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Human Resource
Q:
Extrinsic motivation occurs when the work is interesting, engaging, and challenging.
Q:
The 'job entitlement' mentality suggests that:
a. A job a short-term event in one's life
b. Work hard, stay out of trouble and you have a job for life
c. Jobs are here today and gone tomorrow
d. Temporary work is the only entitlement we will have
Q:
Research shows that general goals are much more effective at increasing employee performance than are specific goals.
Q:
Assessment centers can be used:
a. for employee selection
b. for identifying the career potential of existing employees
c. both a. and b. above
d. none of the above
Q:
A dual career path benefits:
a. managerial employees only
b. managerial and non-managerial employees
c. skilled workers only
d. unskilled workers only
Q:
Process theories of motivation are concerned with how a person becomes motivated to perform in a certain way.
Q:
In reinforcement theory, the response is the behavior that the person exhibits when she or he encounters the stimulus.
Q:
A systems view of career management is an example of:a. individual career management b. long-term career management c. organizational career managementd. sequential career management
Q:
Money plays a role in satisfying all of the needs proposed by Maslow.
Q:
Career exploration can include any of the following EXCEPT:a. self-analysis of KSAOs b. research of possible jobs c. working with a career coachd. goal setting
Q:
Security needs are the lowest level in Maslow's Hierarchy of Needs.
Q:
All of the following are career concepts EXCEPT:a. linear b. horizontal c. spirald. transitory
Q:
A career plateau is:
a. when burnout occurs
b. when you become President of the organization
c. when you make as much money as you want
d. when the likelihood of promotion becomes very low
Q:
Context refers to such things as equipment and materials.
Q:
The level of performance on any task is solely a function of motivation.
Q:
Which of the following is TRUE?a. a transitory career features a devotion to one occupationb. an expert generally changes fields every 5 yearsc. a linear career is the traditional view of a career in the U.S.d. a spiral career means moving progressively upwards to the top of an organization
Q:
Hall and colleagues Protean career emphasizes::
a. Individuals drive their own careers
b. Organizations drive a person's career
c. Careers are determined by the God Proteus
d. None of the above are true
Q:
Either ability or motivation can always compensate for a deficiency of the other.
Q:
Based on the Greenhaus et al. model, career establishment occurs at what age?a. not until near retirement (about 55-65) b. generally between the ages of 25-40 c. while still in high school or college, 16-22d. it varies, based on the job market
Q:
Scenario 13.1John Davis, a human resource manager for a medium-size chain of hotels, is trying to motivate the company's employees with an updated compensation plan. There are two groups of operating employees. Line employees are responsible for dealing directly with customers, and their performance objectives are related to providing high-quality customer service. To do this, line personnel must undergo regular training to update their customer service skills. Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed. Currently, the line personnel are paid on an hourly basis, while the operating managers are paid salaries. If employees earn adequate performance appraisals, they can receive generous bonuses and pay raises. However, when performance evaluations are unacceptable, employees do not receive any rewards. John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.Refer to Scenario 13.1. Agency theory predicts that profit and stock awards will increase the efforts of employees directed toward increasing firm profitability, because thea. stock options align the interests of all employees and stakeholders.b. stock options increase compensation, especially when the firm's stock price is low.c. stock options make the employees into owners, who will work harder in their self-interest.d. employees know that stock options can be very valuable and they work harder when they know the firm values their efforts.e. employees perceive greater equity with employees who receive stock options at other firms.
Q:
Scenario 13.1John Davis, a human resource manager for a medium-size chain of hotels, is trying to motivate the company's employees with an updated compensation plan. There are two groups of operating employees. Line employees are responsible for dealing directly with customers, and their performance objectives are related to providing high-quality customer service. To do this, line personnel must undergo regular training to update their customer service skills. Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed. Currently, the line personnel are paid on an hourly basis, while the operating managers are paid salaries. If employees earn adequate performance appraisals, they can receive generous bonuses and pay raises. However, when performance evaluations are unacceptable, employees do not receive any rewards. John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.Refer to Scenario 13.1. The different pay structures used for line and managerial employees could create a perception of injustice on the basis of ____ theory.a. goalb. expectancyc. equityd. neede. merit
Q:
According to Levinson age 30 is in the:a. Beginning or early adulthood b. Transition age c. Beginning of middle adulthoodd. None of the above
Q:
According to Greenhaus & colleagues a career is best defined as::
a. the pattern of work experiences over one's lifetime
b. advancement in jobs
c. staying with one job for a long time
d. something a doctor has, but a bricklayer does not
Q:
Scenario 13.1John Davis, a human resource manager for a medium-size chain of hotels, is trying to motivate the company's employees with an updated compensation plan. There are two groups of operating employees. Line employees are responsible for dealing directly with customers, and their performance objectives are related to providing high-quality customer service. To do this, line personnel must undergo regular training to update their customer service skills. Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed. Currently, the line personnel are paid on an hourly basis, while the operating managers are paid salaries. If employees earn adequate performance appraisals, they can receive generous bonuses and pay raises. However, when performance evaluations are unacceptable, employees do not receive any rewards. John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.Refer to Scenario 13.1. ____ occurs when performance evaluation results are not acceptable.a. Self-actualizationb. Extinctionc. Dissonanced. Positive reinforcemente. Punishment
Q:
Which of the following is the BEST example of the 'new' employment relationship described in your text?
a. employees are viewed as part of the 'family'
b. employees view benefits as an entitlement
c. companies exchange job security for employee loyalty
d. employment is viewed as an exchange relationship for mutual benefit
Q:
Scenario 13.1John Davis, a human resource manager for a medium-size chain of hotels, is trying to motivate the company's employees with an updated compensation plan. There are two groups of operating employees. Line employees are responsible for dealing directly with customers, and their performance objectives are related to providing high-quality customer service. To do this, line personnel must undergo regular training to update their customer service skills. Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed. Currently, the line personnel are paid on an hourly basis, while the operating managers are paid salaries. If employees earn adequate performance appraisals, they can receive generous bonuses and pay raises. However, when performance evaluations are unacceptable, employees do not receive any rewards. John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.Refer to Scenario 13.1. The profit and stock awards are considered to bea. self-actualization.b. extinction.c. dissonance.d. positive reinforcement.e. punishment.
Q:
The career counseling process can be viewed as having three stages.
Q:
Scenario 13.1John Davis, a human resource manager for a medium-size chain of hotels, is trying to motivate the company's employees with an updated compensation plan. There are two groups of operating employees. Line employees are responsible for dealing directly with customers, and their performance objectives are related to providing high-quality customer service. To do this, line personnel must undergo regular training to update their customer service skills. Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed. Currently, the line personnel are paid on an hourly basis, while the operating managers are paid salaries. If employees earn adequate performance appraisals, they can receive generous bonuses and pay raises. However, when performance evaluations are unacceptable, employees do not receive any rewards. John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.Refer to Scenario 13.1. John knows that the last time the compensation plan was updated, an incentive plan was proposed. However, the incentive pay for all of the chain's employees was much greater than anticipated and so the incentives were never paid. On the basis of ____ theory, when individuals did not receive the promised incentive pay, their motivation was reduced.a. agencyb. expectancyc. equityd. performancee. goal setting
Q:
HRD's role in career development is to make a plan for every employee.
Q:
Doing things that are innovative and provide some value for the organization is calleda. intrinsic motivation.b. creative behavior.c. external motivation.d. agency response.e. goal setting.
Q:
A key competency for individuals proposed by Jones and DeFillippi is "Knowing whom" to form work relationships with.
Q:
When an employee's input-outcome ratio is more favorable than that of a comparison other, ____ has occurred.
a. instrumentality
b. valence
c. equity
d. underpayment inequity
e. overpayment inequity
Q:
Stephanie watched as Sally, a supermarket courtesy clerk, received the customer service awards and bonuses. Stephanie is determined to earn the award and bonus next time. This is an example of ____ theory.
a. goal
b. equity
c. ERG
d. hierarchy of needs
e. agency
Q:
Generativity (according to Erikson) is when people focus on the generations that have gone before them.
Q:
According to Levinson 80% of men interviewed has experienced a midcareer period of self-questioning and reevaluation.
Q:
Tom believed that if he set a goal of increasing his tips by 10% and followed his company's sales training seminar, he would succeed. Tom's employer was successful at using
a. the goal measurement approach.
b. the goal relation principle.
c. equity theory.
d. reinforcement theory.
e. goal theory.
Q:
Goal setting theory was first proposed by:
a. Tate
b. Herzberg
c. Maslow
d. Locke
e. Vroom
Q:
An expert focuses on building knowledge.
Q:
The concept that people who have goals work harder than those persons who do not have goals is covered in
a. the goal measurement approach.
b. the goal relation principle.
c. equity theory.
d. reinforcement theory.
e. goal theory.
Q:
According to Greenhaus et al. (2000), a career is BEST defined as one's work experiences over a lifetime.
Q:
Equity theory discusses individuals' perceptions about the relationship between ____ and ____.
a. instrumentality, valence
b. financial incentives, nonfinancial rewards
c. equity, reinforcement
d. rewards, punishments
e. inputs, outcomes
Q:
In the 'new' employment relationship described in your text employment is BEST viewed as an exchange relationship for mutual benefit
Q:
Which component of expectancy theory covers the relative value of rewards and other consequences?
a. Dissonance
b. Valence
c. Expectancy
d. Instrumentality
e. VIE
Q:
Career management involves becoming aware of one's options.
Q:
Which component of expectancy theory covers the performance-to-outcomes expectancy?
a. Dissonance
b. Valence
c. Expectancy
d. Instrumentality
e. VIE
Q:
Career planning involves becoming aware of one's options, constraints and consequences.
Q:
Career exploration always includes goal setting.
Q:
Which of the following reinforcement schedules targets behavior on the basis of a varying number of times that conduct must occur?
a. Fixed interval
b. Variable interval
c. Fixed ratio
d. Variable ratio
e. Continuous ratio
Q:
Which of the following reinforcement schedules targets behavior on the basis of a constant number of times that conduct must occur?
a. Fixed interval
b. Variable interval
c. Fixed ratio
d. Variable ratio
e. Continuous ratio
Q:
A career path is a series of jobs with related tasks and experiences that an employee moves through over time.
Q:
Outplacement focuses on keeping people happy within the organization.
Q:
Which of the following reinforcement schedules targets behavior on the basis of a varying amount of time that must transpire?
a. Fixed interval
b. Variable interval
c. Fixed ratio
d. Variable ratio
e. Continuous ratio
Q:
Which of the following reinforcement schedules targets behavior on the basis of a constant amount of time that must transpire?
a. Fixed interval
b. Variable interval
c. Fixed ratio
d. Variable ratio
e. Continuous ratio
Q:
Career models can focus on the individual, the organization and the team
Q:
Which of the following reinforcement schedules targets behavior on the basis of how many times the conduct occurs?
a. Interval
b. Ratio
c. Rational
d. Bounded rational
e. Instrumentality
Q:
In the 'traditional' employment relationship, employees often felt that had joined the company 'family'.
Q:
Which of the following reinforcement schedules targets behavior on the basis of the passage of time?
a. Interval
b. Ratio
c. Rational
d. Bounded rational
e. Instrumentality
Q:
What percentage of the US population are overweight or obese?a. 20 b. 98 c. 10d. 68
Q:
What is true about smoking in the US?a. Only 5% of the population smokes b. It has declined since 1965 but is still high c. Almost 50% of people smoked. It has increased since 1965
Q:
When a manager applies a negative consequence to reduce an employee's undesirable behavior, what is this process called?
a. Self-actualization
b. Extinction
c. Dissonance
d. Positive reinforcement
e. Punishment
Q:
Some managed health-care plans keep costs low by paying incentive compensation to doctors to limit the number of high-cost treatments they provide to patients. What is the incentive compensation called based on behavioral modification?
a. Self-actualization
b. Extinction
c. Dissonance
d. Positive reinforcement
e. Punishment
Q:
A typical skills acquisition intervention to deal with stress would include:a. Time management training b. Safety training c. A stress management lectured. A video on stress
Q:
Stress on the job is:a. Rare b. Found but costs US companies little money c. Expressed most frequently as job dissatisfactiond. Common but not seen as really impacting work
Q:
Under her employer's incentive pay system, Vicky's team sells the most real estate and wins a trip to Hawaii. Based on Maslow's hierarchy of needs theory, what is the trip?
a. Physiological
b. Security
c. Self-actualization
d. Esteem
e. Belongingness
Q:
All of these are disadvantage of in-house counseling programs except:a. Lack of needed resources b. They are always more expensive to run c. Reluctance of some employees to use the serviced. Concern with confidentiality
Q:
In Herzberg's two-factor theory of motivation, what element can be used to satisfy individual needs?
a. Merit
b. Motivators
c. Hygiene factors
d. All of these
e. Both motivators and hygiene factors
Q:
In addition to rising healthcare costs a major factor promoting organizational interest in employees' well-being is:a. The aging population b. Immigration reform c. Globalizationd. Shortage of skilled workers
Q:
How many levels appear in Alderfer's ERG theory?
a. 1
b. 2
c. 3
d. 4
e. 5
Q:
Which of the levels in Maslow's hierarchy of needs states that food, water, and shelter are motivational factors?
a. Physiological
b. Security
c. Self-actualization
d. Esteem
e. Belongingness
Q:
Potential negative outcomes of employee counseling programs include all of the following except:
a. Increased worker's compensation costs
b. Conflicts between smokers and non-smokers
c. Increased scheduling problems due to program participation
d. Reduced motivation and job satisfaction
Q:
The benefits of health and wellness programs:
a. Have never been studied
b. Generally far outweigh the cost of such programs
c. Are far less than the cost of these programs
d. Have been found to be about the same as the costs of such programs.
Q:
Which of the levels in Maslow's hierarchy of needs states that having a positive view of one's self is a motivational factor?
a. Physiological
b. Security
c. Self-actualization
d. Esteem
e. Belongingness
Q:
Which of the levels in Maslow's hierarchy of needs states that a safe environment is a motivational factor?
a. Physiological
b. Security
c. Self-actualization
d. Esteem
e. Belongingness
Q:
Behavioral change wellness programs include all of the following except:a. Smoking cessation b. Blood analysis c. Weight lossd. Exercise and fitness
Q:
It is quite likely that all the employees in the firm will be capable of performing their jobs at a reasonably high level of proficiency if the HR manager
a. collected the right information about the job requirements.
b. recruited qualified people.
c. selected the best among the recruits.
d. trained them on exactly what they are required to do.
e. all of these.
Q:
According to O'Donnell which of the following is true
a. Level I focuses on direct behavior change
b. Level II focuses on education only
c. Level III focuses on the organizational environment
d. Level I focuses on the organizational environment
Q:
Which of the following is NOT a determinant of performance in an organization?
a. Employees' ability to perform
b. Environment in which performance takes place
c. Support factors such as machinery and materials
d. Demand for the organization's products or services
e. Employees' motivation to perform
Q:
The ADA permits companies to:
a. Not hire unhealthy people
b. Hire people based on their ability to do the job
c. Not hire smokers and alcoholics at all
d. Hire only very healthy people
Q:
According to agency theory, which of the following is NOT a fundamental difference between owners and managers?
a. Owners are more focused on minimizing costs than are managers.
b. Owners are more inclined to accept risk than are managers.
c. Owners focus more on short-run profitability than do managers.
d. Managers are more inclined than owners to spend resources on activities that are not essential to organizational profitability.
e. Managers serve as agents who represent owners' interests.
Q:
Which of the following is not a behavior pattern that may indicate a substance abuse problem?
a. Asking to work a lot of over time
b. A high accident rate for an employee
c. Frequent absenteeism
d. Missing deadlines and generally doing poor work