective, also called knowledge management, views knowledge as the
main driver of competitive advantage.
A. open systems
B. organizational learning
C. stakeholder
D. systematic research
102) Intellectual capital refers to the
A. total spending on training and development of employees.
B. total number of employees in the organization.
C. total cost of computers and other "intelligent" machines in the organization.
D. stock of knowledge that resides in an organization.
103) Organizations retain intellectual capital by
A. transferring employee capital into structural capital.
B. encouraging employees to take early retirement.
C. discouraging employees from communicating with each other.
D. reducing the level of documentation in organizations.
104) Which of the following typically results in a loss of intellectual capital?
A. The employees help the organization discover opportunities.
B. The employees protect the firm from threats in the external environment.
C. The company sells one of its divisions and its employees now work for the other
organization.
D. The workers help in documentation of work procedures.
E. The company has a good physical layout of the production line
105) Which of the following is a form of knowledge acquisition?
A. observation
B. experimentation
C. documentation
D. internal communication
106) As part of the knowledge management process, experimentation is conducive to
A. measuring intellectual capital.
B. knowledge acquisition.
C. increasing organizational memory.
D. knowledge sharing.
107) Eastern University performs a daily computer search through newspaper articles to
identify any articles about the university or its faculty members. University
administrators use this information to receive feedback about how the public reacts to
university activities. In knowledge management, searching for newspaper articles and
other external writing about the organization is mainly a form of
A. knowledge acquisition.
B. grafting.
C. organizational unlearning.
D. knowledge sharing.
108) Twice every year, a major car parts manufacturer brings together the production and
engineering specialists from its eight divisions to discuss ideas, solutions, and concerns.
This helps to minimize the "silos of knowledge" problem that exists in many
organizations. This practice is primarily an example of
A. grafting.
B. experimentation.
C. knowledge sharing.
D. documentation
109) With _____, the value of new information is recognized, assimilated, and used for
value-added activities.
A. perception ability
B. realization capacity
C. observation skill
D. absorptive capacity
110) A computer maintenance company wants to capture the knowledge that employees
carry around in their heads by creating a database where employees document their
solutions to unusual maintenance problems. This practice tries to
A. transform intellectual capital into knowledge management.
B. transfer human capital into structural capital.
C. prevent relationship capital from interfering with human capital.
D. reduce the amount of human capital.
111) The perspective that effective organizations incorporate several workplace practices
that leverage the potential of human capital is called the _____ perspective.
A. HPWP (High-Performance Work Practices)
B. learning
C. human capital
D. intellectual capital
112) Which of the following statements is true about human capital in an organization?
A. Human capital helps the organization use opportunities more than realizing them.
B. The existence of human capital increases the threats in the external environment.
C. Human capital is non-substitutable though it is abundant
D. Human capital is independent of the challenges of the external environment.
E. It is a key variable in the HPWP model of organizational effectiveness
113) Employees, suppliers, and governments
A. are organizational stakeholders.
B. are rarely considered in organizational behavior theories.
C. represent the three levels of analysis in organizational behavior
D. are excluded from the open systems anchor.
114) Stable, long-lasting beliefs about what is important in a variety of situations are
A. intellectual capital.
B. the foundations of the open systems anchor.
C. the main reason why virtual teams fail.
D. rarely studied in the field of organizational behavior.
E. the values of the organization
115) The topic of ethics is most closely associated with the _____ perspective.
A. stakeholder
B. systems
C. high-performance work practices
D. open systems anchor
116) _____ refers to the study of moral principles or values that determine whether
actions are right or wrong and outcomes are good or bad.
A. Performance orientation
B. Ethics
C. Multicultural teams
D. Legal obligations
117) Which of these organizational behavior trends is corporate social responsibility most
closely related to?
A. workforce diversity
B. employment relationships
C. information technology
D. Globalization
E. workplace values and ethics
118) _____ refers to an organization's moral obligation toward all of its stakeholders.
A. Values
B. Legal obligation
C. Multicultural teams
D. Corporate social responsibility
119) The triple-bottom-line philosophy says
A. companies should pay three times as much attention to profits as they do to employee
wellbeing
B. the main goal of all companies is to satisfy the needs of three groups: employees,
shareholders, and suppliers.
C. business success increases by having three times more contingent workers than
permanent employees.
D. companies should treat their local, national, and global customers fairly.
E. companies should try to support the economic, social, and environmental spheres
of sustainability
120) Which of the following is most closely associated with corporate social
responsibility?
A. knowledge management
B. triple bottom line
C. absorptive capacity
D. adaptive ability
121) Organizational effectiveness is considered the _____ in organizational behavior.
A. ultimate dependent variable
B. goal-setting attainment
C. best yardstick
D. goodness fits
122) The _____ of organizational effectiveness is a composite of four perspectives: open
systems, organizational learning, high-performance work practices, and stakeholders.
A. open system
B. dependent variable
C. best yardstick
D. good
123) Which perspective emphasizes the external dependence of organizations?
A. open system
B. closed system
C. transformation process
D. good fit
124) In _____, organizations receive feedback from the external environment regarding
the value of their outputs, the availability of future inputs, and the appropriateness of the
transformation process.
A. good fit
B. open systems
C. organizational effectiveness
D. innovative processes
125) Organizations maintain a good environmental fit in all of the following ways except
A. adapting to the environment.
B. influencing the environment.
C. moving to a more favorable environment.
D. designing products and work processes.
126) What is the most common indicator of effective internal subsystems?
A. adaptability
B. Efficiency
C. Innovativeness
D. Transformation
127) When organizations find ways to acquire, share, use, and store knowledge, they are
demonstrating the perspective of
A. intellectual capital.
B. innovation.
C. organizational learning.
128) _____ knowledge is the process of retaining knowledge, which is known as
organizational memory.
A. Storing
B. Using
C. Sharing
D. Acquiring
129) To help Allison understand some preliminary information about OB, which of these
statements about the field is true?
A. Organizational behavior scholars give more importance to individual characteristics
than structural characteristics.
B. The field of organizational behavior is independent of the concepts and theories from
other fields of inquiry.
C. Organizational behavior emerged as a distinct field late in the 1990s.D. Given the
specific utility of the field, OB is useful for the managers in the organizations but not for
the employees
E. Organizational behavior scholars study what people think, feel, and do in and
around organizations
130) Allison should understand that organizational behavior knowledge
A. should never be used to influence the behavior of other people.
B. should be used only by managers and senior executives.
C. should never replace common-sense knowledge about how organizations work.
D. is relevant to everyone who works in organizations.
131) Allison thinks that organization is the same as an organism. However, in the field of
organizational behavior, organizations are best described as
A. legal entities that must abide by government regulations and pay taxes.
B. physical structures with observable capital equipment.
C. social entities with a publicly stated set of formal goals.
D. groups of people who work interdependently towards some purpose.
132) Bob has been interested in this trend of globalization. He should know that
globalization occurs when an organization
A. increases its connectivity with people and organizations in other parts of the
world.
B. serves diverse customers within the firm's home country.
C. has a diverse workforce within the firm's home country.
D. has a substantially strong domestic market.
133) If Bob wants to study deep-level diversity in his organization, he should
A. review the demographic characteristics of his workforce.
B. consider the likelihood of long-term employment with the organization for each of his
employees.
C. observe the differences in the people who represent his workforce
D. look at different attitudes and expectations of his employees
134) Bob is considering the idea of implementing telecommuting in Tricky Toys. Which
of the following is an advantage of telecommuting?
A. reduced employee stress
B. larger markets
C. greater demand for firm's products
D. enhanced employee recognition
Chapter 2 Organizational Justice, Ethics, and Corporate Social Responsibility
1) The study of people s perception of and reactions to fairness and unfairness in
organizations is known as
A) organizational ethics.
B) ethical standards.
C) corporate responsibility
D) organizational justice.
2) Distributive justice focuses on people s beliefs that
A) they have been valued by others in an organization.
B) they have received fair amounts of valued work-related outcomes.
C) the organization acts impartially when deciding pay and benefit issues.
D) the outcomes they receive have been determined fairly.
3) According to ________ justice, people will be dissatisfied with their pay when it falls
below expected standards.
A) comparative
B) informational
C) distributive
D) procedural
4) Not paying people what they deserve or asking them to work off the clock contributes
to feelings of
A) unethical behavior.
B) organizational equity.
C) informational injustice.
D) distributive injustice.
5) The fact that people will better accept outcomes when they have had some input into
determining them is known as
A) the fair process effect.
B) informational justice.
C) the participative process.
D) organizational equity.
6) ________ justice refers to the process by which outcomes are determined.
A) Comparative
B) Instrumental
C) Procedural
D) Distributive
7) ________ justice involves people s perceptions of the fairness of the manner in which
they are treated by other people such as authority figures.
A) Interpersonal
B) Distributive
C) Procedural
D) Informational
8) Informational justice refers to people s perceptions of
A) the lack of bias involved when an organization makes decisions.
B) the accuracy of the information an organization provides to outside parties.
C) the fairness of the information used as the basis for making decisions.
D) the timeliness with which management distributes information to members of the
organization.
9) According to social scientists, what are the fundamental beliefs regarding what is right
or wrong, good or bad?
A) Religious beliefs
B) Moral values
C) Social responsibilities
D) Personal ethics
10) An employees fundamental beliefs about what is good or bad are influenced by
A) the culture of the organization.
B) the person s religious background.
C) training in ethical standards.
D) observations of leadersʹ behavior.
11) Expectancy theory tells us that a key component of motivation is
A) the link between satisfaction and compensation.
B) the link between seniority and compensation.
C) the link between productivity and compensation.
D) the link between performance and reward.
E) the link between profit and compensation.
24) At the top of Maslow’s Hierarchy on needs is
A) Self-actualization
B) Physiological
C) Safety
D) Esteem
25) The human resource frame focuses on:
A) The relation between motives and personal growth.
B) The existential dilemmas of the human condition.
C) Alignment between the characteristics of people and organizations.
D) Why human resources are more important than financial resources to organizational
success.
26) The best summary of McGregor’s Theory X and Theory Y is:
A) Theory X works best when employees have limited motivation and skill, while Theory
Y is more appropriate for employees with higher levels of motivation and skill.
B) Theory X generates a self-fulfilling prophecy, but Theory Y does not.
C) Theory X relies on external direction whereas Theory Y relies on self-control and
internal motivation.
D) Theory Y is based on Max Weber’s theory of bureaucracy, whereas Theory X is
derived from Maslow’s hierarchical theory of motivation.

27) Maslow’s Hierarchy of Needs model

A) Has been scientifically validated
B) Assumes that lower level needs must be fulfilled before higher levels needs can be
fulfilled
C) Identifies esteem need as the highest human need
D) Identifies love as the most basic human need
28) Research in behavioral genetics regularly concludes that people’s genes and
environment interact in complex ways to determine how they act.
Answer: TRUE
29) Because of the preponderance of evidence, Maslow’s view is widely accepted and
enormously influential in management practice.
Answer: FALSE
30) Argyris and McGregor believe there is no inherent person-structure conflict built into
traditional principles of organizational design and management.
Answer: FALSE
31) As reported by Kleinfeld (1996), according to a poll taken in 1996, 75% of U.S.
workers felt companies had become less loyal to their employees, but 64% of workers
felt that employees remained loyal to their companies. (I think this item is too specific to
a particular poll in a specific year)
Answer: FALSE
32) Research shows that downsizing often hurts firm performance more than it helps.
Answer: TRUE
33) Prior to the establishment of the human resource frame, it was widely assumed that
the workers duty was to simply work and follow orders, with no rights beyond a
paycheck.
Answer: TRUE
34) According to Argyris and McGregor, employee absenteeism, alienation, and
resistance are a predictable consequence of traditional principles of organizational design
and management.
Answer: TRUE
35) According to Bolman and Deal, the theories of Maslow, McGregor, and Argyris
suggest that the conflict between individuals and organizations would be eliminated as
people became more highly educated and more affluent.
Answer: FALSE
36) According to Maslow's motivation theory, the lowest level of unmet needs in the
needs hierarchy is the prime motivator of an employee's behavior.
Answer: TRUE
37) In equity theory, when an employee perceives that her own outcome/input ratio is
greater than that of a referent, underpayment inequity has occurred
Answer: FALSE
38) The most motivating goals are those that are hard, but not impossible, to attain.
Answer: TRUE
39) In general, letting employees participate in goal setting has no effect on their
motivation to achieve goals.
Answer: FALSE
40) Once an appropriate goal is set and accepted by an employee, feedback is not
necessary.
Answer: FALSE
41) Specific, difficult goals may detract from performance when employees are learning
complex, difficult tasks
Answer: TRUE
42) How hard an employee works on the job is referred to as:
A) Persistence
B) Effort
C) Instrumentality
D) Valence
43) Behavior that is performed by an employee "for its own sake" (i.e., the motivation
comes from doing the work itself) is referred to as:
A) Extrinsically motivated behavior
B) An external locus of causality
C) Intrinsically motivated behavior
D) Equity behavior
44) A computer programmer who does her job well because she enjoys solving
complicated computer problems is said to be:
A) Extrinsically motivated
B) Negatively reinforced
C) Experiencing extinction
D) Intrinsically motivated
45) All of the following are likely examples of intrinsic motivators EXCEPT:
A) Interesting work
B) A feeling of accomplishment
C) Praise
D) Autonomy
E) Responsibility
46) All of the following are likely examples of extrinsic motivators EXCEPT:
A) Praise
B) Job security
C) Benefits
D) Vacation time
E) All of the above are extrinsic motivators
47) Which of the following is NOT an example of an employee's outcome from an
organization?
A) Effort
B) Feeling of accomplishment
C) Vacation time
D) Pleasure of performing interesting work
48) One of the following theories specifically postulates that motivation of employees
will be high when employees believe that a high level of effort on their part will lead to
high performance on their part, but only when they believe that high performance leads to
their attainment of outcomes that they desire (e.g. higher pay, promotion, etc.). Which
theory does this?
A) Expectancy theory
B) Valence theory
C) Hierarchy of needs theory
D) Motivator-hygiene theory
49) An employee's perception about the extent to which her effort will result in a given
level of her performance is known as:
A) Valence
B) Expectancy
C) Instrumentality
D) Equity
50) An employee's perception of the extent to which his performance at a given level will
result in outcomes he desires is known as:
A) Instrumentality
B) Inequity
C) Valence
D) Expectancy
51) Horace sends an email to his subordinates reminding them of the employee
suggestion system, through which workers can receive $100-$500. He is promoting
A) Expectancy
B) Instrumentality
C) Valence
D) Equity
52) Which of the following motivators is the most basic need in Maslow's hierarchy?
A) Safety
B) Belonging
C) Physiological
D) Esteem
53) According to Alderfer's ERG theory, if an individual becomes frustrated at a certain
level of need, the person will then:
A) Skip a level
B) Continue to pursue the need, despite frustration
C) Focus more on satisfying a lower level
D) Quit trying to satisfying any need
54) Which of the following is NOT a need proposed in McClelland's work?
A) Power
B) Self-actualization
C) Achievement
D) Affiliation
55) What need(s) has (have) research found to be assets for first line and middle
managers to possess?
A) Power
B) Affiliation
C) Achievement
D) Both power and achievement
56) What need(s) has (have) research found to be especially important for upper
managers to possess?
A) Power
B) Affiliation
C) Achievement
D) Both power and achievement
57) The theory of motivation that focuses on the perceptions of workers of the fairness of
their work outcomes relative to their work inputs is known as:
A) Equity theory
B) Valence theory
C) Instrumentality theory
D) he needs hierarchy theory
58) Dale, an employee of ABC Company, perceives that his outcome/input ratio is less
than that of his coworker Sam. This is known as:
A) Overpayment inequity
B) Underpayment inequity
C) The valence effect
D) Positive reinforcement
59) The most motivating goals are:
A) Specific and easy
B) General and easy
C) Specific and difficult
D) General and difficult
60) Specific, difficult goals can detract from performance when:
A) The employee is learning simple, easy tasks
B) The employee is learning complex, difficult tasks
C) The employee is performing routine tasks
D) The employee has been on the job a significant amount of time
61) A manager removes a positive reinforcement in order to change the behavior of a
subordinate. This is called:
A) Extinction
B) Positive reinforcement
C) Negative reinforcement
D) Instrumentality
62) Negative reinforcement involves __________ negative consequences when
functional behaviors are performed and punishment involves __________ negative
consequences when dysfunctional behaviors are performed.
A) Removing; removing
B) Administering; administering
C) Removing; administering
D) Administering; removing
63) OB Modification is based on the principles of:
A) Learning Theory
B) Maslow's Hierarchy
C) Herzberg's Motivator-Hygiene Theory
D) Equity Theory
E) Operant Conditioning
64) OB Modification programs work best for:
A) Morale problems
B) Improving attendance
C) Improving workers' satisfaction
D) Increasing workers' dignity
65) Researchers study how an employee's beliefs about his ability to perform a complex
task on the job affects his motivation to do the job. This is the study of:
A) Self-reinforcement
B) Vicarious learning
C) Observational learning
D) Self-efficacy
66) Of the following theories of motivation, which does NOT discuss the importance of
pay, and also suggests that pay should be based on performance rather than on other
factors? A) Equity theory
B) Learning theories
C) Need theories
D) Expectancy theory
E) All of the above discuss the importance of pay and paying for performance
67) Social learning theory postulates that motivation can also occur from an employee's
beliefs.
Answer: TRUE
68) According to operant conditioning theory, all behavior is determined by its
consequences.
Answer: TRUE
69) Inequity exists when an employee's outcome/input ratio is perceived by the employee
to be equal to that of a referent
Answer: FALSE
69) The extent to which a person has a strong desire to control or influence others is
called "need for achievement"
Answer: FALSE
70) Groupthink is the process of evaluating two or more options in a group in order to
reach the best possible outcome
Answer: FALSE
CHƯƠNG 3
1) Thinking of money as a motivator, expectancy theory mainly suggests that
A) money plays no part in motivating employee behaviour.
B) money is the only extrinsic motivator.
C) individuals need to value the reward, whether it is money or something else, or it
won't be motivational.
D) individuals care little about the value of the reward but appreciate the gesture.
2) Money is probably the most emotionally meaningful object in contemporary life. Only
A) sex and ambition are its close competitors.
B) ego and ambition are its close competitors.
C) shelter and ambition are its close competitors.
D) food and sex are its close competitors.
3) When using bonuses, managers should be mindful of
A) the amount, so that the bonus does not negatively effect the profits of the company. B)
not recognizing friends within the company.
C) the size of the bonus in relation to the event recognized.
D) potential unexpected behaviours arising when employees try to ensure they will
receive bonuses.
E) very little, the bonus is just so effective.
4) One strength of a variable-pay program is that it
A) encourages individuals to work together effectively.
B) increases the skill levels of employees.
C) motivates task performance.
D) can reduce the number of employees needed
5) Profit sharing plans
A) a reward system that pays bonuses to employees on the basis of previous year’s
level of corporate profits.
B) are company-established benefit plans in which employees acquires stock as part of
their benefits.
C) give employees the right to buy stock in the company at a later date for a guaranteed
price.
D) focus on future financial results.
E) give employees the right to buy stock in the company at a later date for the market
price at that time.
6) Skill-based pay is attractive to organizations because it tends to create a
A) flexible workforce with interchangeable skills.
B) responsive workforce to management requests.
C) lower cost base or starting point for all employees.
D) single-pay system that is easy for everyone to understand.
7) Taylor Inc. has different benefits plans for employees who are single parents as
compared to those for single employees with no dependents. Specifically, single parents
get additional disability insurance as well as life insurance. This type of benefit plan is
known as
A) core-plus.
B) modular.
C) flexible spending.
D) cafeteria.
8) Gainsharing is a variable-pay program that is an incentive plan for
A) individuals, where improvements in an individual's productivity, from one period to
another, determine the amount awarded.
B) all employees of the company, where employees gain when the company gains market
share.
C) workplace groups or departments, where improvements in group productivity,
from one period to another, determine the amount shared.
D) all employees of the company, where every employee gains when the company
increases productivity.
E) individuals, where an individual who accomplishes specific goals, receives a
percentage of company profit.
9) Variable-pay or pay-for-performance programs operate reward programs at three levels
A) individual, group and organizational.
B) individual, departmental and organizational.
C) individual, departmental and community.
D) individual, group and community.
10) Research on pay found organizations paying more attracted better-qualified, more
motivated employees who stayed with the organization longer; these organizations have
A) higher employee morale.
B) higher customer satisfaction.
C) higher employee productivity.
D) higher employee productivity and higher customer satisfaction.
E) higher employee morale, higher employee productivity and higher customer
satisfaction
11) Pay for performance means employees must
A) share only in the rewards of a company.
B) share in the risks as well as the rewards of their employer's business.
C) share in the risks at the expense of the rewards of their employer's business. D) share
all aspects of a company's business.
12) Studies have shown that the most powerful workplace motivator is
A) a company dinner.
B) promotion.
C) time in lieu. (tg nghỉ)
D) money.
E) recognition.
13) Paying a data entry clerk an hourly rate plus bonus per page is an example of a
A) variable-pay plan.
B) modified piece-rate plan.
C) teamwork incentive plan.
D) gainsharing plan.
14) If an organization wants a group of individuals to function as a team, emphasis needs
to be on
A) individual rewards, rather than team-based awards.
B) team-based performance, rather than team-based rewards.
C) individual rewards, rather than team-based rewards.
D) a sense of company loyalty.
E) team-based rewards, rather than individual rewards.
15) One weakness of skill-based pay programs is that
A) employees may "top out", or learn all the skills available.
B) team performance can be difficult to evaluate.
C) earnings vary from year to year.
D) individuals do not always have control over factors that affect productivity.
16) Terry likes to see a direct connection between her performance and the compensation
she receives each year. Terry prefers a
A) merit-based pay program.
B) seniority-based pay program.
C) inflation-based pay program.
D) variable pay program.
17) A $5 employee bonus, awarded by employees to a colleague who has been helpful
and supportive, would
A) motivate individual performance goals.
B) be too difficult to track.
C) cause colleagues to compete against one another.
D) motivate organizational citizenship behaviour.
18) Profit-sharing plans share company profit based on
A) past financial results.
B) monthly expectations.
C) individual performance results.
D) future financial results.
19) According to expectancy theory, for employees to be motivated
A) performance must be directly linked to rewards.
B) their compensation must be incremental.
C) they can expect to work less but still find financial benefits.
D) rewards are irrelevant and performance is the key driver for motivation.
E) performance must be indirectly linked to rewards.
20) The financial meltdown of September 2008 may have been related to
A) a failing global stock market.
B) lack of proper accounting procedures within mortgage lending.
C) bonus compensation strategies in mortgage lending.
D) too few regulatory managers.
21) Two specific forms of individual-based pay-for-performance programs
A) stock options and gainsharing.
B) piece-rate wages and gainsharing.
C) profit-sharing and gainsharing.
D) variable-pay programs and piece-rate wages.
E) piece-rate wages and bonuses
22) In a piece-rate pay plan, employees are paid
A) a piece of company profits equal to their production quota.
B) a piece of their salary and increases when specific targets are met or surpassed.
C) a fixed hourly rate and a bonus for achieving targets.
D) a fixed sum for each unit of production completed.
23) Extremely attractive or unattractive individuals are most likely to be noticed in a
group. Which of the following statements best describes the reason behind this?
A) Our perception of reality depends on our past experiences.
B) Our perception of reality depends on our personality.
C) We don't look at targets in isolation.
D) The time at which we see an object can influence our perception of the object.
E) Our motives and expectations affect our perception of a target.
23) When two people witness something at the same time and in the same situation yet
interpret it differently, factors that operate to shape their perceptions reside in the
________.
A) perceivers
B) target
C) timing
D) context
E) situation
25) Some studies suggest that money is a better motivator in the short-term, but in the
long-term,
A) recognition in the workplace mattered more.
B) promotion in the workplace mattered more.
C) accomplishments in the workplace mattered more.
D) non-financial incentives in the workplace mattered more.
26) Bonuses reward ________ behaviour, rather than historical performance and are
________ rewards rather than ongoing entitlements.
A) intrinsic, current
B) recent, one-time
C) extrinsic, one-time
D) innovative, current
E) innovative, intrinsic
27) The research on ESOPs indicates
A) CEOs with ESOP plans are more likely to lie to affect stock price.
B) ESOPs positively affect employee satisfaction but the effect on performance is
unclear.
C) ESOPs positively affect profit growth for a company, including net profit.
D) ESOPs negatively affect employee satisfaction but positively effect performance.
E) ESOPs positively affect revenues per employee but have a negative affect on job
satisfaction on employees.
28) Personally congratulating an employee in private for a good job is an example of
A) managerial effectiveness.
B) Maslow's hierarchy theory.
C) employee recognition.
D) Herzberg's motivation-hygiene theory.
29) A spontaneous and private "thank you," or a "bragging board," are examples of
A) employee recognition programs.
B) intrinsic employee reward systems.
C) union-sponsored recognition programs.
D) gainsharing and profit-sharing programs.
30) Last month a company produced 1000 items/10,000 person hours and this month they
produced 1000 items/9,000 person hours. Dividing the productivity savings between
company and employees is an example of
A) gainsharing. (hoa hồng)
B) profit sharing.
C) a piece-rate plan.
D) a variable-pay plan.
31) Motivation theories are culturally sensitive and managers should be sensitive to
national differences. Intrinsic job characteristics and job involvement were valued in the
A) US and Japan, but not in Hungary.
B) US and Hungary, but not in Japan.
C) US and Japan, but not in Canada.
D) US, Japan, and Hungary
32) In a country with high uncertainty avoidance, employees would prefer the reward of
A) pay for performance.
B) individual incentives.
C) flexible benefits
D) seniority-based pay.
33) Organizations hoping for improved teamwork and collaboration should reward
A) individual team members for individual productivity.
B) individual team members who mentor good group relationships.
C) team leaders who direct the team.
D) team members equally for team productivity.
34) Strategies for authentic motivation, according to Alfie Kohn, include
A) communicating to employees the company viewpoint.
B) setting goals and explaining to employees the outcomes if goals are not achieved.
C) focusing on what the employee is doing wrong and how that affects the company.
D) providing choice to employees over how they do the task.
E) helping employees rather than putting them under surveillance.
35) Jace is foreman of a team of welders; the team meets at the beginning of each shift to
discuss what work tasks must be completed, decides how the work will be processed and
assigns roles to each worker. Of Alfie Cohen's recommendations, this style represents
A) incentive (khích lệ) pay.
B) authentic motivation.
C) cooperative process.
D) providing choice.
36) Which is TRUE of jobs high in job characteristics - variety, significance, autonomy
and feedback?
A) Organizational goals and individual rewards are easily achieved when the model is
used.
B) Only cultures high in uncertainty avoidance are most successful using this model.
C) All cultures value variety, significance, autonomy and feedback.
D) Not all individuals value variety, significance, autonomy and feedback on the job
37) When skill variety, task identity and task significance are all present in a job they
create
A) autonomy.
B) self-efficacy.
C) distributive justice.
D) continuance commitment.
E) meaningful work.
38) Employees in a country that values individualism would likely prefer the reward of
A) stock options.
B) maternity leave programs.
C) career-break schemes.
D) flexible benefit.
39) An example of a country that generally prefers certainty in compensation system
rewards is
A) Greece.
B) Sweden.
C) United States.
D) United Kingdom.
40) An example of a country where employees would prefer social benefits as rewards is
A) Greece.
B) the Netherlands.
C) United Kingdom.
D) Australia.
41) If a country put a high value on humane orientation, its reward preference would be
A) stock options.
B) individual incentives.
C) pay for performance.
D) skill-based pay.
E) workplace child-care programs.
42) Alfie Kohn, in his book Punished by Rewards, proposes that we re-evaluate
evaluation and, as a result, the performance evaluation system might be structured
A) around the employee listening better.
B) more on what you are doing poorly.
C) more on who is performing poorly.
D) more like a two-way conversation.
43) When Carol walked out of her annual performance review, she felt good. She felt that
the meeting was fair and constructive, and that the manager who did the review was
sincere. There is no financial component to Carol's performance review, it is just an open
discussion. This form of review can be described as
A) peer-based.
B) 360.
C) modular.
D) effective
44) If a hard-working athlete or student with modest abilities consistently outperforms a
more gifted, but lazy student, this indicates that
A) if both ability and motivation are inadequate, performance will be negatively affected.
B) if either ability or motivation is inadequate, performance will be negatively
affected.
C) if either ability or compensation is inadequate, performance will be negatively
affected.
D) if either ability or motivation is inadequate, performance will be positively affected.
45) "We are most likely to become enthusiastic about what we are doing—and all else
being equal, to do it well—when we are free to make decisions about the way we carry
out a task." This speaks to which of the following approaches to creating a motivating
work environment?
A) establish incentive pay
B) encourage collaboration
C) enhance content
D) provide choice
46) Carefully matching people to their jobs and giving them the opportunity to try new
jobs is an example of creating a more motivating work environment by
A) encouraging collaboration.
B) enhancing content.
C) providing the opportunity to perform.
D) providing choice.
47) Job rotation is defined as
A) changing jobs every month so as to keep the newness level high.
B) changing jobs every week so as to keep the newness level high.
C) an opportunity for employees to change jobs when they feel the need.
D) the systematic removal of employees and their replacement by new, energetic
employees.
E) the periodic shifting of an employee from one task to another.
48) Kerry was happy with recent changes to her job. She now has more freedom,
independence, and responsibility, as she now is able to complete all seven steps of
assembly by herself. She also inspects her product to ensure it is functioning. This is an
example of
A) job rotation.
B) job enrichment.
C) job security.
D) job sharing
49) Sam periodically shifts his employees from one task to another in order to give them
a change of routine and the opportunity to learn new skills. This practice is known as
A) job design.
B) job enrichment.
C) job rotation.
D) job satisfaction.
50) The JCM is well researched and evidence supports that there is a multiple set of
A) task variety.
B) job characteristics.
C) task identity.
D) task significance.
51) Nursing the sick in a hospital intensive care unit is an example of
A) high feedback.
B) high task significance.
C) high task identity.
D) high autonomy.
E) high skill variety.
52) As Gail has gained more experience as a customer service representative in a bank,
she has been given more freedom to complete transactions for clients by herself and she
has been given more responsibilities for planning her training courses and skill
development. Gail is experiencing
A) job design.
B) job enrichment.
C) job rotation. D) job satisfaction.
E) job enlargement.
53) A call center operator who must answer calls as they come according to routine,
highly scripted procedures is an example of low
A) task identity.
B) skill variety.
C) autonomy.
D) feedback.
54) A designer who designs a belt, selects the leather, shaves and tools the leather and
finishes it to perfection is an example of high
A) autonomy.
B) task identity.
C) task significance.
D) skill variety.
55) Jobs that are high on motivating potential must be high on both
A) creativity and responsibility.
B) autonomy and feedback.
C) compensation and responsibility.
D) variety and potential.
56) Sweeping hospital floors is an example of
A) low task significance.
B) low skill variety.
C) low task identity
D) low autonomy.
57) A home security system installer who schedules work for the day, makes visits
without supervision, and decides the most effective system and techniques for each
installation has a job that has
A) high autonomy
B) high significance.
C) high identity.
D) high variety.
58) Flex time and telework grant employees
A) low task identity.
B) high task significance.
C) higher autonomy.
D) low skill variety
59) A factory worker who assembles microchips but passes quality control inspections to
another department has a job with
A) low skill variety.
B) high task identity.
C) low task significance.
D) high feedback.
E) low autonomy.
60) The JCM allows us to make this statement with relative confidence
A) People who work on jobs with high core job dimensions are generally more
motivated, satisfied and productive than are those who do not.
B) People who work on jobs with low core job dimensions are generally more motivated,
satisfied and productive than are those who do.
C) People who work on jobs with high core job dimensions are generally less motivated,
satisfied and productive than are those who do not.
D) People who work on jobs with high core job dimensions cannot be motivated,
satisfied and productive.
61) Jason was a unique employee. He has a wide range of appropriate skills and gets
frustrated when he doesn't get a chance to utilize them on the job. To motivate Jason, it is
important that his job reflect
A) autonomy.
B) skill variety.
C) security.
D) teamwork. E) gainsharing.
62) Job enrichment is
A) giving an employee more tasks while paying at the same level.
B) expanding a job horizontally.
C) a result of downsizing, as employees must cover the duties of the departed employee.
D) giving an employee a title which suggest he or she has more responsibility, but in fact
does not.
E) expanding a job vertically.
63) Job enrichment refers to
A) the vertical expansion of jobs.
B) the horizontal expansion of jobs.
C) both vertical and horizontal expansion of jobs.
D) the complexity of motivational incentives being offered in the workplace.
64) Job enrichment increases the degree to which workers control the
A) number of motivational incentives in the workplace.
B) hours and pay of their job.
C) ability to communicate with managers within the workplace.
D) planning, motivation and incentives of their work.
E) planning, execution and evaluation of their work.
65) The JCM describes jobs in terms of five core dimensions
A) motivational factors, performance outcomes, satisfaction, activities, and growth.
B) skill variety, task identity, task significance, autonomy and feedback.
C) meaningfulness, experience, outcomes, tasks, skill acquisition.
D) collaboration, choice, evaluation, motivation and opportunity.
E) skill variety, collaboration, outcomes, satisfaction and feedback
66) Within the JCM, core job dimensions can be combined into a single predictive index
called the
A) motivating polarized score.
B) motivating positive self-esteem.
C) motivating positive score.
D) motivating potential score.
67) If jobs score high on motivating potential, the MPS model predicts improved A)
teamwork, collaboration and achievement.
B) responsibility, growth and commitment.
C) empowerment, involvement and development.
D) teamwork, performance and satisfaction.
E) motivation, performance and satisfaction.
68) When two or more people split a 40 hour a week job it is called
A) job compression.
B) job sharing. ‘
C) job rotation.
D) telework.
E) job expansion.
69) Flextime is short for
A) flexible time off.
B) flexible employee schedules.
C) flexible work hours.
D) flexible variations at work.
E) flexible break times.
70) The three categories of jobs identified as most appropriate to telecommuting are
A) routine information-handling tasks, public relations tasks, and repetitive tasks.
B) routine information-handling tasks, intricate tasks, and repetitive tasks.
C) routine information-handling tasks, mobile activities and professional/
knowledge-related tasks.
D) routine information-handling tasks, managerial tasks, and service-related tasks.
71) Jessica works from her home via her computer, which is linked to her office network.
This is an example of
A) telecommuting.
B) job sharing.
C) job enlargement.
D) flextime.
72) The major difficulty of job sharing is
A) finding a compatible pair of employees who can successfully coordinate the
demands of the job.
B) finding a clear and concise job description to share.
C) finding enough employees to fill the position.
D) finding a job where the manager can deal with this recent phenomenon.
73) Job sharing is defined as the practice of
A) having an employee share his or her experience with other employees.
B) having two or more people split a 40-hour-a-week job.
C) having an employee work at home for a portion of the week.
D) having an employee report on the effectiveness of his or her performance.
E) having two or more people working at the same time
74) When a manager located in Vancouver reports to an executive in Toronto regarding
work being done in Calgary, this is an example of
A) job sharing.
B) telecommuting.
C) job enriching.
D) job friendly.
75) Telecommuting is defined as
A) conducting business via technology.
B) conducting job through smartphone outreach in your community.
C) an arrangement where employees are encouraged to meet with clients via technology,
rather than make face-to-face visits.
D) an arrangement where employees work away from an office, connecting to work
and office via technology.
76) When an organization has employees who sit on the company's board of directors the
company is increasing employee involvement through
A) participative management.
B) collaborative labour relations.
C) representative participation.
D) hierarchical participation
77) Participative management includes
A) workers setting targets with co-workers.
B) subordinates reporting to supervisors.
C) workers participating as team leaders.
D) subordinates sharing decision-making with immediate superiors
78) Participative management is linked to
A) Herzberg's hygiene.
B) Herzberg's dissatisfaction scale.
C) Theory X.
D) Theory Y.
79) Nunavut has had great difficulty finding doctors willing to commit to serving the
territory for more than short periods of time. This problem could be solved by
A) job enrichment.
B) job redesign.
C) job enlargement.
D) job sharing.
80) Bill Leung is the HR Director for Copper Inc., a mining firm. The business has been
losing money over the past three years due to a worldwide slump in copper prices. There
is pressure to reduce labour costs and increase productivity. Bill must recommend a plan
for the research department staff. It's difficult to assess researchers' performance because
of the kind of work they do. Recently, a number of researchers have been laid off because
of the company's losses; remaining staff members must get involved in new projects.
Flexibility and communication between project team members is very important. What
kind of incentive plan would meet Bill's needs best?
A) skill-based pay
B) piece rate
C) profit sharing
D) ESOP
E) gainsharing
81) Ama Foods uses thank you cards to express gratitude to individuals and teams that
have benefited the organization. This is an example of management providing
A) extrinsic rewards.
B) intrinsic rewards.
C) gainsharing.
D) skill-based compensation.
82) Carol works for a tailor and she is being paid a fixed sum for each garment that she
alters to customer specifications. Carol is receiving pay that is
A) merit-based.
B) skill-based.
C) piece-rate. (hình thức trả công theo từng sản phẩm)
D) gainsharing
83) The production workers at ABC Inc. were getting better at their jobs as they gained
more experience with the new technology that had recently been installed. The company
knew that significant savings would result if they continued to be able to produce the
same number of units of product in less time. To motivate the workers to do so, ABC Inc.
should consider using
A) stock options.
B) bonuses.
C) gainsharing.
D) piece-rate wages.
84) People who work at baseball parks selling peanuts and soft drinks are typically paid
according to
A) salary.
B) bonuses.
C) piece rate.
D) gainsharing.
85) Employee involvement strategies try to increase an employee's
A) distributive justice.
B) organizational commitment. (cam kết của tổ chức)
C) organizational rivalry.
D) participative management.
86) Motivation theories explain how money relates to individual motivation.
Answer: FALSE
87) Studies have shown recognition (công nhận) to be the most powerful workplace
motivator.
Answer: TRUE
88) Rewarding a behavior with recognition immediately following that behavior is likely
to encourage its repetition (sự lặp lại).
Answer: TRUE
89) It is important that employees perceive a clear linkage between rewards and
performance.
Answer: TRUE
90) The most commonly used reward in organizations is advancement.
Answer: FALSE
91) Steve, a new employee, was surprised to learn that if his department was able to
produce a given quantity of product in less time than before, the cost savings would, in
part, be shared with every member of the department. This is an example of profit
sharing.
Answer: FALSE
92) Setting pay levels requires the balancing of internal and external equity.
Answer: TRUE
93) Employees in a gainsharing plan can receive incentive awards even when the
organization isn't profitable.
Answer: TRUE
94) Rewards do not need to be linked to the type of performance expected.
Answer: FALSE
95) In an effort to motivate and retain top performers, more companies are increasing the
differential between top and bottom performers.
Answer: TRUE
96) Motivation theories only give a vague idea of how money relates to individual
motivation.
Answer: TRUE
97) Countries that put a high value on individualism place little emphasis on an
individual's responsibility for performance that leads to rewards.
Answer: FALSE
98) Jake was confused. After being transferred from Canada to Japan, he rewarded his
new sales team with new watches for their excellent performance, just as he had done
when he was in Canada. However, his new sales team did not seem to appreciate the
watches. This suggests that motivation theories do not necessarily work equally well
throughout the world.
Answer: TRUE
99) Individuals respond differently to rewards, in part based on the culture they come
from.
Answer: TRUE
100) Individuals often motivate themselves intrinsically and can achieve quite high levels
of performance.
Answer: TRUE
101) Giving rewards for things that were previously done for intrinsic motivation will
decrease motivation.
Answer: TRUE
102) An example of high task significance is nursing the sick in the hospital intensive
care unit.
Answer: TRUE
103) Charlie gets bored easily doing the same thing over and over; he has performed
better at work recently, because his boss began to shift him from one task to another. This
is an example of increasing job significance.
Answer: FALSE
104) Nursing the sick in a hospital intensive care unit is an example of high autonomy.
Answer: FALSE
105) A telephone salesperson who must speak from a prepared script is an example of
high autonomy.
Answer: FALSE
106) The owner-operator of a garage who does tune-ups, oil changes, body work, and
interacts with customers is an example of a job with high skill variety characteristics.
Answer: TRUE
107) A body shop worker who sprays paint eight hours a day is an example of a job with
high skill variety characteristics.
Answer: FALSE
108) A worker in a furniture factory who operates a lathe solely to make table legs is an
example of a job with low task identity characteristics.
Answer: TRUE
109) Sweeping hospital floors is an example of a job with low task significance
characteristics.
Answer: TRUE
110) Job rotation increases skill variety.
Answer: TRUE
111) Boredom during the first week or two of a new job activity is a common problem
with job rotation.
Answer: FALSE
112) Job enrichment gives an employee more control over his work than job rotation.
Answer: TRUE
113) Employees in technical trades are less likely to rotate jobs than managerial
employees.
Answer: FALSE
114) Until recently, labour unions have been resistant to discussions with management
about job redesign.
Answer: TRUE
115) In flextime, all employees are expected to be at work during the common core
period.
Answer: TRUE
116) The impact of flextime is not all positive.
Answer: TRUE
117) Flextime tends to reduce absenteeism and frequently improves employee
productivity.
Answer: TRUE
118) In Canada, women with flexible work schedules experience less stress.
Answer: FALSE
119) Working a four-day week, with employees working 10 hours a day is called
"flextime."
Answer: FALSE
120) Jim starts his workday at 6 a.m. and ends at 6 p.m.—three hours before and three
hours after the common core of coworkers start and end their day. This is an example of
job rotation.
Answer: FALSE
121) Flextime tends to reduce absenteeism.
Answer: TRUE
122) Jim and Janet each work one half of the same job. Their arrangement is termed job
sharing.
Answer: TRUE
123) Working at home via a computer linked to the office is called telecommuting.
Answer: TRUE
124) One positive outcome of telecommuting is decreased absenteeism.
Answer: TRUE
125) Tim uses videoconferencing and Internet to connect to his workplace office from his
home office. Tim is considered telecommuting.
Answer: TRUE
126) Research suggests that flextime actually increases absenteeism and reduces
productivity.
Answer: FALSE
127) The key universal characteristic of telecommuting is that the employees work in
their own homes.
Answer: FALSE
128) Variable-pay programs are consistent with expectancy theory predictions;
expectancy theory perceives a strong relationship between performance and
A) rewards.
B) productivity.
C) stock options.
D) salary.
129) A worker who is paid on the basis of the number of computer components produced
per day is said to be paid on:
A) An organization-based plan
B) A group-based plan
C) A commission basis
D) An equity basis
E) A piece-rate basis
130) A department store that pays its salespeople in the shoe department as a percentage
of the dollar value of shoes sold in the department is said to be using:
A) A commission basis
B) An equity basis
C) A piece-rate basis
D) A group-based basis
131) According to a recent study, about what percentage of medium- or large-size
organizations use profit-sharing plans with their employees?
A) 3 percent
B) 7 percent
C) 10 percent
D) 16 percent
131) According to a recent study, about what percentage of small-size organizations use
profit-sharing plans with their employees?
A) 5 percent
B) 10 percent
C) 15 percent
D) 25 percent
132) An organization focuses on cost-savings techniques and shares a percentage of the
cost-savings resulting from these techniques with its employees. This is the idea behind:
A) A profit-sharing plan
B) A Scanlon plan
C) Expectancy theory (thuyết kỳ vọng)
D) Inequity theory
132) Anything that an employee can give to himself or herself as a reward for "good"
performance on the job is known as a(n):
A) Vicarious reinforcer
B) Negative reinforcer
C) Self-reinforcer
D) Expectancy
133) For most people, pay is considered to be:
A) A negative reinforcer
B) A positive reinforcer (củng cố tích cực)
C) A negative valence
D) Vicarious learning