Management #15

Question 1

accounts for the level, direction, and persistence of effort expended at work

Answer 1

Motivation

Question 2

states that a need isn’t activated until the next lower-level need is satisfied

Answer 2

Progression Principle

Question 3

states that an already satisfied need can become reactivated when a higher-level need is blocked

Answer 3

Frustration-regression Principle

Question 4

found in job content, such as a sense of achievement, recognition, responsibility, advancement, or personal growth

Answer 4

Satisfier Factor

Question 5

found in the job context, such as working conditions, interpersonal relations, organization policies, and salary

Answer 5

Hygiene Factor

Question 6

desire to do something better, to solve problems, or to master complex tasks

Answer 6

Need for Achievement

Question 7

desire to control, influence, or be responsible for other people

Answer 7

Need for Power

Question 8

desire to establish and maintain good relations with people

Answer 8

Need for Affiliation

Question 9

person’s belief that working hard will result in high task performance

Answer 9

Expectancy

Question 10

person’s belief that various outcomes will occurs as a result of task performance

Answer 10

Instrumentality

Question 11

value a person assigns to work-related outcomes

Answer 11

Valence

Question 12

person’s belief that she or he is capable of performing a task

Answer 12

Self-efficacy

Question 13

states that behavior followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequences is not

Answer 13

Law of Effect

Question 14

the control of behavior by manipulating its consequences

Answer 14

Operant Conditioning

Question 15

strengthens behavior by making a desirable consequence contingent on its occurrence

Answer 15

Positive Reinforcement

Question 16

strengthens behavior by making the avoidance of an undesirable consequence contingent on its occurrence

Answer 16

Negative Reinforcement

Question 17

discourages behavior by making an unpleasant consequence contingent on its occurrence

Answer 17

Punishment

Question 18

discourages behavior by making the removal of a desirable consequence contingent on its occurrence

Answer 18

Extinction

Question 19

positive reinforcement of successive approximations to the desired behavior

Answer 19

Shaping

Question 20

rewards each time a desired behavior occurs

Answer 20

Continuous Reinforcement

Question 21

rewards behavior only periodically

Answer 21

Intermittent Reinforcement

Question 22

arranging work tasks for individuals and groups

Answer 22

Job Design

Question 23

employs people in clearly defined and specialized tasks with narrow job scope

Answer 23

Job Simplification

Question 24

the total mechanization of a job

Answer 24

Automation

Question 25

increases task variety by periodically shifting workers between different jobs

Answer 25

Job Rotation

Question 26

increases task variety by combining into one job or two or more tasks previously done by separate workers

Answer 26

Job Enlargement

Question 27

increases job depth by adding work planning and evaluating duties normally performed by the supervisor

Answer 27

Job Enrichment

Question 28

give employees some choice in daily work hours

Answer 28

Flexible Working Hours

Question 29

allows a full time job to be completed in less than five days

Answer 29

Compressed Workweek

Question 30

splits on job between two people

Answer 30

Job Sharing

Question 31

involving using IT to work at home or outside the office

Answer 31

Telecommuting

Question 32

employed on a part-time and temporary basis to supplement a permanent workforce

Answer 32

Contingency Workers

Question 33

the degree to which a job requires a variety of different activities to carry out the work, and involves the use of a number of different skills and talents of the individual

Answer 33

Skill Variety

Question 34

the degree to which the job requires completion of a “whole” and identifiable piece of work, one that involves doing a job from beginning to end with a visible outcome

Answer 34

Task Identity

Question 35

the degree to which the job has a substantial impact on their lives or work of other people elsewhere in the organization, or in the external environment

Answer 35

Task Significance

Question 36

the degree to which the job gives the individual freedom, independence, and discretion in scheduling work and in choosing procedures for carrying it out

Answer 36

Autonomy

Question 37

the degree to which work activities required by the job result in the individual obtaining direct and clear information on his or her performance

Answer 37

Feedback from the Job Itself