Chapter 5--Motivating Employee Performance Through Work

1. All of the following methods can be used to enhance individual performance at work EXCEPT: 
A. Job design
B. Employee participation
C. Goal setting
D. Performance management
E. Groupthink

2. Which of these was the first widespread model of how individual work should be designed? 
A. Job enrichment
B. Job rotation
C. Job enlargement
D. Motivational design
E. Job specialization

3. If Marco is interested in utilizing job specialization as motivational technique at work, you should advise him
that the primary problem associated with the specialization of jobs is  
A. involvement in too much of the production cycle.
B. slow pace of work.
C. boredom.
D. lower efficiency.
E. frequent social interaction with others.

4. A famous study was conducted in the automotive industry. The purpose of the study was to assess how
satisfied automobile workers were with various aspect of their jobs. The facets that the workers complained
about include all of the following EXCEPT 
A. the repetitiveness of the work.
B. the low skill requirements of the work.
C. the low pay.
D. the limited social interaction with others in the workplace.
E. the lack of control over the tools used in the job.

 
5. The problems encountered when implementing job rotation in the workplace include all of the following
EXCEPT: 
A. few companies rely on it as motivational tool.
B. it increases flexibility in transferring workers to new jobs.
C. it creates short-lived increases in workers' interest.
D. it reduces efficiency.
E. it maintains narrowly defined and routine work.

6. One of the earliest alternatives to job specialization used by managers was 

A. automation.
B. autonomous work groups.
C. job expectancy.
D. job loading.
E. job rotation.

7. Which of the following is an example of a job design technique? 

A. Job enlargement
B. Job realization
C. Job creation
D. Job equity
E. Job expectancy

8. Job enlargement involves the process of horizontal job loading, meaning that 
A. the employee is assigned more tasks to perform.
B. the jobs are broken into small, component parts.
C. each employee is given a specialized task to perform.
D. the employee is assigned less monotonous and routine tasks.
E. the employee is assigned tasks with more responsibility.

9. Which theory serves as the basis for job enrichment? 

A. Equity theory
B. Need theory
C. Expectancy theory
D. Maslow's hierarchy of needs
E. None of the above

 
10. Vertical job loading differs from job enlargement in that 
A. the employee has more control over the job.
B. the employee's job satisfaction receives more attention.
C. more tasks are added to a job.
D. workers feel as though they are doing something worthwhile.
E. managers strive to motivate employees by maximizing intrinsic factors.

11. Which of the following best describes the current view of job enrichment? 
A. Job enrichment continues to be a highly successful job design.
B. Nearly all Fortune 500 companies use some form of job enrichment program.
C. Job enrichment has been proven to increase performance, but at the cost of lower satisfaction.
D. Job enrichment has been proven to increase satisfaction, but at the cost of lower performance.
E. Job enrichment has recently fallen into disfavor among managers.

12. The critical psychological states of the job characteristics theory include all of the following EXCEPT: 
A. knowledge of results.
B. individual perceptions that the job is valuable and worthwhile.
C. experienced meaningfulness of the work.
D. individual perceptions of accountability and responsibility.
E. recognition for work outcomes.

13. The degree to which the job allows an individual substantial freedom and independence is called 
A. autonomy.
B. task significance.
C. feedback
D. job integration.
E. job description.

14. In the job characteristics theory, which of the following is NOT a factor presumed to cause the emergence of
psychological states? 
A. Task identity
B. Experienced responsibility
C. Task significance
D. Feedback
E. Autonomy

 
15. ____ is the degree to which a job requires completion of a whole and identifiable piece of work. 
A. Task identity
B. Task meaningfulness
C. Task visibility
D. Task recognition
E. Task significance

16. The degree to which the job activities give a person information about the effectiveness of performance is
called 
A. skill variety.
B. feedback.
C. task identity.
D. skill identity.
E. task variety.

17. All of the following statements about the key outcomes expected to result from the psychological states
detailed in the job characteristics theory are true EXCEPT: 
A. low absenteeism and turnover.
B. high satisfaction with work.
C. high-quality work performance.
D. high profits for stockholders.
E. high internal work motivation.

18. When Sarah is ready to implement the job characteristics theory, she can use all of these guidelines
EXCEPT: 
A. Combining existing tasks into more complex ones
B. Opening feedback channels
C. Establishing direct relationships with clients
D. Raising pay levels to match the competition
E. Forming natural work units

19. Which one of the following statements has been cited as a weakness of the job characteristics theory? 
A. Guidelines for implementation are too specific.
B. All changes to a job must occur simultaneously.
C. The role of individual differences frequently has not been supported by scientific research.
D. The theory assumes that job characteristics are unpredictable and inconsistent.
E. One application of the theory found that absenteeism and turnover actually increased.

 
20. Participation occurs when employees 
A. work together in teams.
B. have a voice in decisions about their own work.
C. work closely with a mentor or supervisor.
D. join a labor union or other employee association.
E. become fully vested in a benefits program.

21. The human relations view of participation was that participation 

A. would increase satisfaction, but would not be a source of potentially valuable input.
B. would increase satisfaction, but would likely reduce performance.
C. was necessary but inefficient.
D. was useful to secure creative ideas from employees.
E. could potentially increase the value of the organization's key product or service.

22. The role of participation and empowerment in motivation can be expressed in terms of all of the following
theoretical perspectives EXCEPT: 
A. need for achievement.
B. expectancy theory.
C. need-based perspectives of motivation.
D. diversity theory.
E. self-esteem.

23. Organizations may benefit from allowing employee participation in all of the following areas EXCEPT: 
A. what material to use.
B. what tools to use.
C. work schedules.
D. product quality.
E. corporate investment decisions.

24. Quality circles are an example of organizational attempts at 

A. applying reinforcement theory.
B. OB modification.
C. behavior modification.
D. empowerment.
E. motivational training.

 
25. All of the following statements about the use of quality circles are true EXCEPT: 
A. Employees meet regularly to identify problems.
B. Employees are empowered to control their work.
C. The use of a question/answer period is important.
D. Employees can propose solutions to problems.
E. Employees meet voluntarily.

26. Empowerment will enhance organizational effectiveness under all the following conditions EXCEPT: 
A. sincere efforts to spread power and autonomy to lower levels.
B. commitment to maintain participation and empowerment.
C. systematic efforts to empower workers.
D. renewed concentration of authority in the hands of top managers.
E. increased commitment to training.

27. Alternative work arrangements are intended to 

A. enhance employee motivation and performance.
B. limit the flexibility employees have in scheduling work.
C. accommodate a narrower range of the potential workforce.
D. increase company profits.
E. reduce dependence on key customers.

28. Which of the following statements about variable work schedules is true? 

A. Employees can learn new skills.
B. Employees recognize the value of motivation.
C. Employees have a say in critical decisions in the organization.
D. Employees grow resentful and powerless.
E. Employees can organize their work behaviors.

29. Which of the following is an alternative work arrangement where an employee is given more control over
the times worked on a typical workday? 
A. Flextime
B. Variable work schedules
C. Compressed work week
D. Job sharing
E. Telecommuting

 
30. Ending the workday shortly after lunch on Friday because an individual reported to work early is most
likely an example of 
A. a shortened workweek.
B. telecommuting.
C. flextime.
D. a compressed workweek.
E. job sharing.

31. All of the following statements are true about the traditional work schedule, EXCEPT: 
A. long days that start at 8:00 or 9:00 in the morning.
B. managers work many additional hours.
C. it is hard for employees to take care of personal business.
D. people can take off work when they need to.
E. people feel powerless because of their work schedules.

32. When a construction worker decides to work additional hours on a typical workday so that he can have a
three-day weekend, he is likely taking advantage of a ____ program. 
A. shortened workweek.
B. telecommuting.
C. flextime.
D. compressed workweek.
E. job sharing.

33. All of the following statements regarding flextime are true EXCEPT: 

A. It gives employees less say about what days they work.
B. Gives employees more personal control over times they work.
C. Is desirable for people who want to work part-time.
D. All employees must be at work during core time.
E. The workday is broken down into two categories.

34. Flextime is a work schedule arrangement that 

A. gives employees more personal control over the hours they work each day.
B. allows workers to work a full forty-hour week in less than five days.
C. allows workers to miss more than their normally allotted sick days.
D. gives employees a say in deciding what hours to remain open for business.
E. lets employees choose their days off in advance.

 
35. The benefits of job sharing include all of the following EXCEPT: 
A. a way to entice more workers to the organization.
B. there are cost benefits to the organization.
C. the organization does not have to offer benefits.
D. organizations are concerned about worker safety.
E. the organization can tap into a wider array of skills.

36. Two people are needed to fill a position for a company that remains open for business from 9:00 a.m. to
5:00 p.m., five days a week. Which of the following alternative work arrangements might best suit this
position? 
A. Job sharing
B. Flextime
C. Telecommuting
D. Job characteristics approach
E. Compressed work week

37. Telecommuting involves all of the following EXCEPT: 

A. using e-mail and other technologies to stay in touch with the workplace.
B. employees spending one or two days a week at home.
C. reductions in absenteeism and turnover.
D. organization savings on facilities such as parking.
E. higher pay for working under special conditions.

38. The problems with telecommuting include all of the following EXCEPT: 

A. a feeling of isolation.
B. lack of self-control.
C. workplace safety.
D. have to be at work during core time.
E. coordination difficulties in scheduling meetings.

39. All of the following are benefits of telecommuting EXCEPT: 

A. provides added flexibility.
B. can manage personal activities.
C. can get more work done.
D. employees miss the interaction of the workplace.
E. it reduces absenteeism and turnover.

 
40. Allowing an employee to spend part of their time working off-site, usually at home is called ____. 
A. compressed work week
B. flextime
C. job sharing
D. off-shoring
E. none of the above

41. Justine is highly concerned about monotony and boredom plaguing his employees at work. If he starts to
systematically move workers from one job to another in an attempt to minimize monotony and boredom, it
refers to which of these? 
A. Job enrichment
B. Job rotation
C. Job enlargement
D. Motivational design
E. Job specialization

42. ABC Manufacturing has recently started giving employees four different tasks instead of two that they
normally work on. This technique of expanding a workers’ jobs refers to which of these? 
A. Job enrichment
B. Job rotation
C. Job enlargement
D. Motivational design
E. Job specialization

43. When Susan introduces the system of giving her employees both more tasks to perform as well as more
control over how to perform them, she is utilizing which of these ? 
A. Job enrichment
B. Job rotation
C. Job enlargement
D. Motivational map
E. Job specialization

44. In the job characteristics theory, skill variety, task identity, and task significance affect which critical
psychological state? 
A. Knowledge of results
B. High internal work motivation
C. Experienced meaningfulness of the work
D. Individual perceptions of accountability and responsibility
E. Recognition for work outcomes

 
45. In the job characteristics theory, autonomy affect which critical psychological state? 
A. Knowledge of results
B. High internal work motivation
C. Experienced meaningfulness of the work
D. Individual perceptions of accountability and responsibility
E. Recognition for work outcomes

46. As a manager, if Sonia wants to enhance employee performance, she can use goal setting and organizational
rewards together. 
True    False

47. Fortunately, job design involves how organizations design work that is performed in a company, rather than
how jobs are structured. 
True    False

48. Managers must determine how to motivate people and how to optimize their performance. 
True    False

49. Research finds that Douglas McGregor was the chief proponent of job specialization. 
True    False

50. On the whole job specialization has produced disappointing results in the corporate setting. 
True    False

51. From the historical writing about division of labor advocated by Scottish economist Adam Smith, Frederick
Taylor's view of job specialization grew. 
True    False

52. The extreme monotony of highly specialized tasks is the foremost disadvantage of job specialization. 
True    False

 
53. Job rotation and job enlargement were developed as alternative ways to design jobs instead of through job
specialization. 
True    False

54. Companies use job rotation as a training technique and rely on it to as a primary vehicle to enhance
employee motivation. 
True    False

55. A distinct limitation of job rotation is that this approach often produces narrowly-focused and routine jobs. 
True    False

56. The primary advantage of job enlargement is to reduce the monotony and boredom found in manufacturing
jobs. 
True    False

57. Job enrichment involves giving employees more control over the tasks they perform on the job. 
True    False

58. The job characteristics theory was developed by Frederick Taylor and Abraham Maslow. 
True    False

59. The job characteristics of skill variety, task identity, and task significance are expected to affect an
employee's experienced meaningfulness of the work. 
True    False

60. Feedback is expected to affect the knowledge of the actual results of work activities. 
True    False

61. Research has generally provided consistent support for the job characteristics theory, although performance
has seldom been correlated with job characteristics. 
True    False

 
62. Employee empowerment promotes participation is a wide variety of areas, including but not limited to work
itself, work context, and work environment. 
True    False

63. A quality circle is a group of employees who are assigned to inspection teams that ensure production quality
on an assembly line. 
True    False

64. Employees who are given the opportunity to participate in making decisions may feel more committed to
properly executing those decisions. 
True    False

65. Empowerment only enhances organizational effectiveness if certain conditions exist. One of the conditions
is that the organization must be sincere in its efforts to spread power and autonomy to lower levels of the
organization. 
True    False

66. An employee decides when he or she reports to work on a typical workday. This is an example of a
compressed workweek. 
True    False

67. Flextime gives employees control over what days they work in a typical workweek. 
True    False

68. A "nine-eighty" schedule involves working eighty hours in nine days. 

True    False

69. Extended work schedules require employees to work extended periods of time followed by long periods of
paid time off. 
True    False

 
70. Telecommuting is an arrangement that allows employees to spend part of their time working overseas in
outsourced jobs, usually at an alternative worksite. 
True    False

71. __________ involves how companies design and structure work. 

________________________________________

72. The historical writings of _______ led to the further development of job specialization. 
________________________________________

73. _______, as conceptualized in scientific management, can help improve efficiency, but the process can also
increase monotony. 
________________________________________

74. Although regarded as a relatively inefficient management technique, _______ is often considered a very
effective training technique. 
________________________________________

75. Horizontal job loading is also known as _______. 

________________________________________

76. Maytag was one of the first companies to use ________ in the assembly of washing machine pumps. 
________________________________________

77. Job enrichment is based on the ________ theory of motivation, which states positive job-related experiences
and feelings of achievement, responsibility, and recognition are intrinsic to a job and could serve to motivate
employees. 
________________________________________

78. ________ is an approach to job design that relies on positive job experiences and feelings of achievement
and responsibility to motivate workers. 
________________________________________

 
79. _______ job loading involves adding more tasks to a job as well as giving the employee more control over
those tasks. 
________________________________________

80. The ________ theory focuses on the specific motivational properties of jobs. 

________________________________________

81. Hackman and Oldham believed that critical _________ determine the extent to which characteristics of the
task enhance employee responses to that task. 
________________________________________

82. Hackman and Oldham indicate that three critical psychological states are triggered by the characteristics of
the job known as core ________. 
________________________________________

83. ______ determine what jobs will be performed in their organizations and how those jobs will be performed. 
________________________________________

84. A worker numbed by _______ and _______ may be less motivated to work hard and more inclined to do
poor-quality work or to complain about the job 
________________________________________

85. The degree to which the job activities give the individual direct and clear information about the
effectiveness of his or her performance refers to _________. 
________________________________________

86. _____ is the degree to which a job allows an individual substantial freedom, independence, and discretion to
schedule the work and determine the procedures for carrying it out. 
________________________________________

87. ________ is the degree to which the job requires a variety of activities that involve different skills and
talents. 
________________________________________

 
88. ________ is the degree to which individuals continuously understand how effectively they are performing
the job. 
________________________________________

89. The _________ movement, in vogue from the 1930s through the 1950s, assumed that employees who are
happy and satisfied will work harder. 
________________________________________

90. A(n) ___________ involves volunteer employees who meet to identify and propose solutions to quality-
related issues. 
________________________________________

91. The _______ work week allows employees to work their full forty hours in fewer than the traditional five
days. 
________________________________________

92. Job ____ is an alternative work arrangement that suits people who want to work only part-time. 
________________________________________

93. ________ gives employees more personal control over the hours they work each day. 
________________________________________

94. An employee working a traditional work schedule one week and a compressed schedule the next week,
getting every other Friday off is working a(n) _______ work schedule. 
________________________________________

95. _________ require employees to complete longer periods of work, which are followed by longer periods of
paid time off. 
________________________________________

96. Match the following: 

1. core time       problem-solving volunteers   ____ 

2. empowerment       define and structure jobs   ____ 
3. job enlargement       providing employees a voice at work   ____ 
4. Frederick Taylor       alternating from one task to another   ____ 
5. telecommuting       employees must be at work   ____ 
6. Maytag       vertical job loading   ____ 
7. skill variety       number of required skills and talents   ____ 
8. critical psychological
states       understand how well the job is done   ____ 
     forty-hour work week in less than five
9. job enrichment  days   ____ 
10. participation       knowledge of results   ____ 
11. quality circle       chief proponent of job specialization   ____ 
12. knowledge of results       workers tailor their workday   ____ 
13. "nine-eighty"       workers set their own work goals   ____ 
14. job rotation       horizontal job loading   ____ 
15. flextime       one of the first to use job enlargement   ____ 
16. task significance       job characteristics theory   ____ 
     regular alternating with compressed
17. Hackman and Oldham  weeks   ____ 
18. employee participation       impact on the lives or work of others   ____ 
19. job design       involves working at home   ____ 
20. compressed work      employees made decisions about their
schedule  work   ____ 
 

97. In what areas is it appropriate to elicit employee participation? What outcomes should a manager expect
from participation? 

 
 

98. Describe, discuss and give examples of the early perspectives on employee involvement. Ensure that the
areas and techniques of involvement are addressed. 

 
 
99. Describe, discuss, and give examples of and the pros and cons of job rotation. 

 
 

100. Compare and contrast three alternative approaches to work scheduling discussed in your text. How will
each approach affect organizational efficiency? 

 
 

101. Discuss how managers can use motivation theories and job design to increase employees' motivation and
performance. 

 
 

102. Describe, discuss, compare and contrast job enlargement and job enrichment. Give examples for each. 

 
 
103. Discuss the evolution of job design. 

 
 

104. Discuss the advantages and disadvantages of job specialization. Give examples of each. Does job
specialization provide organizations a net benefit, or a net loss? Explain. 

 
 

105. Describe how a manager might use the job characteristics approach to design a job for a telecommuter. 

 
 
Chapter 5--Motivating Employee Performance Through Work Key
 

1. All of the following methods can be used to enhance individual performance at work EXCEPT: 
A. Job design
B. Employee participation
C. Goal setting
D. Performance management
E. Groupthink

2. Which of these was the first widespread model of how individual work should be designed? 
A. Job enrichment
B. Job rotation
C. Job enlargement
D. Motivational design
E. Job specialization

3. If Marco is interested in utilizing job specialization as motivational technique at work, you should advise him
that the primary problem associated with the specialization of jobs is  
A. involvement in too much of the production cycle.
B. slow pace of work.
C. boredom.
D. lower efficiency.
E. frequent social interaction with others.

4. A famous study was conducted in the automotive industry. The purpose of the study was to assess how
satisfied automobile workers were with various aspect of their jobs. The facets that the workers complained
about include all of the following EXCEPT 
A. the repetitiveness of the work.
B. the low skill requirements of the work.
C. the low pay.
D. the limited social interaction with others in the workplace.
E. the lack of control over the tools used in the job.

 
5. The problems encountered when implementing job rotation in the workplace include all of the following
EXCEPT: 
A. few companies rely on it as motivational tool.
B. it increases flexibility in transferring workers to new jobs.
C. it creates short-lived increases in workers' interest.
D. it reduces efficiency.
E. it maintains narrowly defined and routine work.

6. One of the earliest alternatives to job specialization used by managers was 

A. automation.
B. autonomous work groups.
C. job expectancy.
D. job loading.
E. job rotation.

7. Which of the following is an example of a job design technique? 

A. Job enlargement
B. Job realization
C. Job creation
D. Job equity
E. Job expectancy

8. Job enlargement involves the process of horizontal job loading, meaning that 
A. the employee is assigned more tasks to perform.
B. the jobs are broken into small, component parts.
C. each employee is given a specialized task to perform.
D. the employee is assigned less monotonous and routine tasks.
E. the employee is assigned tasks with more responsibility.

9. Which theory serves as the basis for job enrichment? 

A. Equity theory
B. Need theory
C. Expectancy theory
D. Maslow's hierarchy of needs
E. None of the above

 
10. Vertical job loading differs from job enlargement in that 
A. the employee has more control over the job.
B. the employee's job satisfaction receives more attention.
C. more tasks are added to a job.
D. workers feel as though they are doing something worthwhile.
E. managers strive to motivate employees by maximizing intrinsic factors.

11. Which of the following best describes the current view of job enrichment? 
A. Job enrichment continues to be a highly successful job design.
B. Nearly all Fortune 500 companies use some form of job enrichment program.
C. Job enrichment has been proven to increase performance, but at the cost of lower satisfaction.
D. Job enrichment has been proven to increase satisfaction, but at the cost of lower performance.
E. Job enrichment has recently fallen into disfavor among managers.

12. The critical psychological states of the job characteristics theory include all of the following EXCEPT: 
A. knowledge of results.
B. individual perceptions that the job is valuable and worthwhile.
C. experienced meaningfulness of the work.
D. individual perceptions of accountability and responsibility.
E. recognition for work outcomes.

13. The degree to which the job allows an individual substantial freedom and independence is called 
A. autonomy.
B. task significance.
C. feedback
D. job integration.
E. job description.

14. In the job characteristics theory, which of the following is NOT a factor presumed to cause the emergence of
psychological states? 
A. Task identity
B. Experienced responsibility
C. Task significance
D. Feedback
E. Autonomy

 
15. ____ is the degree to which a job requires completion of a whole and identifiable piece of work. 
A. Task identity
B. Task meaningfulness
C. Task visibility
D. Task recognition
E. Task significance

16. The degree to which the job activities give a person information about the effectiveness of performance is
called 
A. skill variety.
B. feedback.
C. task identity.
D. skill identity.
E. task variety.

17. All of the following statements about the key outcomes expected to result from the psychological states
detailed in the job characteristics theory are true EXCEPT: 
A. low absenteeism and turnover.
B. high satisfaction with work.
C. high-quality work performance.
D. high profits for stockholders.
E. high internal work motivation.

18. When Sarah is ready to implement the job characteristics theory, she can use all of these guidelines
EXCEPT: 
A. Combining existing tasks into more complex ones
B. Opening feedback channels
C. Establishing direct relationships with clients
D. Raising pay levels to match the competition
E. Forming natural work units

19. Which one of the following statements has been cited as a weakness of the job characteristics theory? 
A. Guidelines for implementation are too specific.
B. All changes to a job must occur simultaneously.
C. The role of individual differences frequently has not been supported by scientific research.
D. The theory assumes that job characteristics are unpredictable and inconsistent.
E. One application of the theory found that absenteeism and turnover actually increased.

 
20. Participation occurs when employees 
A. work together in teams.
B. have a voice in decisions about their own work.
C. work closely with a mentor or supervisor.
D. join a labor union or other employee association.
E. become fully vested in a benefits program.

21. The human relations view of participation was that participation 

A. would increase satisfaction, but would not be a source of potentially valuable input.
B. would increase satisfaction, but would likely reduce performance.
C. was necessary but inefficient.
D. was useful to secure creative ideas from employees.
E. could potentially increase the value of the organization's key product or service.

22. The role of participation and empowerment in motivation can be expressed in terms of all of the following
theoretical perspectives EXCEPT: 
A. need for achievement.
B. expectancy theory.
C. need-based perspectives of motivation.
D. diversity theory.
E. self-esteem.

23. Organizations may benefit from allowing employee participation in all of the following areas EXCEPT: 
A. what material to use.
B. what tools to use.
C. work schedules.
D. product quality.
E. corporate investment decisions.

24. Quality circles are an example of organizational attempts at 

A. applying reinforcement theory.
B. OB modification.
C. behavior modification.
D. empowerment.
E. motivational training.

 
25. All of the following statements about the use of quality circles are true EXCEPT: 
A. Employees meet regularly to identify problems.
B. Employees are empowered to control their work.
C. The use of a question/answer period is important.
D. Employees can propose solutions to problems.
E. Employees meet voluntarily.

26. Empowerment will enhance organizational effectiveness under all the following conditions EXCEPT: 
A. sincere efforts to spread power and autonomy to lower levels.
B. commitment to maintain participation and empowerment.
C. systematic efforts to empower workers.
D. renewed concentration of authority in the hands of top managers.
E. increased commitment to training.

27. Alternative work arrangements are intended to 

A. enhance employee motivation and performance.
B. limit the flexibility employees have in scheduling work.
C. accommodate a narrower range of the potential workforce.
D. increase company profits.
E. reduce dependence on key customers.

28. Which of the following statements about variable work schedules is true? 

A. Employees can learn new skills.
B. Employees recognize the value of motivation.
C. Employees have a say in critical decisions in the organization.
D. Employees grow resentful and powerless.
E. Employees can organize their work behaviors.

29. Which of the following is an alternative work arrangement where an employee is given more control over
the times worked on a typical workday? 
A. Flextime
B. Variable work schedules
C. Compressed work week
D. Job sharing
E. Telecommuting

 
30. Ending the workday shortly after lunch on Friday because an individual reported to work early is most
likely an example of 
A. a shortened workweek.
B. telecommuting.
C. flextime.
D. a compressed workweek.
E. job sharing.

31. All of the following statements are true about the traditional work schedule, EXCEPT: 
A. long days that start at 8:00 or 9:00 in the morning.
B. managers work many additional hours.
C. it is hard for employees to take care of personal business.
D. people can take off work when they need to.
E. people feel powerless because of their work schedules.

32. When a construction worker decides to work additional hours on a typical workday so that he can have a
three-day weekend, he is likely taking advantage of a ____ program. 
A. shortened workweek.
B. telecommuting.
C. flextime.
D. compressed workweek.
E. job sharing.

33. All of the following statements regarding flextime are true EXCEPT: 

A. It gives employees less say about what days they work.
B. Gives employees more personal control over times they work.
C. Is desirable for people who want to work part-time.
D. All employees must be at work during core time.
E. The workday is broken down into two categories.

34. Flextime is a work schedule arrangement that 

A. gives employees more personal control over the hours they work each day.
B. allows workers to work a full forty-hour week in less than five days.
C. allows workers to miss more than their normally allotted sick days.
D. gives employees a say in deciding what hours to remain open for business.
E. lets employees choose their days off in advance.

 
35. The benefits of job sharing include all of the following EXCEPT: 
A. a way to entice more workers to the organization.
B. there are cost benefits to the organization.
C. the organization does not have to offer benefits.
D. organizations are concerned about worker safety.
E. the organization can tap into a wider array of skills.

36. Two people are needed to fill a position for a company that remains open for business from 9:00 a.m. to
5:00 p.m., five days a week. Which of the following alternative work arrangements might best suit this
position? 
A. Job sharing
B. Flextime
C. Telecommuting
D. Job characteristics approach
E. Compressed work week

37. Telecommuting involves all of the following EXCEPT: 

A. using e-mail and other technologies to stay in touch with the workplace.
B. employees spending one or two days a week at home.
C. reductions in absenteeism and turnover.
D. organization savings on facilities such as parking.
E. higher pay for working under special conditions.

38. The problems with telecommuting include all of the following EXCEPT: 

A. a feeling of isolation.
B. lack of self-control.
C. workplace safety.
D. have to be at work during core time.
E. coordination difficulties in scheduling meetings.

39. All of the following are benefits of telecommuting EXCEPT: 

A. provides added flexibility.
B. can manage personal activities.
C. can get more work done.
D. employees miss the interaction of the workplace.
E. it reduces absenteeism and turnover.

 
40. Allowing an employee to spend part of their time working off-site, usually at home is called ____. 
A. compressed work week
B. flextime
C. job sharing
D. off-shoring
E. none of the above

41. Justine is highly concerned about monotony and boredom plaguing his employees at work. If he starts to
systematically move workers from one job to another in an attempt to minimize monotony and boredom, it
refers to which of these? 
A. Job enrichment
B. Job rotation
C. Job enlargement
D. Motivational design
E. Job specialization

42. ABC Manufacturing has recently started giving employees four different tasks instead of two that they
normally work on. This technique of expanding a workers’ jobs refers to which of these? 
A. Job enrichment
B. Job rotation
C. Job enlargement
D. Motivational design
E. Job specialization

43. When Susan introduces the system of giving her employees both more tasks to perform as well as more
control over how to perform them, she is utilizing which of these ? 
A. Job enrichment
B. Job rotation
C. Job enlargement
D. Motivational map
E. Job specialization

44. In the job characteristics theory, skill variety, task identity, and task significance affect which critical
psychological state? 
A. Knowledge of results
B. High internal work motivation
C. Experienced meaningfulness of the work
D. Individual perceptions of accountability and responsibility
E. Recognition for work outcomes

 
45. In the job characteristics theory, autonomy affect which critical psychological state? 
A. Knowledge of results
B. High internal work motivation
C. Experienced meaningfulness of the work
D. Individual perceptions of accountability and responsibility
E. Recognition for work outcomes

46. As a manager, if Sonia wants to enhance employee performance, she can use goal setting and organizational
rewards together. 
TRUE

47. Fortunately, job design involves how organizations design work that is performed in a company, rather than
how jobs are structured. 
FALSE

48. Managers must determine how to motivate people and how to optimize their performance. 
TRUE

49. Research finds that Douglas McGregor was the chief proponent of job specialization. 
FALSE

50. On the whole job specialization has produced disappointing results in the corporate setting. 
FALSE

51. From the historical writing about division of labor advocated by Scottish economist Adam Smith, Frederick
Taylor's view of job specialization grew. 
TRUE

52. The extreme monotony of highly specialized tasks is the foremost disadvantage of job specialization. 
TRUE

 
53. Job rotation and job enlargement were developed as alternative ways to design jobs instead of through job
specialization. 
TRUE

54. Companies use job rotation as a training technique and rely on it to as a primary vehicle to enhance
employee motivation. 
FALSE

55. A distinct limitation of job rotation is that this approach often produces narrowly-focused and routine jobs. 
TRUE

56. The primary advantage of job enlargement is to reduce the monotony and boredom found in manufacturing
jobs. 
FALSE

57. Job enrichment involves giving employees more control over the tasks they perform on the job. 
TRUE

58. The job characteristics theory was developed by Frederick Taylor and Abraham Maslow. 
FALSE

59. The job characteristics of skill variety, task identity, and task significance are expected to affect an
employee's experienced meaningfulness of the work. 
TRUE

60. Feedback is expected to affect the knowledge of the actual results of work activities. 
TRUE

61. Research has generally provided consistent support for the job characteristics theory, although performance
has seldom been correlated with job characteristics. 
TRUE

 
62. Employee empowerment promotes participation is a wide variety of areas, including but not limited to work
itself, work context, and work environment. 
TRUE

63. A quality circle is a group of employees who are assigned to inspection teams that ensure production quality
on an assembly line. 
FALSE

64. Employees who are given the opportunity to participate in making decisions may feel more committed to
properly executing those decisions. 
TRUE

65. Empowerment only enhances organizational effectiveness if certain conditions exist. One of the conditions
is that the organization must be sincere in its efforts to spread power and autonomy to lower levels of the
organization. 
TRUE

66. An employee decides when he or she reports to work on a typical workday. This is an example of a
compressed workweek. 
FALSE

67. Flextime gives employees control over what days they work in a typical workweek. 
FALSE

68. A "nine-eighty" schedule involves working eighty hours in nine days. 

TRUE

69. Extended work schedules require employees to work extended periods of time followed by long periods of
paid time off. 
TRUE

 
70. Telecommuting is an arrangement that allows employees to spend part of their time working overseas in
outsourced jobs, usually at an alternative worksite. 
FALSE

71. __________ involves how companies design and structure work. 

Job design

72. The historical writings of _______ led to the further development of job specialization. 
Adam Smith

73. _______, as conceptualized in scientific management, can help improve efficiency, but the process can also
increase monotony. 
Job specialization

74. Although regarded as a relatively inefficient management technique, _______ is often considered a very
effective training technique. 
job rotation

75. Horizontal job loading is also known as _______. 

job enlargement

76. Maytag was one of the first companies to use ________ in the assembly of washing machine pumps. 
job enlargement

77. Job enrichment is based on the ________ theory of motivation, which states positive job-related experiences
and feelings of achievement, responsibility, and recognition are intrinsic to a job and could serve to motivate
employees. 
dual-structure

78. ________ is an approach to job design that relies on positive job experiences and feelings of achievement
and responsibility to motivate workers. 
Job enrichment

 
79. _______ job loading involves adding more tasks to a job as well as giving the employee more control over
those tasks. 
Vertical

80. The ________ theory focuses on the specific motivational properties of jobs. 

Job Characteristics

81. Hackman and Oldham believed that critical _________ determine the extent to which characteristics of the
task enhance employee responses to that task. 
psychological states

82. Hackman and Oldham indicate that three critical psychological states are triggered by the characteristics of
the job known as core ________. 
job dimensions

83. ______ determine what jobs will be performed in their organizations and how those jobs will be performed. 
Managers

84. A worker numbed by _______ and _______ may be less motivated to work hard and more inclined to do
poor-quality work or to complain about the job 
boredom, monotony  or   
monotony, boredom

85. The degree to which the job activities give the individual direct and clear information about the
effectiveness of his or her performance refers to _________. 
feedback

86. _____ is the degree to which a job allows an individual substantial freedom, independence, and discretion to
schedule the work and determine the procedures for carrying it out. 
Autonomy

 
87. ________ is the degree to which the job requires a variety of activities that involve different skills and
talents. 
Skill variety

88. ________ is the degree to which individuals continuously understand how effectively they are performing
the job. 
Knowledge of results

89. The _________ movement, in vogue from the 1930s through the 1950s, assumed that employees who are
happy and satisfied will work harder. 
human relations

90. A(n) ___________ involves volunteer employees who meet to identify and propose solutions to quality-
related issues. 
quality circle

91. The _______ work week allows employees to work their full forty hours in fewer than the traditional five
days. 
compressed

92. Job ____ is an alternative work arrangement that suits people who want to work only part-time. 
sharing

93. ________ gives employees more personal control over the hours they work each day. 
Flextime

94. An employee working a traditional work schedule one week and a compressed schedule the next week,
getting every other Friday off is working a(n) _______ work schedule. 
nine-eighty

95. _________ require employees to complete longer periods of work, which are followed by longer periods of
paid time off. 
Extended work schedules

 
96. Match the following: 

1. core time       problem-solving volunteers   11 

2. empowerment       define and structure jobs   19 
3. job enlargement       providing employees a voice at work   18 
4. Frederick Taylor       alternating from one task to another   14 
5. telecommuting       employees must be at work   1 
6. Maytag       vertical job loading   9 
7. skill variety       number of required skills and talents   7 
8. critical psychological states       understand how well the job is done   12 
     forty-hour work week in less than five
9. job enrichment  days   20 
10. participation       knowledge of results   8 
11. quality circle       chief proponent of job specialization   4 
12. knowledge of results       workers tailor their workday   15 
13. "nine-eighty"       workers set their own work goals   2 
14. job rotation       horizontal job loading   3 
15. flextime       one of the first to use job enlargement   6 
16. task significance       job characteristics theory   17 
17. Hackman and Oldham       regular alternating with compressed weeks   13 
18. employee participation       impact on the lives or work of others   16 
19. job design       involves working at home   5 
     employees made decisions about their
20. compressed work schedule  work   10 
 

97. In what areas is it appropriate to elicit employee participation? What outcomes should a manager expect
from participation? 

Answers will vary.

98. Describe, discuss and give examples of the early perspectives on employee involvement. Ensure that the
areas and techniques of involvement are addressed. 

Answers will vary.

99. Describe, discuss, and give examples of and the pros and cons of job rotation. 

Answers will vary.

 
100. Compare and contrast three alternative approaches to work scheduling discussed in your text. How will
each approach affect organizational efficiency? 

Answers will vary.

101. Discuss how managers can use motivation theories and job design to increase employees' motivation and
performance. 

Answers will vary.

102. Describe, discuss, compare and contrast job enlargement and job enrichment. Give examples for each. 

Answers will vary.

103. Discuss the evolution of job design. 

Answers will vary.

104. Discuss the advantages and disadvantages of job specialization. Give examples of each. Does job
specialization provide organizations a net benefit, or a net loss? Explain. 

Answers will vary.

105. Describe how a manager might use the job characteristics approach to design a job for a telecommuter. 

Answers will vary.