Developing Management Skills, 8e (Whetten/Cameron)
Chapter 6 Motivating Others
1) Ability equals aptitude multiplied by training and commitment.
Answer: FALSE
Explanation: Ability equals aptitude multiplied by training and resources.
Diff: 1 Page Ref: 327
Topic: Diagnosing Work Performance Problems
Skill: Recall
2) The first diagnostic question that must be asked by a supervisor of a poor performer is whether the person's performance deficiencies stem from lack of commitment or lack of motivation.
Answer: FALSE
Explanation: The first diagnostic question that must be asked by the supervisor of a poor performer is whether the person's performance deficiencies stem from lack of ability or lack of motivation.
Diff: 2 Page Ref: 327
Topic: Diagnosing Work Performance Problems
Skill: Recall
3) In her job as customer service representative, Angela is tenacious in her efforts, but her overall performance lacks creativity. Thus, Angela is committed to her job but exhibits low desire.
Answer: TRUE
Explanation: Motivation represents an employee's desire and commitment. A person with high commitment but low desire will work persistently but without inspiration and energy.
Diff: 3 Page Ref: 327
Topic: Diagnosing Work Performance Problems
Skill: Understanding
4) To change a person's ability, the manager should make sure resources are available for the job.
Answer: TRUE
Explanation: Because Ability= Aptitude x Training x Resources, insufficient resources can negatively affect an employee's ability on the job. Conversely, ensuring adequate resources can greatly increase the employee's ability.
Diff: 2 Page Ref: 327
Topic: Diagnosing Work Performance Problems
Skill: Recall
5) You have noticed that your boss, Eric, has become very defensive and is constantly reminding you how things were done when he was in your shoes. These signs indicate that Eric has minimal desire.
Answer: FALSE
Explanation: Eric is showing signs of ability deterioration. He is exaggerating aspects of the leadership role and focusing on past performance.
Diff: 2 Page Ref: 328
Topic: Enhancing Individuals' Abilities
Skill: Understanding
6) The principal tools available for overcoming poor performance problems due to lack of ability are resupply, retrain, refit, reassign, and release.
Answer: TRUE
Explanation: These five tools address the components of employee ability (aptitude, training, and resources) in the most advantageous order. Addressing resources and training before addressing aptitude gives the subordinate the benefit of the doubt and decreases the likelihood of a negative or defensive reaction.
Diff: 1 Page Ref: 328
Topic: Enhancing Individuals' Abilities
Skill: Recall
7) When a supervisor analyzes the components of his or her subordinate's job and creates different combinations of tasks, the manager has used the refitting option.
Answer: TRUE
Explanation: Refitting occurs once it is apparent that neither training nor additional resources will improve performance. It involves leaving the subordinate on the job, but tailoring the job to avoid weaknesses and emphasize strengths.
Diff: 2 Page Ref: 329
Topic: Enhancing Individuals' Abilities
Skill: Recall
8) Your boss believes in close supervision and that people really don't want to work hard. He has a Theory Z view.
Answer: FALSE
Explanation: He has what McGregor called Theory X view.
Diff: 1 Page Ref: 330
Topic: Fostering a Motivating Work Environment
Skill: Recall
9) There appears to be more violence in the workplace than ever before. Even some of the equipment has been sabotaged. The imposing style of management could contribute to this situation.
Answer: TRUE
Explanation: Imposing management consists of a strong emphasis on performance to the exclusion of employee satisfaction. Imposing management may increase performance in the short run, but its long-term effects are employee dissatisfaction, decreased productivity and even sabotage.
Diff: 1 Page Ref: 331
Topic: Fostering a Motivating Work Environment
Skill: Recall
10) Effective goal programs are specific, consistent, and provide feedback.
Answer: TRUE
Explanation: The three characteristics of effective goals are (1) specificity, (2) consistency, and (3) appropriately level of difficulty. Additionally, any goal program should provide feedback to clarify expectations, adjust goals, and allow for recognition of goal achievement.
Diff: 1 Page Ref: 334
Topic: Elements of an Effective Motivation Program: Establish Clear Performance Expectations
Skill: Recall
11) An example of a well-stated goal is "to reduce the average shipment period from five days to two days by the end of the year."
Answer: TRUE
Explanation: This goal is specific and measurable. It also appears to be appropriately challenging (a three-day reduction in shipping speed).
Diff: 2 Page Ref: 334
Topic: Elements of an Effective Motivation Program: Establish Clear Performance Expectations
Skill: Understanding
12) The path-goal theory of leadership suggests that the level of managerial involvement in subordinates' tasks should depend on the manager's view of what employees expect in terms of his or her involvement.
Answer: FALSE
Explanation: The path-goal theory of leadership suggests that the level of managerial involvement in subordinates' tasks should depend on specific conditions. Managers should tailor their management and involvement to those specific conditions.
Diff: 2 Page Ref: 336
Topic: Elements of an Effective Motivation Program: Remove Obstacles to Performance
Skill: Recall
13) The level of involvement a manager utilizes should depend on the nature of the work and the ability and experience of the employee.
Answer: TRUE
Explanation: Capable and experienced employees feel they need less assistance from their managers than do less experienced counterparts. Similarly, simple jobs may require less managerial intervention than their more complex counterparts.
Diff: 1 Page Ref: 335-36
Topic: Elements of an Effective Motivation Program: Remove Obstacles to Performance
Skill: Recall
14) As manager, Alisha is responsible for designing a bonus program to reward all the employees in her sales unit. A key factor she should consider is whether the bonus should be linked to group performance or individual performance.
Answer: TRUE
Explanation: Motivational schemes should be directed toward keeping the high performers satisfied. This is best done by closely linking rewards with behaviors whenever possible. Additionally, the cultural values system will determine in part whether it is more appropriate to have an individual or group performance incentive.
Diff: 2 Page Ref: 337
Topic: Reinforce Performance-Enhancing BehaviorUse Rewards as Reinforcers
Skill: Recall
15) According to one perspective, the best way to change an individual's behavior in the work environment is to change his or her manager's behavior.
Answer: TRUE
Explanation: This is a direct quote from page 338 of the text. The reason this is true is that managers have considerable leverage over their subordinates' motivation to reach optimal performance.
Diff: 2 Page Ref: 338
Topic: Reinforce Performance-Enhancing BehaviorRole of Managers' Actions as Reinforcers
Skill: Recall
16) To encourage Elaine's initiative on the group project, her boss, Barry, should tell her that she alone is totally responsible for her success.
Answer: FALSE
Explanation: Since it is a group project, Elaine's manager should tell her that the entire group is responsible for success and give Elaine guidance about how to accomplish the group's objectives.
Diff: 3 Page Ref: 340
Topic: Reinforce Performance-Enhancing BehaviorRole of Managers' Actions as Reinforcers
Skill: Application/Analysis
17) Ignoring inappropriate behavior as a means of changing behavior often doesn't work because the nonresponse may be seen as positive reinforcement.
Answer: TRUE
Explanation: If an employee expects a reprimand and instead receives no response, it will be seen as positive reinforcement. On the other hand, if an employee expects a positive response and receives no response, it may be seen as negative reinforcement.
Diff: 1 Page Ref: 339
Topic: Reinforce Performance-Enhancing BehaviorUse Rewards and Discipline Appropriately
Skill: Recall
18) You have recently been promoted to a managerial position. One of your new peers comments, "Sometimes you just have to ignore unacceptable behavior of your employees. That way, it just goes away all by itself." Based on the text, you should believe this is good advice.
Answer: FALSE
Explanation: Unacceptable behavior does not go away by being ignored. Appropriate rewards and discipline can help to remove unacceptable behavior, but not responding to the behavior will not lead to improvement.
Diff: 2 Page Ref: 339
Topic: Reinforce Performance-Enhancing BehaviorUse Rewards and Discipline Appropriately
Skill: Recall
19) In dealing with an employee that is performing below expectations, a manager should first reprimand and then redirect the employee's behavior.
Answer: TRUE
Explanation: These first two steps of shaping behavior are used to extinguish unacceptable behaviors and replace them with acceptable ones.
Diff: 2 Page Ref: 341
Topic: Reinforce Performance-Enhancing BehaviorStrategies for Shaping Behavior
Skill: Recall
20) Greg typically returns late from his break periods. As Greg's manager, you should first point out how the behavior has impacted the work unit and then identify which behavior has caused the problem.
Answer: FALSE
Explanation: When reprimanding, first identify the specific inappropriate behavior, give examples, and indicate that the action must stop. Then, point out the impact the problem has had on the performance of others, the unit's mission, and so forth. Finally, ask questions about causes and explore remedies.
Diff: 2 Page Ref: 341-342
Topic: Reinforce Performance-Enhancing BehaviorStrategies for Shaping Behavior
Skill: Recall
21) Elise successfully led her team to reaching the weekly sales quota. Elise is likely to experience a feeling of accomplishment, which is an intrinsic outcome.
Answer: TRUE
Explanation: Intrinsic outcomes are experienced by an individual directly as a result of task performance. Extrinsic outcomes are controlled by someone other than the original performer (pay, promotions, and praise).
Diff: 1 Page Ref: 342
Topic: Reinforce Performance-Enhancing BehaviorFoster Intrinsic Outcomes
Skill: Understanding
22) The more an employee can perform a complete job from beginning to end and the more the work has a direct effect on the work of other people, the more the employee will view the job as meaningful.
Answer: TRUE
Explanation: This concept is called task identity and allows the worker to better understand the impact he or she has on a particular job.
Diff: 1 Page Ref: 342
Topic: Reinforce Performance-Enhancing BehaviorMotivating Workers by Redesigning Work
Skill: Recall
23) Allowing an employee to telecommute increases the critical psychological state of experienced meaningfulness of the work.
Answer: FALSE
Explanation: Telecommuting to work is not related to meaningfulness of work. Telecommuting may provide employees more freedom in balancing their life and work, but it may not necessarily improve the meaningfulness of the work.
Diff: 2 Page Ref: 342-343
Topic: Reinforce Performance-Enhancing BehaviorMotivating Workers by Redesigning Work
Skill: Understanding
24) According to Murray's manifest needs model, the needs of individuals in the workplace include the needs for achievement, affiliation, and power.
Answer: TRUE
Explanation: Though Murray proposed about two dozen needs, only four of them are relevant to the workplace.
Diff: 1 Page Ref: 345
Topic: Provide Salient RewardsPersonal Needs and Personal Motivation
Skill: Recall
25) Research supports the proposition that employee preferences for rewards can differ based on their position in the organization, age, seniority, educational level, and marital status.
Answer: TRUE
Explanation: This is because rewards are most salient to us when they fill an unmet need. Individuals with different economic and demographic profiles have different needs, therefore, it follows that employee preferences for rewards will vary as well.
Diff: 2 Page Ref: 346
Topic: Provide Salient RewardsUsing Need Theory to Overcome Common Attribution Errors
Skill: Understanding
26) As a manager, if your objective is to understand what motivates an employee in your work group, you should concentrate primarily on demographic variables, such as race, sex, education, and age.
Answer: FALSE
Explanation: If your objective is to understand what motivates a particular individual in your immediate work group, it is important to go beyond that person's demographic profile and understand what makes that person unique. Effective managers accomplish this through frequent, personal, and supportive discussions with their subordinates.
Diff: 2 Page Ref: 346
Topic: Provide Salient RewardsUsing Need Theory to Overcome Common Attribution Errors
Skill: Recall
27) Feelings of equity can be influenced by peer pressure.
Answer: TRUE
Explanation: Equity refers to workers' perceptions about the fairness of rewards. These perceptions are formed in part by individuals, but in relation to the group as a whole. As a result, opinions and influence of other group members can affect an individual's sense of equity.
Diff: 2 Page Ref: 348
Topic: Elements of an Effective Motivation Program: Use an Equitable Process
Skill: Understanding
28) When assessing equity and fairness, one of the most important things a manager must evaluate is the perceptions of his or her employees.
Answer: TRUE
Explanation: Equity is based entirely on perceptions, whether accurate or not. In fact, the text reminds us that "That which is perceived as being real is real in its consequences."
Diff: 2 Page Ref: 348
Topic: Elements of an Effective Motivation Program: Use an Equitable Process
Skill: Recall
29) The most effective rewards are based on (1) the length of time between the occurrence of the desirable behavior and the receipt of the reward and (2) the applicability of the reward to all employees.
Answer: FALSE
Explanation: The most effective rewards are based on (1) the length of time between the occurrence of the desirable behavior and the receipt of the reward and (2) the specificity of the explanation for the reward.
Diff: 2 Page Ref: 348-349
Topic: Elements of an Effective Motivation Program: Provide Timely Rewards and Accurate Feedback
Skill: Recall
30) The willingness of employees to work 70 hours per week is likely to be contingent on the owners of the business to provide an appropriate reward, such as stock options, in a timely manner.
Answer: TRUE
Explanation: Because rewards must be timely and closely linked to specific behaviors, timing is important. For example, workers are unlikely to be willing to work long hours in January with the promise of a year-end bonus. On the other hand, a quarterly reward system may be appropriate.
Diff: 2 Page Ref: 349
Topic: Elements of an Effective Motivation Program: Provide Timely Rewards and Accurate Feedback
Skill: Recall
31) After interviewing a candidate for a job, the interviewing manager decides that he likes the candidate. He finds his personality exceptional. When the manager refers to the candidate's personality, to what is he referring?
A) Aptitude
B) Desire
C) Commitment
D) Motivation
E) Training
Answer: A
Explanation: A) Correct. Aptitude refers to the skills and abilities that a person brings to a job, including physical and mental capabilities, as well as personality strengths.
B) Incorrect. Desire and commitment are elements of motivation. Personality is not indicative of desire.
C) Incorrect. Desire and commitment are elements of motivation. Personality is not indicative of commitment.
D) Incorrect. Desire and commitment are elements of motivation. Personality is not indicative of motivation.
E) Incorrect. Training, aptitude, and resources are elements of ability. Personality is not indicative of training.
Diff: 3 Page Ref: 327
Topic: Diagnosing Work Performance Problems
Skill: Understanding
32) Aptitude is (1) the native skills and abilities a person brings to the job, (2) the physical and mental capabilities of a person, and (3) the personality characteristics a person has for people-oriented jobs. Which statements are correct?
A) All three statements are correct.
B) Only statements 1 and 2 are correct.
C) Only statements 1 and 3 are correct.
D) Only statements 2 and 3 are correct.
E) Only statement 3 is correct.
Answer: A
Explanation: A) Correct. Aptitude, an element of ability, includes all three factors named above.
B) Incorrect. Statement 3 is also correct.
C) Incorrect. Statement 2 is also correct.
D) Incorrect. Statement 1 is also correct.
E) Incorrect. Statements 1 and 2 are also correct.
Diff: 2 Page Ref: 327
Topic: Diagnosing Work Performance Problems
Skill: Recall
33) You have observed Sally's performance for a few months. There is no doubt about her effort; it is evident she tries very hard. However, there doesn't appear to be any improvement in her performance since you have been watching. What should you conclude?
A) This is a desire issue.
B) This is an ability issue.
C) This is a commitment issue.
D) She is a terrible employee and should be let go as soon as possible.
Answer: B
Explanation: A) Incorrect. Desire is an element of motivation, and motivation is a synonym for effort. Because we know that Sally tries hard, the lack of performance improvement is unrelated to her level of desire.
B) Correct. Performance equals ability times effort. We know that Sally's effort is not lacking, while her performance is suffering. This means that her ability must be lacking.
C) Incorrect. Commitment is an element of motivation, and motivation is a synonym for effort. Because we know that Sally tries hard, the lack of performance improvement is unrelated to her level of commitment.
D) Incorrect. It would be a mistake to conclude that Sally is a terrible employee. Though her performance is suffering, indicating that her ability is lacking, 2 of the 3 elements of ability are actually elements that are out of Sally's control (training and resources). You would be wise to evaluate these two potential areas prior to drawing any ultimate conclusions about Sally's potential as an employee.
Diff: 3 Page Ref: 327
Topic: Diagnosing Work Performance Problems
Skill: Understanding
34) When asking if an employee's poor performance is due to lack of ability or lack of motivation, a supervisor should consider (1) the difficulty of the task, (2) whether the employee is trying or not, and (3) how the employee's co-worker, who has similar ability and motivation, is doing on the job. Which statements are correct?
A) All three statements are correct.
B) Only statements 1 and 2 are correct.