Describe the concept of job enrichment. How does job enrichment differ from other job design strategies of job enlargement or job rotation?

Question 1

Describe the concept of job enrichment. How does job enrichment differ from other job design strategies of job enlargement or job rotation?

 

 

Question 2

 

A __________ lists a variety of dimensions thought to be related to high-performance outcomes in a given job and that the individual is accordingly expected to exhibit.

 

 

Question 3

 

The determinants of motivation and the best ways to deal with motivation are unlikely to vary across cultures.

 

Answer[removed] True
[removed] False

 

 

Question 4

 

For a performance appraisal system to be reliable, it must:

a) provide consistent results each time it is used.

b) be used in a wide cross-section of industries.

c) be statistically robust.

d) be used across hierarchical levels in an organization.

e) actually measure people on relevant job characteristics.

 

 

 

Question 5

 

__________ is a comprehensive approach to performance appraisal that uses the evaluations of bosses, peers, and subordinates as well as self-ratings, customer ratings, and ratings of others outside the work unit.

Answer

 

[removed] total evaluation.
[removed] 360-degree evaluation.
[removed] worldwide evaluation.
[removed] inside and outside evaluation.
[removed] bottom-up/top-down evaluation.

 

Question 6

 

For a performance appraisal system to be reliable, it must:

Answer

 

[removed] provide consistent results each time it is used.
[removed] be used in a wide cross-section of industries.
[removed] be statistically robust.
[removed] be used across hierarchical levels in an organization.
[removed] actually measure people on relevant job characteristics

 

 

 

Question 7

 

An emerging trend is the attempt to extend the awarding of cash bonuses to employees at lower levels in organization and in both managerial and non managerial jobs.

 

True

False

 

 

Question 8

 

According to the integrated model of individual work motivation, whether or not a work setting proves motivational for an individual depends on the __________________

Answer

[removed] support given by the individual s team members.
[removed] level of pay the person receives.
[removed] availability of rewards and their perceived value.
[removed] amount of camaraderie the individual believes exist in the workplace.
[removed] quality of supervision and direction the individual receives.

 

 

 

Question 9

 

Frederick Taylor s principles of scientific management include all of the following EXCEPT

Answer

[removed] develop a science for each job that covers rules of motion, standard work tools, and supportive work conditions
[removed] hire workers with the right abilities for the job
[removed] increase job content by giving workers more responsibility
[removed] ) train and motivate workers to do their jobs according to the science
[removed] support workers by planning and assisting their work using the job science

 

 

 

Question 10

 

 

The best job design is always the one that meets organizational requirements for high performance, offers a good fit with individual skills and needs, and provides opportunities for job satisfaction.

 

True

False

 

 

Question 11

 

 

When discussing motivation, direction refers to an individual s choice when presented with a number of possible alternatives.

True

False

 

 

 

Question 12

 

The expectancy theory of motivation predicts that a person will be motivated to work hard when __________.

Answer

[removed] expectancy is high and instrumentality and valence are low.
[removed] instrumentality is high and expectancy and valence are low.
[removed] valence is high and expectancy and instrumentality are low.
[removed] expectancy, instrumentality, and valence are all high.
[removed] expectancy or instrumentality or valence equals zero.

 

 

 

Question 13

 

Although research supports the logic and theoretical benefits of merit pay, it also indicates that

Answer

[removed] human resources specialists are necessary to administer merit pay plans.
[removed] employees are overpaid for the jobs they perform.
[removed] employees like merit pay plans.
[removed] the implementation of merit pay plans is not easy.
[removed] managers believe that merit pay plans properly reflect employee productivity

 

 

 

 

Question 14

 

According to expectancy theory, motivation will be __________ when expectancy and instrumentality are high and very desirable work outcomes result from task performance.

 

 

 

Question 15

 

Content theories are useful in the integrated model of motivation as guides to understanding individual beliefs and career aspirations.

 

 

 

 

Question 16

 

All of the following statements about the equity theory of motivation are correct EXCEPT

Answer

[removed] it is a content theory of motivation.
[removed] it is best known through the work of J. Stacy Adams.
[removed] its essence is that perceived inequity is a motivating state.
[removed] it holds that people try to resolve the inequities they perceive they are experiencing.
[removed] ) it holds that people who feel underpaid will reduce their work efforts to compensate for missing rewards.

 

Question 17

 

 

According to the integrated model of individual work motivation, a person s job performance is influenced most directly by individual attributes such as such as ability and experience, organizational support such as resources and technology, and effort or the willingness of someone to work hard at what they are doing.

 

True

False

 

 

Question 18

 

According to the integrated model of individual work motivation, a person s job performance is influenced most directly by all of the following EXCEPT:

Answer

[removed] ability.
[removed] experience.
[removed] work effort.
[removed] organization support such as resources and technology.
[removed] Supervision.

 

Active Standards

 

 

Question 19

 

Which of the following statements regarding motivation across cultures is NOT correct?

Answer

 

[removed] motivation is a key concern in companies around the world.
[removed] North American theories of motivation are not applicable around the world because of cultural limitations.
[removed] the determinants of motivation and the best ways to deal with motivation likely vary considerably across Asia, South America, Africa, and Eastern Europe.
[removed] what is rewarding in one culture might not be rewarding in another culture.

[removed] all cultures are basically motivated by the same thing in the same ways

[removed] all cultures are basically motivated by the same thing in the same ways

 

 

 

 

 

 

[removed]

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