FiltersDone

Question type

Essay

Multiple Choice

Short Answer

True False

Matching

Exam 10: Motivating Employees

Show Answer

Share

---

All types

Filters

Study FlashcardsPractice ExamLearn

Question 101

True/False

Review LaterAdd Note

Review Later

Marissa works for a large pharmaceutical company in the greater Chicago area.Last week she visited with an advisor at the nearby university because her employer encourages workers to continue their education and gives them time off to go to academic related appointments,even during regularly scheduled work hours.One would assume that management at Marissa's company values the results of the Hawthorne studies,more so than traditional scientific management principles. The Hawthorne studies changed the current thought of the day that employees were motivated by higher pay and physical climate and conditions at work.Employees who viewed themselves as belonging to an elite group of human subjects did their best to develop ways to increase their productivity.Scientific management focused on satisfying the needs of management,often at the expense of employee needs.

A) True
B) False

Correct Answer

verified

Show Answer

Question 102

Multiple Choice

Review LaterAdd Note

Review Later

Julie has worked for the Healthy Bread Company for several years.Recently,management recognized her as one of the company's best employees.Her co-workers respect and admire her,and she feels good about herself.According to Maslow,the type of needs that are likely to motivate Julie in the future are:

A) social needs.
B) self-actualization needs.
C) physiological needs.
D) safety needs.

E) A) and C)
F) B) and D)

Correct Answer

verified

Show Answer

Question 103

True/False

Review LaterAdd Note

As the marketing director for Chipper's Golf Resort,you are making plans for the annual golf tournament,and trying to decide on the amount for the top three prizes.In past years,you successfully raised $25,000 through registration fees and sponsorship.You know that you could easily attract some great local talent if you make the top prize $10,000;but,can you afford to announce a $10,000 top prize at the expense of losing out on a portion of the registration fee when others decide not to participate? Using expectancy theory rationale that you learned in business class,you explain to the general manager that if you set the prize too high,several better than average golfers in the area will find their chances to be "out of their league" and will be unmotivated to participate or spend the money.Your analysis of the situation is reasonable. According to expectancy theory,the participants will first ask themselves if it is possible to win the tournament given the other talent that will be competing.And,further,is the experience and reward worth the expense that they are paying for a round of golf?

According to Herzberg,the difference between motivators and hygiene factors is:

Feedback helps enrich a job by satisfying an employee's esteem needs. Job enrichment is based on the ideas of Abraham Maslow and Frederick Herzberg.Maslow's hierarchy of needs identifies esteem needs as the need for recognition and acknowledgment as well as the need for self-respect and a sense of status and importance.Feedback helps employees satisfy esteem needs by contributing to a feeling of achievement and recognition.

The key to achieving task identity is to design jobs that demand the use of many different skills. Designing jobs that demand the use of different skills contributes to skill variety (as opposed to task identity).Task identity (the term used in this question)refers to the degree to which the job requires doing a task with a visible outcome from beginning to end.Having employees use a variety of different skills does not guarantee that they will see a visible outcome,so skill variety does not guarantee task identity.

David is the president and chief executive officer of Baxter National Bank.He wants to encourage more open two-way communication among the bank's employees and managers.One of the most important things David can do to achieve this goal is to become a good listener. The first step in encouraging open two-way communication within an organization is for top management to create an organizational culture that rewards listening.Top managers can help establish this culture by becoming good listeners themselves.

The most important impact of the Hawthorne studies was that it:

________ means to work with a subordinate,doing part of the work if necessary.

Open communication is a verbal strategy.It does not involve listening.

Lynn is in charge of a nursing shift at a hospital.She wants to improve the motivation and performance level of the nurses under her direction.According to expectancy theory,one element of an effective motivational strategy is to:

Which of the following statements about worker motivation is most consistent with the findings of the Hawthorne studies?

Using job enrichment strategy,management can contribute to improved motivation and worker performance by primarily increasing employee pay.

According to Maslow,it is impossible to rank human needs in any logical order.

The original goal of the Hawthorne studies was to determine:

Mini-Case The first meeting between the new CEO of Idle Time Gaming,Inc. ,John Noble,and Howie Spradlin,the production manager did not go smoothly.The purpose of the meeting was to discuss the problem of declining productivity and to develop a strategy to turn the situation around. Howie started the conversation by handing Mr.Noble most recent production report."I've always thought that most of our employees were lazy,and now I've got proof," Howie stated."We pay these guys the highest wages in the industry,provide them with a safe place to work,and make the job as simple as possible.We aren't asking these guys to do brain surgery,but productivity still lags and our production costs increase.I've told all the supervisors to watch these lazy bums every second to make sure they put in a full day's work.If those guys think I'm going to let them get away with goofing off,they're in for a rude awakening." CEO Noble responded in a way that surprised Howie."Maybe these employees aren't lazy,Howie,maybe they are just bored and resent the way we've treated them," he said."The employees are experienced and well trained.They might work harder and smarter if the work were more interesting and rewarding.Their attitudes might even improve if we treated them with more respect.Maybe one of the best ways for you and I to understand where they're coming from is to spend some time along side them." For the next hour,the two discussed ways to improve worker motivation and performance.Howie left the meeting with an unsettled feeling.Many of Mr.Noble's suggestions seemed naïve to Howie."Mr.Noble is the boss,but I think he is too optimistic regarding human nature," Howie mused.Reluctantly,Howie had to admit that his own approach had not succeeded in improving the plant's performance.He decided to take a hard look at some of Mr.Noble's ideas. -According to McGregor,Howie's views of his employees suggest he is a ____________ manager.

According to the Spotlight on Small Business box titled,"Big Motivators for Small Business",small businesses can and do put thought into motivating employees to perform at high levels.The box highlights companies who provide mentoring activities for new employees and other companies who believe that stress release type activities re-energizes employees. Small businesses may even have an easier time of it when it comes to motivating employees.The small group feel is conducive to activities that relieve stress,and open communication type activities that encourage learning,confidence,and job enrichment type environment.

The trend in many U.S.businesses is toward a Theory Y approach to management.

Mini-Case The first meeting between the new CEO of Idle Time Gaming,Inc. ,John Noble,and Howie Spradlin,the production manager did not go smoothly.The purpose of the meeting was to discuss the problem of declining productivity and to develop a strategy to turn the situation around. Howie started the conversation by handing Mr.Noble most recent production report."I've always thought that most of our employees were lazy,and now I've got proof," Howie stated."We pay these guys the highest wages in the industry,provide them with a safe place to work,and make the job as simple as possible.We aren't asking these guys to do brain surgery,but productivity still lags and our production costs increase.I've told all the supervisors to watch these lazy bums every second to make sure they put in a full day's work.If those guys think I'm going to let them get away with goofing off,they're in for a rude awakening." CEO Noble responded in a way that surprised Howie."Maybe these employees aren't lazy,Howie,maybe they are just bored and resent the way we've treated them," he said."The employees are experienced and well trained.They might work harder and smarter if the work were more interesting and rewarding.Their attitudes might even improve if we treated them with more respect.Maybe one of the best ways for you and I to understand where they're coming from is to spend some time along side them." For the next hour,the two discussed ways to improve worker motivation and performance.Howie left the meeting with an unsettled feeling.Many of Mr.Noble's suggestions seemed naïve to Howie."Mr.Noble is the boss,but I think he is too optimistic regarding human nature," Howie mused.Reluctantly,Howie had to admit that his own approach had not succeeded in improving the plant's performance.He decided to take a hard look at some of Mr.Noble's ideas. -Before ending the meeting,John Noble informed Howie that he would be sending out an email to all employees asking for suggestions as to how the jobs could be restructured to improve productivity.As Howie walked back to the production site,he shook his head,"Is Noble from a different planet? Does he really think our workers have a clue?" Unlike Noble,Howie does not realize that:

In a high context culture,relationship building is motivational.