Question 1Describe the concept of job enrichment. How does job enrichment differ from other job design strategies of job enlargement or job rotation?Question 2A __________ 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 3The determinants of motivation and the best ways to deal with motivation are unlikely to vary across cultures.AnswerTrueFalseQuestion 4For 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.Answertotal evaluation.360-degree evaluation.worldwide evaluation.inside and outside evaluation.bottom-up/top-down evaluation.Question 6For a performance appraisal system to be reliable, it must:Answerprovide consistent results each time it is used.be used in a wide cross-section of industries.be statistically robust.be used across hierarchical levels in an organization.actually measure people on relevant job characteristicsQuestion 7An 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.TrueFalseQuestion 8According to the integrated model of individual work motivation, whether or not a work setting proves motivational for an individual depends on the __________________Answersupport given by the individual s team members.level of pay the person receives.availability of rewards and their perceived value.amount of camaraderie the individual believes exist in the workplace.quality of supervision and direction the individual receives.Question 9Frederick Taylor s principles of scientific management include all of the following EXCEPTAnswerdevelop a science for each job that covers rules of motion, standard work tools, and supportive work conditionshire workers with the right abilities for the jobincrease job content by giving workers more responsibility) train and motivate workers to do their jobs according to the sciencesupport workers by planning and assisting their work using the job scienceQuestion 10The 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.TrueFalseQuestion 11When discussing motivation, direction refers to an individual s choice when presented with a number of possible alternatives.TrueFalseQuestion 12The expectancy theory of motivation predicts that a person will be motivated to work hard when __________.Answerexpectancy is high and instrumentality and valence are low.instrumentality is high and expectancy and valence are low.valence is high and expectancy and instrumentality are low.expectancy, instrumentality, and valence are all high.expectancy or instrumentality or valence equals zero.Question 13Although research supports the logic and theoretical benefits of merit pay, it also indicates thatAnswerhuman resources specialists are necessary to administer merit pay plans.employees are overpaid for the jobs they perform.employees like merit pay plans.the implementation of merit pay plans is not easy.managers believe that merit pay plans properly reflect employee productivityQuestion 14According to expectancy theory, motivation will be __________ when expectancy and instrumentality are high and very desirable work outcomes result from task performance.Question 15Content theories are useful in the integrated model of motivation as guides to understanding individual beliefs and career aspirations.Question 16All of the following statements about the equity theory of motivation are correct EXCEPTAnswerit is a content theory of motivation.it is best known through the work of J. Stacy Adams.its essence is that perceived inequity is a motivating state.it holds that people try to resolve the inequities they perceive they are experiencing.) it holds that people who feel underpaid will reduce their work efforts to compensate for missing rewards.Question 17According 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.TrueFalseQuestion 18According to the integrated model of individual work motivation, a person s job performance is influenced most directly by all of the following EXCEPT:Answerability.experience.work effort.organization support such as resources and technology.Supervision.Active StandardsQuestion 19Which of the following statements regarding motivation across cultures is NOT correct?Answermotivation is a key concern in companies around the world.North American theories of motivation are not applicable around the world because of cultural limitations.the determinants of motivation and the best ways to deal with motivation likely vary considerably across Asia, South America, Africa, and Eastern Europe.what is rewarding in one culture might not be rewarding in another culture.all cultures are basically motivated by the same thing in the same waysall cultures are basically motivated by the same thing in the same ways