Understanding And Managing Organizational Behavior 6th Edition by Jennifer M. George – Test Bank

Understanding And Managing Organizational Behavior 6th Edition by Jennifer M. George – Test Bank

Understanding and Managing Organizational Behavior, 6e (George/Jones)

Chapter 7 Creating a Motivating Work Setting

1) Job design is the process of linking specific tasks to specific jobs and deciding what techniques, equipment, and procedures should be used to perform those tasks.

Answer: TRUE

Diff: 1 Page Ref: 183

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

2) Job design does not influence the motivation of employees and their input levels.

Answer: FALSE

Explanation: Job design influences the motivation of employees and their input levels. When employees are motivated to contribute inputs at a high level and perform their jobs more effectively, organizational effectiveness increases.

Diff: 2 Page Ref: 183

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

3) Scientific management is a set of principles and practices stressing job simplification and specialization.

Answer: TRUE

Diff: 2 Page Ref: 183

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

4) Job specialization involves breaking up the work that needs to be done into the smallest identifiable tasks, and then designing jobs around these narrow tasks.

Answer: FALSE

Explanation: Job simplification involves breaking up the work that needs to be done into the smallest identifiable tasks, and then designing jobs around these narrow tasks.

Diff: 3 Page Ref: 183

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

5) Grocery stores that have individual employees assigned to individual, or only a few tasks, such as bagger, cashier, produce clerk, and meat cutter, employ the principles of job simplification and specialization.

Answer: TRUE

Diff: 1 Page Ref: 183

Topic: Job Design: Early Approaches

Skill: application

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

6) The job characteristics model reveals exactly how long it takes to perform a task and the best way to perform it.

Answer: FALSE

Explanation: Time and motion studies reveal exactly how long it takes to perform a task and the best way to perform it.

Diff: 2 Page Ref: 184

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

7) In the scientific management approach to job design, pay is the principal outcome used to motivate employees to contribute their inputs.

Answer: TRUE

Diff: 2 Page Ref: 184

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

8) Scientific management has been instrumental in helping organizations improve employee effectiveness and productivity.

Answer: TRUE

Diff: 1 Page Ref: 184

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

9) Scientific management focuses exclusively on intrinsic motivation and ignores the important role of extrinsic motivation.

Answer: FALSE

Explanation: Scientific management focuses exclusively on extrinsic motivation and ignores the important role of intrinsic motivation.

Diff: 2 Page Ref: 184

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

10) Jobs that were designed under scientific management principles tended to be monotonous and dehumanizing.

Answer: TRUE

Diff: 2 Page Ref: 185

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

11) Job enlargement involves increasing the number of tasks an employee performs but keeping all of the tasks at the same level of difficulty and responsibility.

Answer: TRUE

Diff: 1 Page Ref: 185

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

12) Job enlargement is referred to as horizontal job loading.

Answer: TRUE

Diff: 1 Page Ref: 185

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

13) When an assembly-line worker is given some of the responsibility for checking the quality of work, a job that the supervisor used to do, the worker’s job has been enriched.

Answer: TRUE

Diff: 2 Page Ref: 185

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

14) Job enrichment involves designing jobs to provide employees with opportunities for growth by giving them more responsibility and control over their work.

Answer: TRUE

Diff: 1 Page Ref: 185

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

15) Job enrichment is aimed at increasing the intrinsic motivation of employees.

Answer: TRUE

Diff: 1 Page Ref: 185

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

16) Workers whose jobs have been enriched are more motivated and perform at a higher level.

Answer: FALSE

Explanation: Although employees seem to be more satisfied with enriched jobs, it is not clear whether employees with enriched jobs are actually more motivated and perform at a higher level.

Diff: 3 Page Ref: 185

Topic: Job Design: Early Approaches

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

17) The job characteristics model focuses on what makes jobs extrinsically motivating.

Answer: FALSE

Explanation: The job characteristics model focuses on what makes jobs intrinsically motivating.

Diff: 2 Page Ref: 186

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

18) When employees are intrinsically motivated, good performance makes them feel good, thus motivating them to continue to perform at a high level; so good performance becomes self-reinforcing.

Answer: TRUE

Diff: 2 Page Ref: 186

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

19) The job characteristics model indicates that the higher a job scores on each core job dimension, the higher the level of extrinsic motivation.

Answer: FALSE

Explanation: The higher a job scores on each dimension, the higher the level of intrinsic motivation.

Diff: 3 Page Ref: 186

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

20) As one of the core job dimensions, task identity is the extent to which a job requires an employee to use a number of different skills, abilities, or talents.

Answer: FALSE

Explanation: Skill variety is the extent to which a job requires an employee to use a number of different skills, abilities, or talents.

Diff: 3 Page Ref: 186

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

21) The job of a carnival ride operator who presses buttons to start and stop rides has a low level of skill variety.

Answer: TRUE

Diff: 1 Page Ref: 186

Topic: Job Design: The Job Characteristics Model

Skill: application

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

22) Autonomy is the degree to which a job allows an employee the freedom and independence to schedule work and decide how to carry it out.

Answer: TRUE

Diff: 2 Page Ref: 187

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

23) Receiving feedback has a positive impact on intrinsic motivation.

Answer: TRUE

Diff: 2 Page Ref: 187

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

24) Task significance is the degree to which a job allows an employee freedom and independence.

Answer: FALSE

Explanation: Task significance is the extent to which a job has an impact on the lives or work of other people in or out of the organization.

Diff: 1 Page Ref: 187

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

25) Management’s perceptions of the five core dimensions of a job are the key determinants of intrinsic motivation.

Answer: FALSE

Explanation: The key determinants of intrinsic motivation are the employees’ perceptions of the five core dimensions of a job.

Diff: 2 Page Ref: 187

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

26) The motivating potential score (MPS) is a measure of the overall potential of a job to foster intrinsic motivation.

Answer: TRUE

Diff: 1 Page Ref: 188

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

27) The motivating potential score (MPS) is equal to the average of the first three core-job dimensions (skill variety, task identity, and task significance) multiplied by autonomy and feedback.

Answer: TRUE

Diff: 3 Page Ref: 188

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

28) The Job Diagnostic Survey can be used to identify the core dimensions of a job that should be redesigned and that, if changed, will produce the largest increase in the motivating potential score.

Answer: TRUE

Diff: 3 Page Ref: 191

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

29) Experienced responsibility for work outcomes is the extent to which employees feel they are personally responsible or accountable for their job performance.

Answer: TRUE

Diff: 2 Page Ref: 192

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

30) Experienced meaningfulness of work is the degree to which employees feel their jobs are important and worthwhile.

Answer: TRUE

Diff: 2 Page Ref: 192

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

31) Knowledge of results is the degree to which employees know how well they are performing their jobs on a continuous basis.

Answer: TRUE

Diff: 2 Page Ref: 221

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

32) The job characteristics model acknowledges the role that individual differences play in determining how employees respond to the design of their jobs.

Answer: TRUE

Diff: 2 Page Ref: 193

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

33) Growth-need strength describes how satisfied employees are with extrinsic outcomes they receive from their jobs.

Answer: FALSE

Explanation: Growth-need strength is the extent to which an individual wants his or her work to contribute to personal growth, learning, and development.

Diff: 2 Page Ref: 194

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

34) According to the job characteristics model, satisfaction with the work context is the extent to which an individual wants his or her work to contribute to personal growth, learning, and development.

Answer: FALSE

Explanation: Satisfaction with the work context describes how satisfied employees are with extrinsic outcomes they receive from their jobs.

Diff: 2 Page Ref: 194

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

35) Workers who are dissatisfied with their work context spend significant amounts of energy dealing with their dissatisfaction and are not able to appreciate and respond to the potential for intrinsic motivation on their jobs.

Answer: TRUE

Diff: 2 Page Ref: 195

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

36) When the intrinsic motivation of employees is high, they require close supervision.

Answer: FALSE

Explanation: When the intrinsic motivation of employees is high, they are internally motivated to do well. Therefore, managers do not need to supervise them as closely as they do when their intrinsic motivation is low.

Diff: 2 Page Ref: 195

Topic: Job Design: The Job Characteristics Model

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

37) Social information processing and the job characteristics model have nothing in common.

Answer: FALSE

Explanation: The job characteristics model is complemented by the social information processing model.

Diff: 2 Page Ref: 195

Topic: Job Design: The Social Information Processing Model

Skill: conceptual

Objective: Understand the implications of the social information processing model.

38) Salancik and Pfeffer propose that how employees perceive and respond to the design of their jobs is influenced by their moods.

Answer: FALSE

Explanation: Salancik and Pfeffer propose that how employees perceive and respond to the design of their jobs is influenced by social information and by their own past behavior.

Diff: 2 Page Ref: 195

Topic: Job Design: The Social Information Processing Model

Skill: conceptual

Objective: Understand the implications of the social information processing model.

39) The social environment provides employees with information about how they should evaluate their jobs and work outcomes.

Answer: TRUE

Diff: 2 Page Ref: 196

Topic: Job Design: The Social Information Processing Model

Skill: conceptual

Objective: Understand the implications of the social information processing model.

40) Contingent workers are hired or contracted on a temporary basis to fill needs for labor, which change over time.

Answer: TRUE

Diff: 1 Page Ref: 197

Topic: Job Design: The Social Information Processing Model

Skill: conceptual

Objective: Understand the implications of the social information processing model.

41) There is no difference between the social environment on the job for permanent workers and contingent workers.

Answer: FALSE

Explanation: Contingent workers often face a different social environment on the job than regular employees face.

Diff: 1 Page Ref: 197

Topic: Job Design: The Social Information Processing Model

Skill: conceptual

Objective: Understand the implications of the social information processing model.

42) The social environment is an especially potent source of information when employees with limited information and experience are new to a job or to an organization.

Answer: TRUE

Diff: 2 Page Ref: 198

Topic: Job Design: The Social Information Processing Model

Skill: conceptual

Objective: Understand the implications of the social information processing model.

43) Once employees have gained first-hand experience with their jobs, the social environment may play less of a decisive role in molding reactions, and the actual design of the job itself may become more important.

Answer: TRUE

Diff: 2 Page Ref: 198

Topic: Job Design: The Social Information Processing Model

Skill: conceptual

Objective: Understand the implications of the social information processing model.

44) The key goal of scientific management is maximizing performance.

Answer: TRUE

Diff: 1 Page Ref: 199

Topic: Job Design Models Summarized

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

45) Scientific management implicitly assumes that intrinsic motivation is the primary determinant of performance.

Answer: FALSE

Explanation: Scientific management implicitly assumes that extrinsic motivation is the primary determinant of performance.

Diff: 3 Page Ref: 199

Topic: Job Design Models Summarized

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

46) Job enrichment and job enlargement are intended to promote extrinsic motivation.

Answer: FALSE

Explanation: Job enrichment and job enlargement promote intrinsic motivation.

Diff: 3 Page Ref: 199

Topic: Job Design Models Summarized

Skill: conceptual

Objective: Appreciate the advantages and disadvantages of the scientific management approach to job design.

47) According to the job characteristics model, workers who are intrinsically motivated contribute inputs to their jobs because they enjoy the work itself.

Answer: TRUE

Diff: 2 Page Ref: 199

Topic: Job Design Models Summarized

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

48) Job design approaches, which stress intrinsic motivation, suggest designing jobs to make them interesting and enjoyable.

Answer: TRUE

Diff: 2 Page Ref: 199

Topic: Job Design Models Summarized

Skill: conceptual

Objective: Describe the job characteristics model and its implications for using job design to create a motivating work setting.

49) Organizational objectives describe the overarching purpose of an organization-what it stands for and what it seeks to accomplish.

Answer: TRUE

Diff: 1 Page Ref: 200

Topic: Organizational Objectives

Skill: conceptual

Objective: Appreciate how and why organizational objectives can motivate employees.

50) Organizational objectives contribute to creating a motivating work setting because they can provide employees with a sense of meaning and purpose.

Answer: TRUE

Diff: 2 Page Ref: 200

Topic: Organizational Objectives

Skill: conceptual

Objective: Appreciate how and why organizational objectives can motivate employees.

51) When people identify with an organization, they define themselves in terms of being a member and see their destiny as being connected to it.

Answer: TRUE

Diff: 2 Page Ref: 201

Topic: Organizational Objectives

Skill: conceptual

Objective: Appreciate how and why organizational objectives can motivate employees.

52) It costs more money for companies to offshore services than it does for companies to offshore manufacturing operations.

Answer: FALSE

Explanation: Offshoring of services is much less capital-intensive than offshoring of manufacturing, and thus has the potential to achieve more cost reductions per dollar invested.

Diff: 2 Page Ref: 201

Topic: Organizational Objectives

Skill: conceptual

Objective: Appreciate how and why organizational objectives can motivate employees.

AACSB: Dynamics of the global economy

53) A goal is what a person is trying to accomplish through his or her behavior or actions.

Answer: TRUE

Diff: 1 Page Ref: 202

Topic: Goal Setting

Skill: conceptual

Objective: Describe goal setting theory and the kinds of goals that contribute to a motivating work setting.