CHAPTER7

Question 1

refers to the act of “giving employees
reasons or incentives … to work to achieve organizational objectives.”’

Answer 1

Motivating

Question 2

refers to the “process of activating behavior, sustaining it, and directing it toward a particular goal.

Answer 2

Motivation

Question 3

the defininition of motivation is useful because it specifies three stages:

Answer 3

1. Activating
2. Sustaining
   3.Directing

Question 4

There are certain factors influencing a persons desire to do his job well. They are the following:

Answer 4

1.Willingness to do a job.
2.Self-confidence in carrying out a task.
3.Needs satisfaction.

Question 5

People who like what they are doing are highly motivated to produce the expected output.

Answer 5

Willingness to do a job.

Question 6

When employees feel that they have the required skill and training to perform a task, the more motivated they become.

Answer 6

Self-confidence in carrying out a task.

Question 6

People will do their jobs well if they feel that by doing so, their needs will be satisfied.

Answer 6

Needs satisfaction.

Question 7

There are various theories of motivation, but only the four most influential ones will be discussed. They consist. of the following:

Answer 7

1. Maslow’s needs hierarchy theory
2. Herzberg’s two-factor theory
3. Expectancy theory
4. Goal setting theory

Question 8

the five basic needs of human are _______, which means, one need will have to be satisfied first before the other need.

Answer 8

hierarchical

Question 8

_________, a psychologist, theorized that human beings have five basic needs

Answer 8

Abraham Maslow

Question 9

Abraham Maslow, a psychologist, theorized that human beings have five basic needs which are as follows:

Answer 9

physiological, security, social, esteem, and selfactualization.

Question 10

Those that are concerned with biological needs like food, drink, rest, and sex fall under
the category of physiological needs.’ These needs take priority over other needs.

Answer 10

Physiological Needs.

Question 10

After satisfying his: physiological and
security needs, the employee will now strive to secure love affection, and the need to be accepted by peers.

Answer 10

social Needs.

Question 11

After satisfying the physiological needs, people will seek to satisfy their safety needs. These
needs include freedom from harm coming from the elements or from other people, financial security which may be affected by loss of job or the breadwinner in the family, etc.

Answer 11

Security Needs.

Question 12

he fifth and the topmost, level needs in the hierarchy are called __________ and involve realizing our full potential as human beings and becoming all that we are able to be.

Answer 12

Self-Actualization Needs.

Question 12

The fourth level of needs is called ________ and they refer to the need for a positive selfimage and self-respect and the need to be respected
others.

Answer 12

Esteem Needs.

Question 13

SOCIAL NEEDS consist of

Answer 13

Friendship, belonging, love

Question 13

process of motivation

Answer 13

NEEDS plus MOTIVATION leads to ACTION OR GOAL-DIRECTED BEHAVIOR whixh results to NEED SATISFACTION

Question 14

PHYSIOLOGICAL NEEDS consist of

Answer 14

Food, water, sleep, sex, body elimination

Question 14

SECURITY NEEDS consist of

Answer 14

Freedom from harm, financial security

Question 14

ESTEEM NEEDS consist of

Answer 14

Status, respect, prestige

Question 14

SELF-ACTUALIZATION NEEDS consist of

Answer 14

Self-fulfillment

Question 14

erzberg identified two classes of factors associated with employee _______ and _______.

Answer 14

satisfaction and dissatisfaction.

Question 14

The two-factor theory is one developed by ________

Answer 14

Frederick Herzberg

Question 15

Even if Maslow’s theory has been largely . questioned, one basic premise cannot be discarded:

Answer 15

: a fulfilled need no longer motivates an individual.

Question 15

indicating that a satisfied employee is motivated from within to work harder and that a dissatisfied employee is not. self-motivated.”

Answer 15

two-factor theory

Question 15

Herzberg found out that satisfied employees mentioned the following factors (called __________) responsible for job satisfaction:

Answer 15

satisfiers or motivation factors

Question 15

Herzberg found out that satisfied employees mentioned the following factors (called satisfiers or motivation factors) responsible for job satisfaction:

Answer 15

achievement, recognition, work itself, responsibility, advancement, and growth.

Question 15

Dissatisfied employees mentioned the following factors (called dissatisfiers or hygiene factors) as responsible for job dissatisfaction:

Answer 15

company policy administration, supervision, relationship with supervisor, work conditions, salary, relationship with peers, personal life, relationship with subordinates, status, security.

Question 15

Dissatisfied employees mentioned the following factors (called _______________) as responsible for job dissatisfaction:

Answer 15

dissatisfiers or hygiene factors

Question 16

If Herzberg’s theory will be considered by the engijoer manager in motivating employees, he must do something to ________ and _________.

Answer 16

eliminate the dissatisfiers amd install satisfiers

Question 16

even if the dissatisfiers are eliminated (at point zero), the employee is still __________.

Answer 16

not motivated to work hard

Question 17

is a motivation model based on the assumption that an individual will work depending on his perception of the probability of his expectations to Happen.

Answer 17

Expectancy theory

Question 18

_______ is the value an individual places on the expected outcomes or rewards.

Answer 18

Valence

Question 18

The theory poses the idea that motivation is determined by expectancies and valences." An expectancy is a belief about the likelihood or probability that a particular behavioral act

Answer 18

Expectancy theory

Question 19

Expectancy theory is based on the following assumptions:

Answer 19

1. A combination of forces within the individual and in the environment determines behavior. 2. People make decisions about their own behavior and that of organizations. 3. People have different types of needs, goals, and desires. 4. People make choices among alternative behaviors based on the extent to which they think a certain behavior will lead to a desired outcome.

Question 20

refers to the process of “improving performance with objectives, deadlines or quality standard."

Answer 20

Goal Setting Theory

Question 21

The goal setting model drawn by Edwin A. Locke and his associates consists of the following components:”

Answer 21

1. goal content 2. goal commitment 3. work behavior 4, feedback aspects

Question 21

To be sufficient in content, goals must be challenging, attainable, specific and measurable, time limited, and relevant.

Answer 21

Goal Content.

Question 22

When goals are challenging, _________________. The sales quotas imposed by companies individual members of their sales force indicate reliance of these companies to the use of challenging goals.

Answer 22

higher performance may be expected

Question 23

Goals must be __________________. If they are not, then workers will only be discouraged to perform, if at all.

Answer 23

attainable if they are to be set

Question 24

Goals must be stated in __________ when- ever possible. When exact figures to be met are set, understanding is facilitated and workers are motivated to perform.

Answer 24

quantitative terms

Question 24

There must be a ________ set for goals to he accomplished.

Answer 24

time-limit

Question 25

The more relevant the goals are to the _________, the more support it can generate from various levels of employment in the organization.

Answer 25

company’s mission

Question 26

When individuals or groups are” committed to the goals they are supposed to achieve, there is a chance that they will be able to achieve them.

Answer 26

Goal Commitment.

Question 27

In trying to attain goals that are already indicated, the individual is provided with a direction to exert more effort. The identification of goals provide a reason for an individual to persist in his efforts until the _________.

Answer 27

goal is attained

Question 28

goals influence behavior in terms of direction, effort, persistence, and planning. When an individual is provided with direction, performance is facilitated.

Answer 28

Work Behavior,

Question 29

Once goals are set, the first important input to planning is _______.

Answer 29

already in place

Question 30

Feedback provide the individuals with a way of knowing how far they have gone in achieving objectives.

Answer 30

Feedback Aspects.

Question 31

_________ also facilitate the introduction of corrective measures whenever they are found to be necessary.

Answer 31

Feedback

Question 32

A person will be highly motivated to perform if he is assigned a job he likes. The first requisite, however, is to design jobs that will meet the requirements of the organization and the persons who will occupy them.

Answer 32

Motivation Through Job Design

Question 33

may be defined as “specifying the tasks that constitute a job for an individual or a group.”

Answer 33

job design

Question 33

Individual or groups of individuals may be motivated (o perform through the use of various techniques. These techniques may be classified as follows:

Answer 33

1. motivation through job design 2. motivation through rewards 3. motivation through employee participation 4. other motivation techniques for the diverse work force

Question 34

in motivating through the use of job design, two approaches may be used:

Answer 34

fitting people to jobs or fitting jobs to people.

Question 35

routine and repetitive tasks make workers suffer from chronic dissatisfaction.

Answer 35

Fitting People to Jobs.

Question 36

fitting People to Jobs. Routine and repetitive tasks make workers suffer from chronic dissatisfaction. To avoid this, the following remedies may be adapted:

Answer 36

1. Realistic job previews 2. Job rotation 3. Limited exposure

Question 37

where a worker's exposure toa highly fragmented and tedious job is limited.

Answer 37

Limited exposure

Question 38

where people are moved periodically from one specialized job to another.

Answer 38

job rotation

Question 38

where management provides honest explanations of what a job actually entails.

Answer 38

Realistic job previews

Question 39

Instead of changing the person, management may consider changing the job.

Answer 39

Fitting Jobs to People.

Question 40

Fitting Jobs to People. Instead of changing the person, management may consider changing the job. This may be achieved with the use of the following:

Answer 40

1. Job enlargement 2. Job enrichment

Question 40

where two or more specialized tasks in a work flow sequence is combined into a single job.

Answer 40

Job enlargement

Question 40

where efforts are made to make jobs more interesting, challenging, and rewarding

Answer 40

Job enrichment

Question 41

which refer to payoff grantedto the individual by another party.

Answer 41

Extrinsic

Question 42

consist of material and psychological benefits to employees for performing tasks in the work place. Properly administered reward systems can improve job performance and satisfaction.

Answer 42

rewards

Question 43

Rewards may be classified into two categories:'

Answer 43

1.Extrinsic 2.Intrinsic rewards

Question 44

those which are internally experienced payoffs which are self-granted.

Answer 44

Intrinsic rewards

Question 45

examples of extrinsic rewards

Answer 45

money, employee benefits, promotions, recognition, status symbols, praise, etc.

Question 45

Extrinsic and intrinsic rewards coincide with needs spelled out at the _______ of the chapter.

Answer 45

beginning

Question 46

example of Intrinsic rewards

Answer 46

a sense of accomplishment, self esteem and self-actualization.

Question 47

Management of Extrinsic Rewards. To motivate job performance effectively, extrinsic rewards must be properly managed in line with the following:

Answer 47

1. it must satisfy individual needs; 2. the employees must believe effort will lead to reward; 3. rewards must be equitable; 4. rewards must be linked to performance.

Question 47

When employees participate in deciding various aspects of their jobs, the personal involvoment, oftentimes, is carried up to the point where the task is completed.

Answer 47

Motivation Through Employee Participation

Question 47

The specific activities identified where employees may participate are as follows:

Answer 47

1. setting goals 2. making decisions 3. solving problems, and 4 designing and implementing organizational changes.

Question 48

A method of direct employee participation is the _________ (QCC). The objective of the QCC is to increase productivity and quality of output.

Answer 48

Quality Control Circles.

Question 49

The more popular approaches to participation includes the following:

Answer 49

1. quality control circles 2. self-managed teams

Question 50

When workers have reached a certain degree of discipline, they may be ripe for forming self-managed teams.

Answer 50

Self-managed Teams.

Question 50

onsists of “a group of three to ten employees. usually doing related work, who meet at regular intervals (once a week for an hour, for example) to identify problems and discuss their solutions.”

Answer 50

circle

Question 50

The circle forwards its recommendations to management, which in turn, ______________________.

Answer 50

makes decisions on its adaption

Question 50

The circle includes

Answer 50

“a leader such as a foreman, but rely on democratic processes.

Question 51

Also known as ___________ or high performance teams, self-managed teams “take on traditional managerial tasks as part of their normal work routine.

Answer 51

autonomous work groups

Question 52

To succeed, an employee participation program will require the following:

Answer 52

1.a profit-sharing or gainsharing plan. 2. a long-term employment relationship with good job security. 3. a concerted effort to build and maintain group cohesiveness. 4. protection of the individual employee's rights.

Question 52

The advent of theories on individual differences and the biological clock of human beings" put pressure on the engineer manager to adapt other motivation techniques whenever applicable.

Answer 52

other Motivation Techniques

Question 53

other motivation techniques whenever applicable. These refer to the following:

Answer 53

1. flexible work schedules 2. family support services 3. sabbaticals:

Question 54

there is an arrangement, called ____ which allows employees to determine their own arrival and departure times within specified limits.

Answer 54

Flexible Work Schedules. flextime

Question 55

An alternative to this arrangement is the adaption ‘of the ____________ allowing the employee to choose a “day-off”.

Answer 55

forty-hour work in four days

Question 56

Employees are oftentimes ‘burdened by family obligations like caring for children, — Progressive companies provide day care facilities for children of employees.

Answer 56

Family Support Services.

Question 56

__________ is one given to an employee after a certain number of years of service.

Answer 56

sabbatical leave

Question 56

the employee is allowed to go on leave for two months to one year with pay to give him time for family, recreations, and _ travel.

Answer 56

Sabbaticals.

Question 57

It is expected that when the employee returns for work, his ______________

Answer 57

motivation is improved.

Question 58

an innovation of a popular bank in _____ is the hiring of part-time tellers to work four hours a day from Monday to Friday.

Answer 58

Makati