Business Ch2.2 Motivation Test

One of Herzberg's major research finding is ...

• job dissatisfaction is resulted from hygiene factors

• achievement motivation

• the Hawthorne effect

• self-actualisation

Evaluations of Herzberg's work for today's businesses include ...

• teamworking is now much more widespread

• workers tend to be made much more responsible

• most firms are continually looking for ways to improve effective communication

• all three

Payment to a worker for each unit produced is called ...

• social connections by working in groups or teams

• piece rate

• time-based wage

• job enrichment

The relevance of Taylor's approach to modern industry is/are ...

• esteem needs

• complete units of work

• piecework payment system

• managers listen

These are the human needs Abraham Maslow identified, except ...

• effective needs

• belonging needs

• safety needs

• fulfilment of potential

Motivation is ...

• a sense of self-fulfilment reached by feeling enriched and developed by what one has learned and achieved

• the internal and external factors that stimulate the desire in workers to be continually interested in, and committed to, doing a job well

• challenge by providing different work tasks and chance of promotion

• the giving of skills, resources, authority and opportunity to the employees so that they can take decisions and be accountable for their work

According to Herzberg, there are three main features of job enrichment, except ...

• complete units of work

• feedback on performance

• physical needs

• a range of tasks

The Hawthorne effect: the conclusions of Mayo's work includes ...

• changes in working conditions and pay levels has big effect on productivity

• groups can only be influenced by formal leaders

• working in teams lessen productivity

• give workers some control over their own working lives

Criticisms of Maslow's hierarchy include ...

• not everyone has the same needs, as is assumed by the hierarchy

• in practice, it can be very difficult to identify the degree to which each need has been met

• self-actualisation is never permanently achieved

• all three

Vroom's expectancy theory is based on the following belief ...

• Valence - the depth of the desire of an employee for an extrinsic reward, such as money, or an intrinsic reward, such as satisfaction

• Expectancy - the confidence of employees that they will actually get what they desire, even if it has been promised by the manager

• Instrumentality - the degree to which people believe that putting effort into work will lead to a given level of performance

• none of the three