BUSPROG

1. How does motivation differ from morale? ANSWER: Motivation is defined as an individual, internal process that energizes, directs, and sustains behavior while morale reflects the individual’s attitude or feelings about the job, superiors, and the firm itself. POINTS: 1 DIFFICULTY: Moderate REFERENCES: pp. 267-268 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-1 NATIONAL STANDARDS: United States - AACSB: Reflective Thinking TOPICS: What is Motivation? KEYWORDS: Bloom's: Analysis 2. Under Taylor's scientific management system, what did management have the responsibility to determine about an employee's work, and what did the employee have the responsibility to decide? ANSWER: Under the scientific management system, management determined the best way to perform each task as well as the job output to be expected when employees performed the tasks properly. Management also chose the best person for each job and created output criteria for each employee. The employee only had to decide the rate of work that would earn him or her more than the basic rate. POINTS: 1 DIFFICULTY: Moderate REFERENCES: p. 269 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-2 NATIONAL STANDARDS: United States - BUSPROG: Analytic TOPICS: Historical Perspectives on Motivation KEYWORDS: Bloom's: Comprehension 3. What did Elton Mayo discover in the Hawthorne Studies about human factors that led to the birth of the human relations movement in management? ANSWER: The researchers led by Elton Mayo came to the conclusion that human factors were responsible for the results of their experiments. Human factors are at least as important to motivation as pay rates. The premise was that employees who are happy and satisfied with their work are motivated to perform better. POINTS: 1 DIFFICULTY: Moderate REFERENCES: pp. 269-270 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-2 NATIONAL STANDARDS: United States - BUSPROG: Analytic TOPICS: Historical Perspectives on Motivation KEYWORDS: Bloom's: Comprehension 4. Compare and contrast the assumptions about workers that would be held by a manager who uses Theory X and the assumptions about workers by a manager who uses Theory Y. Which of the two types of managers would you rather work for? Consider their management styles in your answer. ANSWER: A Theory X manager assumes that employees dislike work and will function effectively only in a highly controlled work environment. The manager would tend to make all decisions and give orders to employees, not allowing them in the decision￾making process. A Theory Y manage assumes that employees accept responsibility and work toward organization goals. This manager views employees as seeking out and willingly accepting responsibility and views employees as having the potential to help accomplish the organization’s goals. POINTS: 1 DIFFICULTY: Moderate REFERENCES: p. 273 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-2 NATIONAL STANDARDS: United States - BUSPROG: Analytic TOPICS: Historical Perspectives on Motivation KEYWORDS: Bloom's: Comprehension 5. Use Maslow’s hierarchy of needs concept to explain why you would expect to be more concerned about finding somewhere to stay after your house burned down than you would be about receiving a certificate of appreciation from the non-profit for which you volunteer. ANSWER: Maslow surmised that needs are arranged hierarchically with the most basic level, physiological needs, needing to be met before the next level, safety needs, must be met. Above safety needs are social needs, esteem needs, and self-actualization needs, respectively. Therefore, according to Maslow’s theory, the need to secure housing is of greater importance than the need of self-actualization, or receiving a certificate of recognition. POINTS: 1 DIFFICULTY: Moderate REFERENCES: p. 270 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-2 NATIONAL STANDARDS: United States - AACSB: Reflective Thinking TOPICS: Historical Perspectives on Motivation KEYWORDS: Bloom's: Application 6. Under Herzberg's motivation-hygiene theory, what are some of the factors that increase motivation and some that reduce dissatisfaction? If motivation factors are absent, is there an increase in feelings of dissatisfaction? If hygiene factors are absent, is there an increase in feelings of dissatisfaction? ANSWER: Job factors that Herzberg found most frequently associated with satisfaction were achievement, recognition, responsibility, advancement, growth, and the work itself. Job factors cited as causing dissatisfaction were supervision, working conditions, interpersonal relationships, pay, job security, company policies, and administration. Herzberg theorized that the absence of motivation factors did not necessarily result in feelings of dissatisfaction. POINTS: 1 DIFFICULTY: Moderate REFERENCES: p. 272 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-2 NATIONAL STANDARDS: United States - BUSPROG: Analytic TOPICS: Historical Perspectives on Motivation KEYWORDS: Bloom's: Comprehension 7. How does a positive reinforcement differ from a negative reinforcement? ANSWER: Positive reinforcement strengthens desired behavior by providing a reward while negative reinforcement involves punishing someone to eliminate an undesirable task or situation. POINTS: 1 DIFFICULTY: Moderate REFERENCES: pp. 274-275 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-2 NATIONAL STANDARDS: United States - AACSB: Reflective Thinking TOPICS: Historical Perspectives on Motivation KEYWORDS: Bloom's: Analysis 8. Punishment is often thought to do more harm than good. However, the advantage of using punishment in this situation is that it could motivate the employee to start showing up at work on time. The disadvantages of punishment are often an unpleasant environment, hostility and resentment, and the possibility that the behavior is suppressed for a short period only to return at a later time. ANSWER: Answer not provided. POINTS: 1 REFERENCES: p. 280 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-2 TOPICS: Historical Perspectives on Motivation 9. What does the word equity in equity theory refer to? ANSWER: Equity refers to the distribution of rewards in direct proportion to each employee’s contribution to the organization. POINTS: 1 DIFFICULTY: Easy REFERENCES: p. 275 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-3 NATIONAL STANDARDS: United States - BUSPROG: Analytic TOPICS: Contemporary Views on Motivation KEYWORDS: Bloom's: Knowledge 10. What is the deceptively simple assumption on which Vroom's expectancy theory of motivation is based? ANSWER: According to expectancy theory, the complex model is based on the idea that motivation depends on how much we want something and on how likely we think we are to get it. POINTS: 1 DIFFICULTY: Easy REFERENCES: p. 276 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-3 NATIONAL STANDARDS: United States - BUSPROG: Analytic TOPICS: Contemporary Views on Motivation KEYWORDS: Bloom's: Knowledge 11. What is goal-setting theory and how can an organization benefit from it? ANSWER: Goal-setting theory suggests that employees are motivated to achieve goals that they and their managers establish together. The goal should be specific, moderately difficult, and one that the employee will be committed to achieve. Managers in an organization can design rewards that fit employee needs, clarify expectations, maintain equity, and provide reinforcement. POINTS: 1 DIFFICULTY: Moderate REFERENCES: p. 277 LEARNING OBJECTIVES: FOBU.PRIDE.15.10-3 NATIONAL STANDARDS: United States - BUSPROG: Analytic TOPICS: Contemporary Views on Motivation KEYWORDS: Bloom's: Comprehension