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Chapter 10 Homework       LO1 - Explain Taylor’s theory of scientific management

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Chapter 10 Homework

 

 

 

LO1 - Explain Taylor’s theory of scientific management.

  1) The personal satisfaction people feel when they receive recognition for their efforts is considered to be a(n) __________ reward.

 

intrinsic

 

physiological

 

extrinsic

 

external

 

2. One of the founders of motivational theory, _______ is also recognized as the father of scientific management.

 

Frank Gilbreth

 

Frederick Taylor

 

Abraham Maslow

 

Elton Mayo

 

 3. _______ is the concept that every job can be broken down into a series of elementary motions.

 

 Motion economy

 

Job analysis

 

Job specialization

 

Task analysis

 

4. Dallas is the manager of a manufacturing company. Dallas's approach is to break down assembly workers' jobs into a series of elementary tasks, determine the best way to perform those jobs, and then train workers accordingly. His approach is consistent with the principles of

 

job specialization.

 

departmentalization.

 

scientific management.

 

assembly engineering.

 

5. A company that wants to analyze a specific job in an effort to determine the most efficient method of performing its various tasks in terms of time and effort utilized.

 

efficiency analysis.

 

 time-motion studies.

 

motion economy analysis.

 

assembly engineering.

 

LO2 - Describe the Hawthorne studies and their significance to management.

????

6. The Hawthorne studies were designed to measure the effect of the work _______ on productivity.

 

specialization

 

 environment

 

detail

 

efficiency

 

7. Mr. Mahara, the plant manager at a large manufacturing facility, is interested in watching his workers in order to identify the factors that affect employees' productivity. However, he knows that due to the _______ effect, workers might behave differently if they are aware they are being observed.

 

Mayo

 

time-motion

 

Hawthorne

 

scientific

 

8. The Hawthorne studies are associated with

 

Frederick Herzberg.

 

Abraham Maslow.

 

Frank and Lillian Gilbreth.

 

Elton Mayo.

 

 

LO3 - Identify the levels of Maslow’s hierarchy of needs and apply them to employee motivation.

 

9. The concept that motivation can be understood based on a hierarchy of human needs was first introduced by

 

Frank Gilbreth.

 

Frederick Taylor.

 

Frederick Herzberg.

 

Abraham Maslow.

 

10. According to Maslow, which of the following represents the highest level of an individual's hierarchy of needs?

 

Physiological needs

 

Self-actualization needs

 

Esteem needs

 

Safety needs

 

11. Michael's employer has recently experienced financial problems, and several rounds of layoffs have occurred. Michael is still employed; however, it is likely that his _______ needs have become heightened.

 

self-actualization

 

esteem

 

physiological

 

safety

 

12.Gabriela is consistently recognized by management as one of the company's best employees, and her co-workers also respect and admire her. This satisfies Gabriela's _______ needs.

 

esteem

 

 social

 

physiological

 

safety

 

13. Workers in many factories in developing nations willingly work in unsafe and filthy working conditions because the wages they earn enable them to provide food and shelter for their families. This is an example of workers striving to satisfy their ________ needs.

 

psychological

 

physiological

 

social

 

 self-actualization

 

LO4 - Distinguish between the motivators and hygiene factors identified by Herzberg.

 

 

14. Herzberg developed a theory of motivation based on two factors:

 

supervision and job security.

 

internal and external rewards.

 

job environment and job content.

 

job title and job security.

 

15. Brite Plating Company has lost a number of valuable employees to competitors. It recently gave employees a substantial raise, but turnover remains high. This is a reflection that, according to Herzberg's motivation-hygiene theory, money is considered to be a(n) _______ factor.

 

motivating

 

opportunity

 

status

 

hygiene

 

16. According to Herzberg, factors that involve the job itself, such as recognition and stimulating work are considered to be _______ factors.

 

hygiene

 

 motivating

 

limiting

 

status

 

17. Which of the following would be considered a hygiene factor?

 

Physical working conditions

 

Employee recognition

 

Challenging work

 

Opportunity for advancement

 

18. Which of the following is considered the main motivational factor when it comes to work?

 

Excellent working conditions

 

Money and monetary rewards

 

Recognition for a job well done

 

Clear, specific company policies

 

????

LO5 - Differentiate among Theory X, Theory Y, and Theory Z.

????

19. Douglas McGregor classified managers into two categories: those who prefer to watch over their employees as they complete every task of their jobs, and those who empower their employees to work independently. McGregor called the assumptions behind these categories

 

Reinforcement and Equity Theory.

 

Theory X and Y.

 

Theory Z and J.

 

Goal-Setting and Expectation Theory.

 

20. At the beginning of the day, the new shipping/receiving manager called his workers into his office and said, "Each of you will be expected to be here at 8:00 a.m. every day, and you are expected to work a full 8 hours. During that time, each of you will be expected to unload 320 crates. I will be checking on your progress frequently." From this description, it sounds like the manager's approach is characteristic of which type of management?

 

Theory A

 

Theory J

 

Theory X

 

Theory Y

 

21. managers assume people not only enjoy their jobs, but will actually seek out and accept responsibility if they are rewarded.

 

Theory Z

 

Theory A

 

Theory X

 

Theory Y

 

22. William Ouchi referred to the American approach to management as _______ management

 

Type A

 

Type J

 

Type Z

 

Type X

 

23. Theory Z emphasizes all of the following EXCEPT

 

a holistic concern for employees.

 

 rapid evaluation and promotion.

 

individual responsibility.

 

collective decision making.

 

 

LO6 - Explain the key principles of goal-setting, expectancy, reinforcement, and equity theories.

 

24. Which of the following theories uses the overall goals of the organization as a framework to emphasize the specific objectives of each department and individual?

 

Reinforcement theory

 

Expectancy theory

 

Goal-setting theory

 

Equity theory

 

 25. Peter Drucker's management by objectives (MBO) states that

 

employee motivation depends on how much a person wants something and on how likely he or she is to receive it.

 

employees' performance should be monitored closely, and they should be coached when necessary.

 

top management should establish goals for the entire organization.

 

 managers cannot motivate people; they can only encourage or discourage an individual's personal motivation.

 

26. According to ______ theory, a person asks the following questions before completing a task: "Can I accomplish this task?," "If I do accomplish it, what is my reward?" and finally, "Is the reward worth the effort?"

 

goal-setting

 

reinforcement

 

equity

 

expectancy

 

27. Professor Hoffson maintains a very strict attendance policy in her Introduction to Business course at Wayne College. For each unexcused absence, a student forfeits 10 points. This policy is consistent with _______ theory.

 

goal-setting

 

equity

 

reinforcement

 

expectancy

 

28. Martha was relatively satisfied with her job as an assembly worker at Manlow Industries until she learned that her less-experienced co-worker was earning more money. So, Martha decided to ask her boss for a raise. This behavior is consistent with which of the following theories of motivation?

 

Equity theory

 

Goal-setting theory

 

Reinforcement theory

 

Expectancy theory

 

 

LO7 - Show how managers put motivation theories into action through such strategies as job enrichment, open communication, and job recognition.

 

29. All of the following characteristics are said to add value or enrichment to a job EXCEPT

 

task variety.

 

pay increases.

 

task identity.

 

job autonomy.

 

30. At Dreher Products, management establishes monthly goals for its manufacturing teams but team members are free to determine work assignments, schedules, and evaluation parameters. Which component of job enrichment theory does this best reflect?

 

Task identity

 

Feedback

 

 Autonomy

 

Skill variety

 

31. Blackstone Automotive Manufacturing redesigned its assembly line jobs so that an employee installs a complete windshield wiper, rather than just attaching the wiper arm before the next employee installs the wiper blade. This is an example of job

 

enlargement.

 

simplification.

 

rotation.

 

reinforcement.

 

32. Paradise Cruises is a very successful cruise line that serves thousands of passengers each week. Staff members work in self-managed teams and are empowered to perform tasks as needed to effectively address passengers' problems and needs. One of the reasons the company has implemented this approach is that

 

it believes in having a strict top-down hierarchy.

 

it is closely aligned with reinforcement theory and the concepts of negative and positive reinforcement as a means of modifying employee behavior.

 

 empowering employees and having open communication leads to better solutions to problems.

 

it must meet the guidelines established by ISO 14000 for international trips.

 

33. Larry Page and Sergey Brin, founders of Google, have created an environment in which employees are encouraged to share new ideas, and Page and Brin often share their management insight and explanations with employees. They have built an organization culture that

 

 encourages open communication.

 

embraces a Type J management philosophy.

 

rewards self-censure.

 

has a strict top-down hierarchy.

 

 

LO8 - Show how managers personalize motivation strategies to appeal to employees across the globe and across generations.

 

34. People are different, so cultural diversity and generational differences within the workplace require that managers use a motivational approach that is

 

tailored to the management style of each supervisor.

 

customized to the needs of each employee.

 

broadly applicable to employees across all generational groups.

 

adapted to top management within the organization.

 

35. In cultures employees typically have a high commitment to building long-term relationships and establishing a ???sense of family??? with colleagues.

 

low-context

 

task-oriented

 

future-oriented

 

high-context

 

36. A successful enterprise in Dubai employs over 600 workers in 15 countries, including the U.S., India, Pakistan, Great Britain and Japan. In order to manage such a diverse workforce, managers should

 

 study and understand diverse cultural factors in designing a reward system.

 

implement a hands-on management approach because workers prefer to be directed and want to avoid responsibility.

 

apply the Type J management approach since the company is headquartered in the Middle East.

 

implement negative reinforcements such as reduced pay and strict discipline.

 

37.  are the fastest growing segment of today's workforce. They are optimistic, inventive and individualistic; they seek a balance between life and work and want work that is meaningful.

 

Baby Boomers

 

Gen Xers

 

Generationals

 

 Millennials

 

38. Many  grew up as latchkey kids in dual-career families; they seek more of a balance between life and work.

 

Generationals

 

Traditionalists

 

 Generation Xers

 

Baby Boomers