MGMT 609 Week 6 Quiz

MGMT 609 Week 6 Quiz | Assignment Help | kogod-school-of-business-american-university

6.4 Quiz

Question 1

According to the reading "One More Time ... ", to identify jobs which have potential to be enriched, managers should select jobs that have the characteristics below, EXCEPT (select one):

Select one:

 a. Employees in the job have poor attitudes 

 b. Hygiene factor costs are becoming high

 c. Giving employees more job responsibility would be impractical

 d. Changes possible through investing in industrial engineering are not too costly

 e. Increased motivation will improve job performance

 

Question 2

Expectancy Theory is best defined as the theory that...

Select one:

 a. What employees expect to be able to do, they will.

 b. Performance is based on employees evaluation of the costs and benefits of their efforts.

 c. Performance is based on how much employees personally like or dislike the particular costs and benefits of their efforts.

 d. Employees perform based on what they can expect from their efforts, what the costs and benefits will be of those efforts, and how much they personally like or dislike those particular costs and benefits. 

 

 

Question 3

A person's belief that he or she is capable of producing desired actions or performance ( or avoiding undesirable ones) is called ...

Select one:

 a. self efficacy

 b. Self determination

 c. Self confidence

 d. Self sufficiency 

 

 

Question 4

According to Goal Setting Theory, the best way to get results is...

Select one:

 a. Hire good employees and stay out of their way so they set their own goals.

 b. Set goals that are relatively easy to achieve, and as broad and all-encompassing as possible. 

 c. Putting the focus on encouraging employees to do their best.

 d. Setting goals that are difficult and specific.

 

Question 5

Ratcheting goals is...

Select one:

 a. Usually goos, because it encourages higher performance.

 b. Usually good, because it prevents employees from being inactive once goals are reached.

 c. Usually bad, because it creates excessive certainty and interferes with flexibility. 

 d. Usually bad, because employees learn that goal achievement is punished with additional performance pressure.