HRM 300 QUESTIONS WITH VERIFIED ANSWERS
Motivation: What is it and what does someone with it look like? - Answers - The desire
to achieve a goal or a certain performance level, leading to goal-directed behavior.
When we refer to someone as being motivated, we mean that the person is trying hard
to accomplish a certain task. Motivation is clearly important if someone is to perform
well; however, it is not sufficient.
Figure 5.1; performance= ? - Answers - performance= motivation x ability x environment
Two-Factor Theory (hygiene factors, motivators) - Answers - Hygiene factors and
motivators both contribute to worker satisfaction.
Hygiene factors are part of the context of the job (policies, supervision, working
conditions, salary, etc.). Good hygiene has no effect, but bad hygiene does.
Motivators are what actually motivate people. They are factors intrinsic to the job, such
as achievement, recognition, interesting work, increased responsibilities, advancement,
and growth opportunities.
Job Enrichment: What is it and why is it beneficial? - Answers - Job redesign technique
that allows workers more control over how they perform their own tasks. This approach
allows employees to take on more responsibility over their jobs
Employees who have the authority and responsibility over their work can be more
efficient, eliminate unnecessary tasks, take shortcuts, and increase their overall
performance.
MPS formula - Answers - MPS = [(Skill Variety + Task Identity + Task Significance) ÷ 3]
× Autonomy × Feedback
Hindrance stressors (definition and examples) - Answers - Stress caused by factors that
detract us from our goals and prevent personal growth, such as stress caused by
interpersonal conflict, work-life conflict, and daily hassles such as your computer
malfunctioning and being cut off in traffic.
Challenge stressors: what is it? How does it help? - Answers - Demands and
circumstances that cause stress but that also promote individual growth, such as high
work pressures, high levels of responsibility, or having a lot of (high-quality) work to do.
Promotes work engagement
Figure 7.2: GAS model - Answers - Stress affects an individual in three steps: alarm,
resistance, and exhaustion
, Work-life conflict - Answers - Occurs when the demands from work and non-work
domains are negatively affecting one another.
Related to lower job and life satisfaction
Rumination - Answers - The inability to let go of past events and obsessively thinking
about them, which causes stress
Burnout: What is it? What are the signs? What can result? - Answers - An ongoing
negative emotional state resulting from dissatisfaction. Low energy and feelings of
emotional exhaustion. Depression, anxiety, anger, physical illness, increased drug and
alcohol use, and insomnia can result from frustration and burnout.
Flow - Answers - The concept of total engagement in one's work
Figure 8.3 - Answers - Encode --> message--> decode, feedback, message
Medium - Answers - The way the message is being sent - through writing, speaking,
signing, etc.
Noise - Answers - Anything that interferes with or distorts the message being
transformed. Noise can be external in the environment (such as distractions) or it can
be within the receiver. For example, the receiver may be extremely nervous and unable
to pay attention to the message.
Filtering - Answers - Withholding of information to manage a person's reactions.
Cohesion - Answers - The degree of camaraderie within the group.
They have a collective identity; they experience a moral bond and a desire to remain
part of the group; they share a sense of purpose, working together on a meaningful task
or cause; and they establish a structured pattern of communication.
Forming - Answers - The group comes together for the first time. There is a level of
formality, some anxiety, and a degree of guardedness
Storming - Answers - Participants become more authentic and more argumentative.
Group members begin to explore their power and influence, and they often stake out
their territory by differentiating themselves from the other group members rather than
seeking common ground
Norming - Answers - Finding themselves more cohesive and cooperative, participants
find it easy to establish their own ground rules (or norms) and define their operating
procedures and goals.
Motivation: What is it and what does someone with it look like? - Answers - The desire
to achieve a goal or a certain performance level, leading to goal-directed behavior.
When we refer to someone as being motivated, we mean that the person is trying hard
to accomplish a certain task. Motivation is clearly important if someone is to perform
well; however, it is not sufficient.
Figure 5.1; performance= ? - Answers - performance= motivation x ability x environment
Two-Factor Theory (hygiene factors, motivators) - Answers - Hygiene factors and
motivators both contribute to worker satisfaction.
Hygiene factors are part of the context of the job (policies, supervision, working
conditions, salary, etc.). Good hygiene has no effect, but bad hygiene does.
Motivators are what actually motivate people. They are factors intrinsic to the job, such
as achievement, recognition, interesting work, increased responsibilities, advancement,
and growth opportunities.
Job Enrichment: What is it and why is it beneficial? - Answers - Job redesign technique
that allows workers more control over how they perform their own tasks. This approach
allows employees to take on more responsibility over their jobs
Employees who have the authority and responsibility over their work can be more
efficient, eliminate unnecessary tasks, take shortcuts, and increase their overall
performance.
MPS formula - Answers - MPS = [(Skill Variety + Task Identity + Task Significance) ÷ 3]
× Autonomy × Feedback
Hindrance stressors (definition and examples) - Answers - Stress caused by factors that
detract us from our goals and prevent personal growth, such as stress caused by
interpersonal conflict, work-life conflict, and daily hassles such as your computer
malfunctioning and being cut off in traffic.
Challenge stressors: what is it? How does it help? - Answers - Demands and
circumstances that cause stress but that also promote individual growth, such as high
work pressures, high levels of responsibility, or having a lot of (high-quality) work to do.
Promotes work engagement
Figure 7.2: GAS model - Answers - Stress affects an individual in three steps: alarm,
resistance, and exhaustion
, Work-life conflict - Answers - Occurs when the demands from work and non-work
domains are negatively affecting one another.
Related to lower job and life satisfaction
Rumination - Answers - The inability to let go of past events and obsessively thinking
about them, which causes stress
Burnout: What is it? What are the signs? What can result? - Answers - An ongoing
negative emotional state resulting from dissatisfaction. Low energy and feelings of
emotional exhaustion. Depression, anxiety, anger, physical illness, increased drug and
alcohol use, and insomnia can result from frustration and burnout.
Flow - Answers - The concept of total engagement in one's work
Figure 8.3 - Answers - Encode --> message--> decode, feedback, message
Medium - Answers - The way the message is being sent - through writing, speaking,
signing, etc.
Noise - Answers - Anything that interferes with or distorts the message being
transformed. Noise can be external in the environment (such as distractions) or it can
be within the receiver. For example, the receiver may be extremely nervous and unable
to pay attention to the message.
Filtering - Answers - Withholding of information to manage a person's reactions.
Cohesion - Answers - The degree of camaraderie within the group.
They have a collective identity; they experience a moral bond and a desire to remain
part of the group; they share a sense of purpose, working together on a meaningful task
or cause; and they establish a structured pattern of communication.
Forming - Answers - The group comes together for the first time. There is a level of
formality, some anxiety, and a degree of guardedness
Storming - Answers - Participants become more authentic and more argumentative.
Group members begin to explore their power and influence, and they often stake out
their territory by differentiating themselves from the other group members rather than
seeking common ground
Norming - Answers - Finding themselves more cohesive and cooperative, participants
find it easy to establish their own ground rules (or norms) and define their operating
procedures and goals.
