Chapter 7 MHR 318 Flashcards Preview

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Flashcards in Chapter 7 MHR 318 Deck (44):
1

Managers _____ to increase motivation and encourage employees to perform well, enjoy their work, and receive outcomes available to those who perform at an acceptable level.

Scientific Management
Job Design
Job enlargement/enrichment

design jobs

2

which theory of job design does the following represent?

this was the first widespread attempt to counteract some of the disadvantages of designing jobs according to the principles of scientific management. This movement started in the late 1940s and continued through the 1950s

scientific management
job enlargement
job enrichment

Job enlargement

3

which theory of job design does the following represent?

A set of principles and practices stressing job simplification and specialization

scientific management
job enlargement
job enrichment

scientific management

4

which theory of job design does the following represent?

It is referred to as horizontal job loading because the content of a job is expanded but the difficulty remains constant.


scientific management
job enlargement
job enrichment

job enlargement

5

which theory of job design does the following represent?

There is one best way to perform any job, it is Management’s responsibility is to determine what that way is

scientific management
job enlargement
job enrichment

scientific management

6

which theory of job design does the following represent?

Time and motion studies

scientific management
job enlargement
job enrichment

scientific management

7

which theory of job design does the following represent?

Increasing the number of tasks an employee performs but keeping all of the tasks at the same level of difficulty and responsibility

scientific management
job enlargement
job enrichment


job enlargement

8

who developed scientific management?

Alderfer
Vroom
Taylor
Herzbergs

Fredrick W. Taylor

9

Taylor was concerned that employees were slacking off and not performing as highly as they should on their jobs.

He believed that following the principles of job simplification and job specialization would help managers determine the best way to perform each job. t or f?

true

10

Scientific management focuses exclusively on extrinsic/intrinsic motivation and ignores the important role of extrinsic/intrinsic motivation. This narrow focus results in the disadvantages.

extrinsic, intrinsic

11

which theory of job design does the following represent?

this is referred to as vertical job loading because employees are given some of the responsibilities that used to belong to their supervisors.

scientific management
job enlargement
job enrichment

job enrichement

12

Proponents thought that increasing the number of tasks performed on a job would increase intrinsic motivation. It was put into effect by companies such as IBM, Maytag, and AT&T. Some reported success but others did not. This is not surprising. Even though employees with enlarged jobs could perform more than one simple task, it was able to dismiss bore and increase satisfaction. t or f?

false, Even though employees with enlarged jobs could perform more than one simple task, the tasks could still be boring.

13

which theory of job design does the following represent?

Designing jobs to provide opportunities for employee growth by giving employees more responsibility and control over their work


scientific management
job enlargement
job enrichment

job enrichment

14

which theory of job design does the following represent?

Intended to increase intrinsic motivation

scientific management
job enlargement
job enrichment

job enlargement

15

which theory is based on Herzberg's motivator-hygiene theory?

scientific management
job enlargement
job enrichment

job enrichment

16

who created the Job Characteristic's Model?

Alderfer
Hackman
Taylor
Oldham

Richard Hackman AND Greg Oldham

17

what is the job characteristics model?

identifying which job characteristics contribute to intrinsically motivating work and what the consequences of these characteristics were.

18

How many core dimensions affect intrinsic motivation under the Job Characteristics Model?

5

19

which core dimension of the Job Characteristics Model is the following?

_____ is the extent to which a job involves performing a whole piece of work from its beginning to its end. The higher this level is, the more intrinsically motivated an employee is likely to be.


Skill variety
Task identity
Task significance
Autonomy
Feedback


Task identity

20

which core dimension of the Job Characteristics Model is the following?

_____ is the extent to which a job requires an employee to use a number of different skills, abilities, or talents. Employees are more intrinsically motivated by jobs that are high on this dimension


Skill variety
Task identity
Task significance
Autonomy
Feedback

Skill variety

21

which core dimension of the Job Characteristics Model is the following?

____ is the degree to which a job allows an employee the freedom and independence to schedule work and decide how to carry it out. High level of this, generally contributes to high levels of intrinsic motivation.

Skill variety
Task identity
Task significance
Autonomy
Feedback

Autonomy

22

which core dimension of the Job Characteristics Model is the following?

____ is the extent to which a job has an impact on their lives or work of other people in or out of the organization. Employees are more likely to enjoy performing their jobs when they think their jobs are important in the wider scheme of things.


Skill variety
Task identity
Task significance
Autonomy
Feedback

Task significance

23

which core dimension of the Job Characteristics Model is the following?

______ is the extent to which performing a job provides a employee with clear information about his or her effectiveness. Displaying this theory has a positive effect on intrinsic motivation.

Skill variety
Task identity
Task significance
Autonomy
Feedback

Feedback

24

Factors other than the core dimensions influence how employees respond to job design

Job Characteristics Model or the Social information Processing Model?

social info processing model

25

who invented the social information processing model?


Salancik
Taylor
Pfeffer
Oldham

Salancik and Taylor

26

the creators propose that how employees perceive and respond to the design of their jobs is influenced by this model and by employees’ own past behaviors.

Job Characteristics Model or the Social information Processing Model?

Social information Processing Model

27

which theory of meeting organizational objectives does the below satisfy?

Explains what types of achievements are most effective in producing high levels of motivation and performance

Social identity theory
Goal setting
Management by objectives (MBO)

goal settings

28

which theory of meeting organizational objectives does the below satisfy?

People tend to classify themselves and others into social categories

Social identity theory
Goal setting
Management by objectives (MBO)

social identity theory

29

which theory of meeting organizational objectives does the below satisfy?

Includes team membership and religious affiliation

Social identity theory
Goal setting
Management by objectives (MBO)

social identity theory

30

which theory of meeting organizational objectives does the below satisfy?

When people connect with an organization, one of the ways in which they define themselves is in terms of being a member of the organization and they see their destiny as being connected to the destiny of the organization.


Social identity theory
Goal setting
Management by objectives (MBO)

Social identity theory

31

which theory of meeting organizational objectives does the below satisfy?

Emphasizes how to motivate employees to contribute inputs to their jobs

Social identity theory
Goal setting
Management by objectives (MBO)

goal setting

32

which theory of meeting organizational objectives does the below satisfy?

_____ is a goal-setting process in which a manager meets periodically with the manager who is his or her supervisor to set goals and evaluate the extent to which previously set goals have been achieved.

Social identity theory
Goal setting
Management by objectives (MBO)

MBO

33

which theory of meeting organizational objectives does the below satisfy?

Stresses importance of ensuring that employees’ inputs result in acceptable levels of job performance

Social identity theory
Goal setting
Management by objectives (MBO)

goal setting

34

which theory of meeting organizational objectives does the below satisfy?

The objective of this theory is to make sure that all goals that are set contribute to organizational effectiveness. This theory programs are usually reserved for managers.

Social identity theory
Goal setting
Management by objectives (MBO)

MBO

35

_____ are the leading experts in goal-setting theory and research. They suggest that the goals employees try to attain at work have a major impact on their levels of motivation and performance.


Taylor
Locke
Latham
Herzbergs

Edwin Locke and Gary Latham

36

Specific/Difficult goals lead to higher performance than do vague goals or no goals.

specific

37

Specific/Difficult goals lead to higher motivation and performance than do easy or moderate goals

difficult

38

Difficult/Moderate goals are goals that are hard (but not impossible) for most employees to reach. Difficult/Moderate goals can be achieved, on average, by about half of the people working toward the goal.

difficult, moderate

39

The major proposition of goal-setting theory is that goals that are either specific and difficult lead to higher motivation and performance than do easy, moderate, or vague goals or no goals at all. t or f?

false, it is BOTH specific and difficult

40

which theory of meeting organizational objectives does the below satisfy?

Although the form and content varies from organization to organization, most ____ programs have three basic steps.


Social identity theory
Goal setting
Management by objectives (MBO)

MBO

41

The success of a ____ program depends on the appropriateness and difficulty of the goals that are set.

Social identity theory
Goal setting
Management by objectives (MBO)

MBO

42

which 3 basic steps of Management by Objectives (MBO) is the following?

The manager is given the autonomy to decide how to meet the goals in the specified time period. Progress toward goal attainment is periodically assessed and discussed by the manager and her or his supervisor. In our example, Rios came up with several ways to cut expenses, including the development of more efficient inventory and product distribution systems and upgrading the production facilities. Rios made these decisions on her own and periodically met with her supervisor to review how her plans were working.

Goal Setting
Implementation
Evaluation

Implementation

43

which 3 basic steps of Management by Objectives (MBO) is the following?

At the end of the specified time period, the manager and supervisor again meet to assess the extent of goal attainment, discuss why some goals may not have been attained, and set goals for the next period.

Goal Setting
Implementation
Evaluation

evalution

44

which 3 basic steps of Management by Objectives (MBO) is the following?

The manager and the supervisor meet and jointly determine the goals the manager will try to achieve during a specific time period, say, 6 or 12 months. In our earlier example, Allison Rios, the division manager for frozen vegetables, met with the vice president to whom she reports, and together they decided that she should work throughout the coming year toward the goal of reducing operating expenses by 25 percent

Goal Setting
Implementation
Evaluation

goal setting