Principles of Management: Chapter 13 Quiz Answers and Explanations, Exams of Business Fundamentals

Download Principles of Management: Chapter 13 Quiz Answers and Explanations and more Exams Business Fundamentals in PDF only on Docsity! PRINCIPLES OF MANAGEMENT C483 Chapter 13 Quiz (with well explained answers) Western Governors University 2024 1. A psychological contract is described as: o an agreement implying fair treatment of employees without any discrimination in terms of race or gender. o a set of conditions of non-disclosure signed by an employee on joining the organization. o a set of conditions to ensure the fairness of decisions made by employers. o a set of perceptions of what employees owe their employers, and what their employers owe them. o the legal concept that an employee may be terminated for any reason. A psychological contract is a set of perceptions of what they owe their employers and what their employers owe them. This contract, whether it is seen as being upheld or violated—and whether the parties trust one another or not —has important implications for employee satisfaction and motivation and the effectiveness of the organization. 2. A person can restore in a number of ways by behaviorally or perceptually changing inputs and outcomes. o power o autonomy o equity o valence o loyalty People who feel inequitably treated and dissatisfied are motivated to do something to restore equity. They have a number of options that they change the ratios of outcomes to inputs, or reevaluate the situation and decide it is equitable after all. A person can restore equity in a number of ways by behaviorally or perceptually changing inputs and outcomes. 3. Following Herzberg's model, Hackman and Oldham proposed a more complete model of . o job design o empowerment o self-actualization o expectancy o reinforcement Following Herzberg's work, Hackman and Oldham proposed a more complete model of job design. Figure 13.4 illustrates their model. 4. Rachel has been exceeding her targets for the past two months, and therefore her boss decided to give her a bonus. This is an example of reinforcement. o negative o cognitive o positive o authoritative o affiliative Positive reinforcement involves applying a positive consequence that increases the 5. Which of the following best describes motivation? o A consequence of a person's performance o The perceived likelihood that performance will be followed by a particular outcome o A person's work efforts that lead to some level of performance o Withdrawing or failing to provide a reinforcing consequence o Forces that energize, direct, and sustain a person's efforts Motivation refers to forces that energize, direct, and sustain a person's efforts. All behavior, except involuntary reflexes like eye blinks (which have little to do with management), is motivated. all can give people the feeling that they have done something well. This is the essence of the motivation that comes from intrinsic rewards. 11. The use of reinforcement or punishment in organizational settings is an integral part of: o organizational change management. o management by objectives. o quality of work life programs. o organizational behavior modification. o employee empowerment programs. Organizational behavior modification (or OB mod) attempts to influence people's behavior, and improve performance, by systematically managing work conditions and the consequences of people's actions. It includes the use of reinforcement and punishment. 12. According to Maslow's hierarchy of needs, which of the following needs would one seek to satisfy first? o Self-actualization o Social o Physiological o Safety o Ego According to Maslow, people are motivated to satisfy the lower needs before they try to satisfy the higher needs. Physiological needs are on the lowest level of needs in the pyramid. 13. Harry has been promoted because of his hard work. Judy, his colleague, feels that it is unfair and that he does not deserve the promotion. In this case, Judy illustrates . o negative valence o low valence o high expectancy o negative instrumentality o low instrumentality Valence is the value a person places on the outcome. Valences can be positive, as a Hawaiian vacation would be for most people, or negative, as in the case of the other salespeople's resentment. 14. Which of the following is one of the eight categories of quality of work life programs? o Family medical leave of absence o Profit sharing o Sales incentives o Fair compensation o On-site wellness center QWL has eight categories: (1) adequate and fair compensation; (2) a safe and healthy environment; (3) jobs that develop human capacities; (4) a chance for personal growth and security; (5) a social environment that fosters personal identity, freedom from prejudice, a sense of community, and upward mobility; (6) constitutionalism, or the rights of personal privacy, dissent, and due process; (7) a work role that minimizes infringement on personal leisure and family needs; and (8) socially responsible organizational actions. 15. Targets that are particularly demanding and sometime even thought to be impossible are known as goals. o stretch o strategic o affiliate o extrinsic o intrinsic Stretch goals are targets that are exceptionally demanding, and that some people would never even think of. Impossible though stretch goals may seem to some, they often are in fact attainable. 16. The goal-setting theory states that: o people assess how fairly they have been treated according to two key factors, outcomes and inputs. o people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end. o behavior that is followed by positive consequences will likely be repeated. people will behave based on their perceived likelihood that performance will be followed by a particular outcome. o people will behave based on their perceived likelihood that their effort will enable them to attain their performance goals. Goal-setting theory states that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end. Keeping in mind the principle that goals matter, managers set goals for employees or collaborate with employees on goal setting. 17. Which of the following best describes extinction? o It involves the aggressive manipulation and exploitation of others. o It involves removing or withholding an undesirable consequence. o It refers to administering an aversive consequence. o It refers to withdrawing or failing to provide a reinforcing consequence. o It is the perceived outlook that performance may be followed by a negative outcome. Extinction refers to withdrawing or failing to provide a reinforcing consequence. When this occurs, motivation is reduced and the behavior is extinguished, or eliminated 18. Job enrichment would be more successful for people with: o low valence. o high growth need strength. o low growth need strength. o negative instrumentality. o positive instrumentality. Growth need strength is the degree to which individuals want personal and psychological development. Job enrichment would be more successful for people with high growth need strength. 19. Key beliefs in the expectancy theory include expectancy and . o inputs o relatedness o outcomes o instrumentality o affiliation The expectancy theory process is shown in Figure 13.2. People develop two important beliefs linking these three events: expectancy, which links effort to performance, and instrumentality, which links performance to outcomes. 20. Herzberg's two-factor theory highlights the distinction between: o intrinsic and extrinsic rewards. o socialized power and personalized power. o valence and instrumentality.