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CSEET (CS Entrance) Motivating Employees — practice questions — page 2

Explore 48 free Motivating Employees questions in CSEET (CS Entrance) Business Environment. Open each question or exercise to read its content, reference answers and available explanation.

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Motivating Employees questions and exercises with answers

Showing questions 31–48 of 48.

Which criticism is made of Herzberg's work when it is used to explain motivation?Read the answer and worked solution →One of the three relationships in expectancy theory links a level of performance to what?Read the answer and worked solution →In expectancy theory, what does the term valence describe?Read the answer and worked solution →Equity theory explains motivation through which perception?Read the answer and worked solution →In equity theory, hours worked, education, and training count as which part of the comparison?Read the answer and worked solution →Goal-setting theory rests on which premise?Read the answer and worked solution →How do specific goals compare with generalised goals such as do your best?Read the answer and worked solution →Why does goal-setting theory treat feedback as particularly important?Read the answer and worked solution →Reinforcement theory explains behavior as a function of what?Read the answer and worked solution →In reinforcement theory, punishment is defined as anything that does what?Read the answer and worked solution →Increasing the number and variety of tasks a person performs is which change to a job?Read the answer and worked solution →Job enrichment increases job depth by giving an employee more of what?Read the answer and worked solution →Shifting workers from one job to another, also called cross-training, is known as what?Read the answer and worked solution →Which work-scheduling option lets employees decide what their own work hours will be?Read the answer and worked solution →Under the most common compressed workweek, how are the traditional 40 hours arranged?Read the answer and worked solution →Which scheduling option lets two people split the tasks, responsibilities, and hours of one full-time job?Read the answer and worked solution →Which work-scheduling option lets employees work from home on a computer linked to the office?Read the answer and worked solution →Which incentive plan pays employees a share of the financial gains from the productivity of their own group?Read the answer and worked solution →

Worked practice questions

Which criticism is made of Herzberg's work when it is used to explain motivation?

  1. His studies actually examined job satisfaction
  2. His sample was drawn from a single small firm
  3. His factors were never grouped into two sets
  4. His results were never published for review
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Correct answer: A. His studies actually examined job satisfaction

1. Herzberg's findings have been widely used to explain employee motivation. 2. His studies in fact focused on job satisfaction, which is a different though related concept from motivation. 3. Other criticisms concern the unreliability of his methodology and the fact that the work ignores situational variables. 4. A further criticism attacks the assumed relationship between satisfaction and productivity. 5. The two-way grouping into motivators and hygiene factors is the core of the theory, so it cannot be an objection to it. 6. His recommendations were read and implemented widely, so a claim that nothing was published is plainly wrong. _Source: OpenStax Introduction to Business (CC BY 4.0), Ch 9 "Motivating Employees", section 9.5 Herzberg's Motivator-Hygiene Theory_

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One of the three relationships in expectancy theory links a level of performance to what?

  1. The effort a person is willing to put in
  2. The fairness of a coworker's treatment
  3. The difficulty of the goal that was set
  4. A particular outcome the person expects
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Correct answer: D. A particular outcome the person expects

1. The degree to which an employee is motivated depends on three relationships. 2. The first links effort and performance, that is, the expectation that a certain amount of effort will lead to a certain level of performance. 3. The second links performance and outcome, the expectation that a certain level of performance will lead to a particular outcome. 4. The third links outcomes and individual needs, the degree to which the outcome is expected to satisfy personal needs. 5. The question asks what performance leads to, so the answer is the outcome rather than the effort. 6. Effort is the input side of the first link, which makes it the closest trap. 7. Goal difficulty and coworker fairness belong to other theories altogether. _Source: OpenStax Introduction to Business (CC BY 4.0), Ch 9 "Motivating Employees", section 9.6 Contemporary Views on Motivation_

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In expectancy theory, what does the term valence describe?

  1. The value an outcome holds for an individual
  2. The effort a task is expected to demand
  3. The fairness of the reward that is paid
  4. The number of goals a person can accept
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Correct answer: A. The value an outcome holds for an individual

1. The third relationship in expectancy theory links outcomes to individual needs. 2. Some outcomes have more valence, or value, for individuals than others do. 3. Valence therefore describes the value an outcome holds for a particular individual. 4. Because valence differs between people, the same reward can motivate one employee strongly and another hardly at all. 5. Effort, fairness, and the number of goals are covered by other parts of the theory or by other theories. _Source: OpenStax Introduction to Business (CC BY 4.0), Ch 9 "Motivating Employees", section 9.6 Contemporary Views on Motivation_

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