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Exam 13: Motivation at Work

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Question 31

Multiple Choice

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Rose, a human resource manager in a consulting firm, proposes an initiative to the management that would facilitate the promotion of employees depending on the years they have spent with the firm and the time between promotions could be varied substantially.Rose's suggestion is based on a _____.

A) variable interval schedule
B) variable ratio schedule
C) fixed interval schedule
D) fixed ratio schedule
E) compressed workschedule

F) B) and D)
G) C) and D)

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Question 32

Multiple Choice

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The_____ theory suggests that organizations can best influenceperformance by establishing clear links between increasedperformance and rewards.

A) equity
B) expectancy
C) agency
D) needs
E) reinforcement

F) A) and B)
G) A) and C)

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Question 33

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Maslow's theory suggests that people alwaysmarch neatly up the hierarchy of needs.

In a _____, the number of times a behavior must occur before it is rewarded remains constant over time.

Briefly describe goal theory.

Discuss the various reinforcement schedules.

Goal theory has been used as the basis for some performance appraisal systems and is very useful as part of a performance management system.

A factor associated with high levels of intrinsic motivation at work is _____.

Scenario 13.1 John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan.There are two groups of operating employees.Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service.To do this, line personnel must undergo regular training to update their customer service skills.Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed.Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis.If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises.However, when performance evaluations are inadequate, employees do not receive any rewards.This method of appraisal is creating conflicts between the employees and the top management of the organization.John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers. -Refer to Scenario 13.1.John's plan to give employees shares of profit and stock so that they continue to give their best is an example of _____.

Scenario 13.1 John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan.There are two groups of operating employees.Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service.To do this, line personnel must undergo regular training to update their customer service skills.Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed.Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis.If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises.However, when performance evaluations are inadequate, employees do not receive any rewards.This method of appraisal is creating conflicts between the employees and the top management of the organization.John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers. -Refer to Scenario 13.1.In this scenario, when employees do not receive rewards when their performance appraisals are not up to the mark is an example of _____.