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Exam 10: Motivating Employees

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Question 41

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Management by objectives is most effective in organizations that:

A) are relatively stable.
B) are faced with rapidly changing conditions.
C) rely heavily on the principles of scientific management.
D) are subject to extensive government regulation.

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

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Question 42

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According to expectancy theory,one of the things employees want to know before they commit to making a maximum effort on a task is whether the reward for accomplishing the task is worth the effort.

A) True
B) False

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Question 43

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Maslow would classify the need for recognition from others and for self respect as _________ needs.

You are a graduate teaching assistant in the Biology department at Fairview University.You have several graduate student friends who have graduate appointments in the business department and the English department.While everyone's compensation and employee benefits are exactly the same,your department requires you to always show-up and tutor students at least four hours each day and to serve on one university committee each semester.Graduates students at the other departments are not required by their management to follow these rules.Lately,you are doing your best to limit your daily obligation to 2 ½ to 3 hours each day.The motivational theory that most closely correlates with your actions is:

According to Herzberg,when a hygiene factor is not fulfilled,employees will become dissatisfied.

According to equity theory,employees are likely to ask:

According to the Legal Briefcase,"Upset at UPS",companies that employ the principles of Scientific Management usually avoid costly lawsuits from unhappy employees. According to the Legal Briefcase,"Upset at UPS",employees are looking for more than good wages and benefits when selecting a place to work.Workers are more educated and look for firms that are more flexible with work schedules and decision-making practices.UPS for one has found that expecting rigid time-motion requirements of their workers has become costly.They are now investing in adding new health and safety measures to their work environment.

Baby Boomers as managers need to understand that:

Ouchi's Theory Z is a blend of Type A and Type J business cultures.

Jon earns a decent salary and is on friendly terms with the other employees in his department.Lately,he is frustrated because they don't recognize or appreciate some of his accomplishments.According to Maslow's hierarchy of needs theory,Jon will have a desire to satisfy his self-esteem needs before his self-actualization needs. Because Jon earns a decent salary,he should be able to meet physiological and safety needs,which are basic survival needs and is accepted at work by others in his department satisfying social needs.However,since he is frustrated by a lack of recognition and appreciation,he appears to be motivated by the desire to meet his esteem needs,which reflect the desire to be acknowledged and respected by others.

Maslow identified and categorized basic needs that most persons would like to satisfy,while Herzberg's research identified motivators and hygiene factors that inspire employees to fulfill their needs.

Frederick Taylor based his approach on the belief that each worker was an individual who should be treated as a unique asset to the firm.

Jerry has a great deal of faith in the abilities of his subordinates.He believes that most employees want to be productive,and will work hard if given the proper incentives.He also believes that most firms do not take full advantage of the intelligence and creativity of their employees.For these reasons Jerry favors a managerial style that allows employees to be flexible and creative in how they do their jobs,and empowers them to make and implement decisions.Jerry is a Theory Y-type manager. Theory Y-type managers favor a relatively free managerial atmosphere in which employees are allowed to set objectives,be creative,and be flexible.A key aspect of this approach is the empowerment of employees to make and implement decisions.

William Ouchi believed that a pure Type J approach to management would not work in the United States because it:

Theory ___ managers see employees as having a general dislike for work and an unwillingness to accept responsibility.

Ruth Eday is sorry she ever hired Helen Highwater since Helen's work is sloppy and often late.Moreover,she doesn't get along well with most of the other employees and frequently initiates arguments.According to reinforcement theory,the only effective way for Ruth to deal with Helen's behavior is to wait for Helen to do something good,and then praise and reward her for the result. Reinforcement theory suggests that employees are motivated both by desire to receive a reward (positive reinforcement)and by the desire to avoid punishment (negative reinforcement).Thus,while Ruth could certainly try to use positive reinforcements such as praise,she could also try to change Helen's behavior by using negative reinforcements such as reprimands.She could also try to stop undesirable behavior by not responding to it.This approach is called extinction because the hope is that the unwanted behavior will eventually become extinct.

Herzberg found that factors that provided the highest level of motivation were mostly associated with:

Theory Z calls for the creation of a sense of participation and cooperation within an organization.

Frederick Taylor encouraged managers to make use of psychological techniques to improve worker motivation. Taylor was the founder of scientific management,a school of thought that paid little attention to the human side of work.Scientific management viewed employees almost as if they were machines that could be programmed to work in the most efficient way.

Even if there are cultural differences across the globe,reward preferences do not vary across cultures.