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CHAPTER 7- MOTIVATING FOR PERFORMANCE. All Answers

CHAPTER 7- MOTIVATING FOR PERFORMANCE TRUE/FALSE 1. Knowing how to motivate people is never a challenge for managers. F PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Leadership Principles TOP: Discover Knowledge KEY: Bloom's: Application 2. Numerous studies have shown that people are more motivated when they have specific objectives and targets to work toward. T PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Motivation Concepts TOP: Establish Goals for High Performance KEY: Bloom's: Comprehension 3. Managers often find that people are motivated by different types of rewards. T PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Individual Dynamics TOP: Establish Goals for High Performance KEY: Bloom's: Comprehension 4. Many motivational ideas rest on a foundation of understanding the needs that motivate people. T PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Leadership Principles TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Knowledge 5. External rewards do not lose their power as motivational tools over time. F PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Operations Management TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Application 6. Managers can shower an employee with extrinsic rewards and still have an unmotivated employee if the person finds the job boring or unfulfilling. T PTS: 1 DIF: Challenging NAT: BUSPROG: Analytic LOC: DISC: HRM TOP: Shaping Behavior Toward High Performance: Design Motivating Jobs KEY: Bloom's: Synthesis 7. Employees do not need to believe that their efforts can lead to positive outcomes. F PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Individual Dynamics TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Analysis 8. As a manager, strive to keep feelings of equity in balance to maintain an unmotivating atmosphere. F PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Leadership Principles TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Comprehension 9. One significant way managers meet higher motivational needs is to shift power down from the top of the organization and share it with employees to enable them to achieve goals. T PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Motivation Concepts TOP: Motivate by Empowering People KEY: Bloom's: Comprehension 10. Engagement means being emotionally engaged at a personal level. T PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Ethical Responsibilities TOP: Give Meaning to Work through Engagement KEY: Bloom's: Comprehension MULTIPLE CHOICE 1. An early 20th century management thinker defined ___________ as “the art of getting things done through people.” a. work c. management b. coaching d. none of these C PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Ethical Responsibilities TOP: Discover Knowledge KEY: Bloom's: Comprehension 2. What is a key requirement of a manager who supervises a group? a. innovative thinking b. decision-making skills c. ability to motivate others to accomplish goals d. active listening C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Operations Management TOP: Discover Knowledge KEY: Bloom's: Analysis 3. What is the first step in building an effective motivation program? a. establish clear, specific, & appropriate goals b. set rewards for work accomplished c. designate an employee safety day d. none of these A PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Motivation Concepts TOP: Establish Goals for High Performance KEY: Bloom's: Analysis 4. _________ for motivation means setting specific, challenging goals that are accepted as valid by employees, and then helping people track their progress toward goals by providing timely feedback. a. Goal setting c. Decision-making b. Opportunities d. Importance A PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Creation of Value TOP: Establish Goals for High Performance KEY: Bloom's: Analysis 5. There is evidence that _______, where people are able to monitor their own progress toward a goal, is an even stronger motivator than external feedback. a. self-assurance c. self-feedback b. self-motivation d. all of these C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Individual Dynamics TOP: Establish Goals for High Performance KEY: Bloom's: Analysis 6. Shawna is a good manager. She routinely reminds her employees of the company’s priorities, provides them with specific goals, and shows them exactly how to focus their energies in ways that will contribute to accomplishing the goals and priorities. Shawna excels at exhibiting: a. clarity c. empathy b. disrespect d. commitment A PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Leadership Responsibilities TOP: Establish Goals for High Performance KEY: Bloom's: Application 7. What energizes people and compels them to develop ideas, plans, and strategies for achieving the objective? a. accomplishments c. challenge of the goal b. communication d. none of these C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Group Dynamics TOP: Establish Goals for High Performance KEY: Bloom's: Analysis 8. What occurs when people participate in setting goals so they feel a sense of control over their own work and have a better understanding of the goals they are striving towards? a. decreased motivation c. ethical standards b. commitment to the goals d. increased complaining B PTS: 1 DIF: Challenging NAT: BUSPROG: Analytic LOC: DISC: Strategy TOP: Establish Goals for High Performance KEY: Bloom's: Synthesis 9. Why is feedback an important motivator for managers? a. provides guidance c. provides recognition b. provides support d. all of these D PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Operations Management TOP: Establish Goals for High Performance KEY: Bloom's: Knowledge 10. Providing _______ of some type is essential for motivation, but can differ widely. a. numbers c. rewards b. values d. all of these C PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Creation of Value TOP: Establish Goals for High Performance KEY: Bloom's: Comprehension 11. What critical skill should managers exhibit in regards to rewards? a. recognize and adhere to ethical values b. acknowledge the importance of human quality c. understanding the link between individual needs and individual motivation d. all of these C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Individual Dynamics TOP: Establish Goals for High Performance KEY: Bloom's: Analysis 12. Suzanne, a single mother of two children, has been out of work for six months. She has used up a good portion of her savings. Right now, her priority is to find a job that will pay enough for her to provide a safe home with adequate food and clothing for her family. Suzanne is focused on what type of needs? a. direct c. higher-level b. lower-level d. none of these B PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Ethical Responsibilities TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Application 13. Which of the following are examples of higher-level needs? a. friendship c. accomplishment b. recognition d. all of these D PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Environmental Influence TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Knowledge 14. You can be a better _____ if you understand the type of motives that compel people to alter or continue a desired behavior. a. employee c. motivator b. organization d. all of these C PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Operations Management TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Comprehension 15. Using fear to motivate people almost always has ______ for employee development and long-term performance. a. negative consequences c. no consequence b. positive consequences d. none of these A PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Strategy TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Analysis 16. What type of rewards are pay increases, bonuses, promotions, and praise controlled by someone outside the person? a. motivational c. effective b. extrinsic d. incentive B PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Individual Dynamics TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Comprehension 17. The _________ indicates that people are motivated by five general types of needs: physiological, safety, belongingness, esteem, and self-actualization. a. intrinsic rewards c. hierarchy of needs b. open communication d. none of these C PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Leadership Principles TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Comprehension 18. What does the term “hygiene factors” refer to? a. work relationships b. characteristics that influence job dissatisfaction c. personal cleanliness d. work environment B PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Environmental Influence TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Comprehension 19. To increase satisfaction, motivation, and commitment, managers have to incorporate ______ into the work environment. a. hygiene factors c. motivators b. interpersonal relationships d. incentives C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Motivation Concepts TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Application 20. What type of needs do motivators focus on in the work environment? a. higher level c. both of these b. lower level d. neither of these A PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Leadership Principles TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Application 21. As each level of needs is satisfied, it declines in importance and the next higher level of needs is _______. a. not necessary c. met b. activated d. all of these B PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Ethical Responsibilities TOP: The Foundations of Motivation: Recognizing Human Needs KEY: Bloom's: Comprehension 22. What term refers to structuring jobs in a way to meet higher level needs and increase motivation toward the accomplishment of goals? a. extrinsic rewards c. job design b. performance d. all of these C PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Operations Management TOP: Shaping Behavior toward High Performance: Design Motivating Jobs KEY: Bloom's: Comprehension 23. Matching job characteristics to an employee’s interests, personality, and abilities, so that work is done by people who are well-suited to their jobs is known as ________. a. person-job fit c. universal standards b. ethical behavior d. none of these A PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Environmental Influence TOP: Shaping Behavior toward High Performance: Design Motivating Jobs KEY: Bloom's: Comprehension 24. Work redesign involves altering jobs to increase both the _____ of employees’ work experience and their ______. a. ethics, motivators c. quality, productivity b. tasks, assignments d. none of these C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Operations Management TOP: Shaping Behavior toward High Performance: Design Motivating Jobs KEY: Bloom's: Comprehension 25. The ______ model proposes that certain core job dimensions create positive psychological reactions within employees that lead to higher motivation and better performance. a. coach enhancing c. core job b. reactions d. job characteristics D PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Motivation Concepts TOP: Shaping Behavior toward High Performance: Design Motivating Jobs KEY: Bloom's: Knowledge 26. What term means the job has a recognizable beginning and ending? a. diversity c. skill variety b. task identity d. job scheduling B PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Strategy TOP: Shaping Behavior toward High Performance: Design Motivating Jobs KEY: Bloom's: Knowledge 27. Katie is a very motivated employee. When her boss gives her a project to do, he usually explains the goals and purpose of the project, and then asks for her input in determining how to complete the project. Once she’s started on the project, he allows her to decide what tasks to do in what order and to make important decisions on her own, using her experience and good judgement. Which of these factors contribute to Katie’s motivation? a. freedom c. self-determination b. discretion d. all of these D PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Motivation Concepts TOP: Shaping Behavior toward High Performance: Design Motivating Jobs KEY: Bloom's: Application 28. Why are options such as flexible work hours, telecommuting, and job sharing highly valued by employees? a. It enables them to balance their work and personal responsibilities. b. It motivates them to have flexible schedules. c. It creates a sense of importance. d. none of these A PTS: 1 DIF: Challenging NAT: BUSPROG: Analytic LOC: DISC: Ethical Responsibilities TOP: Shaping Behavior toward High Performance: Design Motivating Jobs KEY: Bloom's: Evaluation ***see page 243 end of 4.Give people autonmy..paragraph 29. What leads to greater intrinsic satisfaction, higher motivation, better work performance, and lower absenteeism and turnover? a. meaningfulness c. knowledge of results b. positive psychological reactions d. all of these B PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: HRM TOP: Shaping Behavior toward High Performance: Design Motivating Jobs KEY: Bloom's: Analysis 30. To channel motivation toward appropriate goals, people have to understand that their ______ is directly related to the outcomes they receive. a. behavior c. both of these b. performance d. neither of these C PTS: 1 DIF: Challenging NAT: BUSPROG: Analytic LOC: DISC: Operations Management TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Synthesis 31. What term refers to anything that causes a certain behavior to be repeated or inhibited? a. improvement c. avoidance b. reinforcement d. none of these B PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Creation of Value TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Comprehension 32. What is an example(s) of nonfinancial reinforcers? a. positive feedback c. attention b. social recognition d. all of these D PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Leadership Principles TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Application 33. What is highly effective for helping people learn new behaviors? a. continuous reinforcement c. meetings b. ignoring actions d. none of these A PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Motivation Concepts TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Analysis 34. ________ is more effective for maintaining appropriate behaviors and actions over the long term. a. Continuous reinforcement c. No reinforcement b. Partial reinforcement d. High visibility reinforcement B PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Ethical Responsibilities TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Analysis 35. What theory suggests that high motivation depends on an individual’s belief, or expectation, that he or she has the ability to perform tasks and receive desired awards. a. Principles theory c. Expectancy theory b. Personal gain theory d. Confidence theory C PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Individual Dynamics TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Knowledge 36. What theory proposes that people are motivated to seek social equity in the rewards they receive for performance? a. Equity theory c. Personal theory b. Expectancy theory d. Motivation theory A PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: HRM TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Knowledge 37. The idea of _____ suggests that people evaluate equity by a ration of inputs to outcomes. a. courage c. equity b. behaviors d. income C PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Strategy TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Comprehension 38. Treating people inequitably can have a devastating effect on ______. a. motivation c. finances b. fear d. morale A PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Creation of Value TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Comprehension 39. The part of the brain associated with reward processing and pleasure is _______ when people have to work to accomplish a reward than if they simply have the reward given to them. a. more stimulated and active c. less active b. not affected d. not changed A PTS: 1 DIF: Challenging NAT: BUSPROG: Analytic LOC: DISC: Environmental Influence TOP: Shaping Behavior toward High Performance: Use Awards Appropriately KEY: Bloom's: Synthesis 40. At the Sunny Day Cafe, the owner has told her servers to do whatever they need to do to please their customers without needing to consult her first. They routinely customize orders at no extra charge, and if a customer is really unhappy with a meal, the server has the authority to remove the charge from the bill. Sunny Day’s owner clearly believes in: a. Variation c. Empowerment b. Achievement d. Downsizing C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: HRM TOP: Motivate by Empowering People KEY: Bloom's: Application 41. Increasing employee _____ heightens motivation for task accomplishment because people improve their own effectiveness. a. power c. change b. boundaries d. none of these A PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Individual Dynamics TOP: Motivate by Empowering People KEY: Bloom's: Application 42. When employees are _______, they are involved in defining mission and goals, as well as in determining how to achieve them. a. mid or high level managers c. fully empowered b. insubordinate d. engaged C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Environmental Influence TOP: Motivate by Empowering People KEY: Bloom's: Analysis 43. At Healthy Body Fitness Center, employees enjoy their jobs, are satisfied with their work conditions, contribute enthusiastically to meeting team or organizational goals, and feel a sense of belonging and commitment to the organization. Healthy Body is a great example of employee __________. a. satisfaction c. engagement b. partnership d. morale C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Group Dynamics TOP: Give Meaning to Work through Engagement KEY: Bloom's: Application 44. ______ employees care deeply about the organization and actively seek ways to serve the mission. a. Fully engaged c. Good b. Vulnerable d. Leader A PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Leadership Principles TOP: Give Meaning to Work through Engagement KEY: Bloom's: Comprehension 45. When people in the workplace have a _____, they have pride and dignity. a. presentation c. feeling b. purpose d. none of these B PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Ethical Responsibilities TOP: Give Meaning to Work through Engagement KEY: Bloom's: Analysis 46. Engaged employees feel connected to ________. a. the company c. their managers b. one another d. all of these D PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Leadership Principles TOP: Give Meaning to Work through Engagement KEY: Bloom's: Knowledge 47. What characteristic makes the biggest difference in whether people feel engaged at work? a. paychecks c. driving distance b. managers’ behavior d. volume of work B PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Environmental Influence TOP: Give Meaning to Work through Engagement KEY: Bloom's: Comprehension 48. To be engaged, people need to: a. feel competent to handle what is asked of them b. feel like outsiders looking in c. feel that they have the chance to learn, grow, and advance d. be friends with their supervisors C PTS: 1 DIF: Moderate NAT: BUSPROG: Analytic LOC: DISC: Creation of Value TOP: Give Meaning to Work through Engagement KEY: Bloom's: Application 49. Studies suggest that organizations with engaged employees __________. a. have less turnover b. are more productive and profitable c. enjoy greater employee and customer loyalty d. all of these D PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Strategy TOP: Give Meaning to Work through Engagement KEY: Bloom's: Knowledge 50. As a manager, you can help reverse the slide toward disengagement by enabling people to find _______ at work. a. meaning c. challenge b. connection d. all of these D PTS: 1 DIF: Easy NAT: BUSPROG: Analytic LOC: DISC: Strategy TOP: Give Meaning to Work through Engagement KEY: Bloom's: Comprehension SHORT ANSWER 1. What are four key points to remember for setting goals? Briefly describe. 2. What are the four categories of motives manager can use? Explain and provide an example of each one. 3. What are four elements that enable and empower employees to accomplish their jobs? ESSAY 1. Explain the differences between the horizontal and vertical dimensions of the four motives managers can use to motivate people. 2. List the five core job dimensions managers can make alterations to in order to increase motivation. Choose the one you think would be most effective and explain your choice. 1. Increase skill variety - requires more skills and are more motivating 2. Structure jobs so that an employee can perform a complete task from beginning to end. 3. Incorporate task significance into the job. 4. Give people autonomy for choosing how and when to perform specific tasks. 5. To the extent possible, design jobs to provide feedback and let employees see the outcomes of their efforts. 3. Current approaches to empowerment can be classified based on two dimensions. Describe what they are.

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