BUSMHR 3200 EXAM 1&2 INKS QUESTIONS AND
VERIFIED ACCURATE ANSWERS
Basic levels within the organization - Answers - individual, team, organization level
Derailers - Answers - -insensitivity to others
-poor working relations
-inability to build or lead a team
-authoritarianism
-inability to change and adapt
Human relations movement - Answers - -increasing numbers of studies/writings from
behavioral scientists focusing on the "human" factor
-collective bargaining legalized in 1935; management looking for other ways to manage
workforce
McGregor's Theory X vs Y - Answers - one doesn't replace the other; just different
perspectives on people
Theory x - Answers - -People dislike work and
avoid it whenever possible
-People need to be coerced
to work
-People require close
supervision at all times
-Most people prefer to be
directed, have little ambition
and avoid responsibility
-top down hierarchal
Theory y - Answers - -Work is seen as a natural
activity, like play or rest
-Given objectives, people can
be very self-directed
-People become committed to
objectives with some reward
-Most people are ambitious and can accept (and seek out) responsibility
-in general people think more progressive way of looking at people but different
perspectives
,Strategic Management - Answers - -A plan for integrating goals, tactics, policies and
actions into a meaningful whole
-Has two primary elements
--Strategy Formulation (designing/developing a strategy)
--Strategy Implementation (making it happen/implementation)
Strategy Formulation - Answers - Devoloping a strategy
-starts with a vision
-lofty compelling future state they are trying to make
Goes into a mission
Internal Analysis-strengths/weaknesses
External Analysis-Opportunities/threats
+
vision
mission
goals
= strategic plan
SWOT analysis is commonly used here
Strategy Implementation - Answers - Galbraith's Star Model
Focuses on 5 critical elements or organization functioning:
strategy
structure
systems & processes
metrics & rewards
people
*all elements need to be aligned for org. to succeed
Motivation - Answers - Psychological (and physiological) processes that underline the
direction, intensity, and persistence or behavior of thought
Intrinsic Motivation - Answers - aspects related to the job, internal characteristics of the
person, etc.
-feelings generated from doing rather than being rewarded
-give this to ourselves!
Extrinsic Motivation - Answers - aspects related to rewards, recognition, promotion, etc.
-results from the potential or actual receipt of extrinsic rewards
Fundamental Equation regarding performance - Answers - P= A x M x O
,P=performance
A=ability
M=motivation
O=opportunity
This model is multiplicative; needs all three elements to work
Need-based theories of motivation - Answers - -Maslow's Need Hierarchy Theory
-Alderfer's ERG Theory
-McClelland's Need Theory
Maslow's Hierarchy of Needs - Answers - Abraham Maslow developed this
suggests that there are five needs we need as individuals, in a hierarchy
Growth Needs:
Self-actualization (needs to be all that we can be)
Esteem Needs( need to feel good about self)
Deficiency Needs:
Social/love needs (needs for belongings)
Safety needs(physical/psych)
Physiological needs (food/water)
*not supported, but theory remains popular
-can only work on one need at a time
Alderfer's ERG Theory - Answers - Clayton Alderfer
Growth needs
Relatedness needs
Existence Needs
*not a strict hierarchy theory, can work on all needs at one time
McClelland's Need Theory - Answers - David McCellend's
-motivation is a function of three different needs that vary from individual to individual
Need for Achievement
Need for Affiliation
Need for Power
*success in a role often a function of fit between the job and person's needs
, Need for Achievement - Answers - (n-Ach)
the desire to accomplish something difficult
Need for Affiliation - Answers - (n-Affil)
the desire to spend some time in social relationships and activities
Need for Power - Answers - (n-Pow)
the desire to influence, coach, teach, or encourage others to achieve
Job design approaches to motivation - Answers - focuses on design of job having
implications for improved satisfaction, motivation and performance and reduced
absenteeism, turnover, etc.
-job enlargement
-horizontal growth
-job enrichment
- vertical growth
-job rotation
-job crafting
-job simplification
-job characteristics model
*consider "little things" that sometimes go along with these
Job Characteristics Model - Answers - Core Job Characteristics-->
Critical Psychological States-->
Outcomes
Job Satisfaction - Answers - -an affective or emotional response to one's job
-moderately correlated (at best) with most work outcomes/measures
Satisfied employees - Answers - may not necessarily be high performing, innovative,
enthusiastic, etc.
Employee engagement - Answers - -assumes satisfaction plus a level of excitement and
enthusiasm about the work, energy/enthusiasm for the organization, and passion for
what one does
-more strongly correlated wit positive outcomes than satisfactions
*better measure of commitment or discretionary effort
Equity Theory - Answers - -has its roots in cognitive dissonance theory
-can help explain a large number of motivation situations
-FOCUSES ON PERCIEVED FAIRNESS, JUSTICE IN SOCIAL EXCHANGES
VERIFIED ACCURATE ANSWERS
Basic levels within the organization - Answers - individual, team, organization level
Derailers - Answers - -insensitivity to others
-poor working relations
-inability to build or lead a team
-authoritarianism
-inability to change and adapt
Human relations movement - Answers - -increasing numbers of studies/writings from
behavioral scientists focusing on the "human" factor
-collective bargaining legalized in 1935; management looking for other ways to manage
workforce
McGregor's Theory X vs Y - Answers - one doesn't replace the other; just different
perspectives on people
Theory x - Answers - -People dislike work and
avoid it whenever possible
-People need to be coerced
to work
-People require close
supervision at all times
-Most people prefer to be
directed, have little ambition
and avoid responsibility
-top down hierarchal
Theory y - Answers - -Work is seen as a natural
activity, like play or rest
-Given objectives, people can
be very self-directed
-People become committed to
objectives with some reward
-Most people are ambitious and can accept (and seek out) responsibility
-in general people think more progressive way of looking at people but different
perspectives
,Strategic Management - Answers - -A plan for integrating goals, tactics, policies and
actions into a meaningful whole
-Has two primary elements
--Strategy Formulation (designing/developing a strategy)
--Strategy Implementation (making it happen/implementation)
Strategy Formulation - Answers - Devoloping a strategy
-starts with a vision
-lofty compelling future state they are trying to make
Goes into a mission
Internal Analysis-strengths/weaknesses
External Analysis-Opportunities/threats
+
vision
mission
goals
= strategic plan
SWOT analysis is commonly used here
Strategy Implementation - Answers - Galbraith's Star Model
Focuses on 5 critical elements or organization functioning:
strategy
structure
systems & processes
metrics & rewards
people
*all elements need to be aligned for org. to succeed
Motivation - Answers - Psychological (and physiological) processes that underline the
direction, intensity, and persistence or behavior of thought
Intrinsic Motivation - Answers - aspects related to the job, internal characteristics of the
person, etc.
-feelings generated from doing rather than being rewarded
-give this to ourselves!
Extrinsic Motivation - Answers - aspects related to rewards, recognition, promotion, etc.
-results from the potential or actual receipt of extrinsic rewards
Fundamental Equation regarding performance - Answers - P= A x M x O
,P=performance
A=ability
M=motivation
O=opportunity
This model is multiplicative; needs all three elements to work
Need-based theories of motivation - Answers - -Maslow's Need Hierarchy Theory
-Alderfer's ERG Theory
-McClelland's Need Theory
Maslow's Hierarchy of Needs - Answers - Abraham Maslow developed this
suggests that there are five needs we need as individuals, in a hierarchy
Growth Needs:
Self-actualization (needs to be all that we can be)
Esteem Needs( need to feel good about self)
Deficiency Needs:
Social/love needs (needs for belongings)
Safety needs(physical/psych)
Physiological needs (food/water)
*not supported, but theory remains popular
-can only work on one need at a time
Alderfer's ERG Theory - Answers - Clayton Alderfer
Growth needs
Relatedness needs
Existence Needs
*not a strict hierarchy theory, can work on all needs at one time
McClelland's Need Theory - Answers - David McCellend's
-motivation is a function of three different needs that vary from individual to individual
Need for Achievement
Need for Affiliation
Need for Power
*success in a role often a function of fit between the job and person's needs
, Need for Achievement - Answers - (n-Ach)
the desire to accomplish something difficult
Need for Affiliation - Answers - (n-Affil)
the desire to spend some time in social relationships and activities
Need for Power - Answers - (n-Pow)
the desire to influence, coach, teach, or encourage others to achieve
Job design approaches to motivation - Answers - focuses on design of job having
implications for improved satisfaction, motivation and performance and reduced
absenteeism, turnover, etc.
-job enlargement
-horizontal growth
-job enrichment
- vertical growth
-job rotation
-job crafting
-job simplification
-job characteristics model
*consider "little things" that sometimes go along with these
Job Characteristics Model - Answers - Core Job Characteristics-->
Critical Psychological States-->
Outcomes
Job Satisfaction - Answers - -an affective or emotional response to one's job
-moderately correlated (at best) with most work outcomes/measures
Satisfied employees - Answers - may not necessarily be high performing, innovative,
enthusiastic, etc.
Employee engagement - Answers - -assumes satisfaction plus a level of excitement and
enthusiasm about the work, energy/enthusiasm for the organization, and passion for
what one does
-more strongly correlated wit positive outcomes than satisfactions
*better measure of commitment or discretionary effort
Equity Theory - Answers - -has its roots in cognitive dissonance theory
-can help explain a large number of motivation situations
-FOCUSES ON PERCIEVED FAIRNESS, JUSTICE IN SOCIAL EXCHANGES
