- Description
MGT 312 Week 2 Knowledge Check
Complete the Week 2 Knowledge Check
Week 2 Knowledge Check
The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.
Personalized Study Guide Results
Score 18 / 18
| Concepts | Mastery | Questions |
| Theories of work motivation | 100% | · 1 · 2 · 3 |
| How job design and goal setting theory influence motivation | 100% | · 4 · 5 · 6 |
| Perception, perceptual biases, and attribution theory. | 100% | · 7 · 8 · 9 |
| Strategies to manage diversity in the workforce | 100% | · 10 · 11 · 12 |
| Job satisfaction and theories of job satisfaction | 100% | · 13 · 14 · 15 |
| Consequences of job satisfaction | 100% | · 16 · 17 · 18 |
Concept: Theories of work motivation
| Mastery | 100% | Questions | · 1 · 2 · 3 |
Materials on the concept
- Need Theory
- Maslow’s Hierarchy of Needs
- Expectancy Theory
- Instrumentality: What Is the Connection Between Job Performance and Outcomes?
- Equity Theory
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1.
Emily is an ambitious worker whose performance has suffered since she joined her new company. Emily feels that even though she enjoys the work, feels safe, and enjoys the office’s facilities, such as the cafeteria and the pool table, she has not been able to reach out to the others in the office. She has no friends and feels isolated. According to Maslow’s hierarchy of needs, which of Emily’s needs is most likely not being satisfied at her new job?
Existence needs
Belongingness needs
Safety needs
Physiological needs
2.
According to the expectancy theory of motivation, identify an accurate statement about instrumentality.
It is always positive.
It is always negative.
It should be low so that it enhances motivation.
It should be high so that it enhances motivation.
3.
Sameer perceives underpayment equity when he compares his outcome-input ratio to Lamar’s. Sameer believes that he is putting in more effort and should therefore receive a larger hike in salary. To avoid this lack of equity, Sameer decides that he need not compare his outcome-input ratio to Lamar’s; instead he should compare it to Adrian’s. According to the equity theory of motivation, how is Sameer restoring equity?
By changing his inputs or outputs
By changing his referent’s input or outputs
By changing his referent
By changing his organization
Concept: How job design and goal setting theory influence motivation
| Mastery | 100% | Questions | · 4 · 5 · 6 |
Materials on the concept
- Job Design: The Job Characteristics Model
- Core Job Dimensions
- Job Design Models Summarized
- Job Design: The Social Information Processing Model
- Limits to Goal-Setting Theory
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4.
Mia and Tanya are artists at Black and White Inc, an art gallery. Both Mia and Tanya are equally skilled and receive feedback from customers for their work. Mia creates her art pieces right from designing them to displaying the final product. Tanya is an in-house specialist, and provides finishing touches to pieces created by fresh art-school graduates. Mia seems to be more satisfied and motivated than Tanya. According to the job characteristics model, Mia is most likely high on which of the five core dimensions that affect intrinsic motivation?
Need for affiliation
Task identity
Locus of control
Task significance
5.
Which job design model focuses on both intrinsic and extrinsic motivation?
Scientific management model
Job characteristics model
Social information-processing model
Job enlargement model
6.
According to the goal-setting theory, which of the following statements is true?
Difficult goals lead to better performance than easy goals.
Vague goals lead to better performance than specific goals.
Quantitative goals are less effective than qualitative goals.
Difficult goals are less effective than moderate goals.
Concept: Perception, perceptual biases, and attribution theory.
| Mastery | 100% | Questions | · 7 · 8 · 9 |
Materials on the concept
- Characteristics of the Target and Situation
- Social Status of the Target
- Primacy Effects
- Biases and Problems in Person Perception
- Attribution Theory
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7.
Rhythms Inc. and Beats Inc. are two music institutes set to launch at the same time this year. Rhythms has been providing detailed information in the papers and on the Internet about the courses it offers. Beats has roped in Clara Carter, a famous guitarist, to appear in their ad campaign and perform at charity events across various cities. In the context of perception, which target characteristic is Beats focusing on, in order to be perceived well by potential students?
Ambiguity
Social status
Motivational state
Information
8.
Amit, a sales executive at Embellish Corp., has recently shown a fair amount of improvement in his performance. However, Naomi, Amit’s manager, fails to recognize and encourage this improvement during his appraisal. She believes that Amit’s productivity will always be average, since it has been that way for the past year. In this scenario, Naomi is a victim of which source of bias in perception?
Similarity effect
Halo effect
Contrast effect
Primacy effect
9.
Identify an accurate statement about the fundamental attribution error.
It occurs when an individual takes credit for successes and avoids blame for failures.
It occurs when another person’s behavior is attributed to situational factors.
It occurs when another person’s behavior is attributed to internal factors.
It occurs when an individual takes credit for successes and also accepts blame for failures.
Concept: Strategies to manage diversity in the workforce
| Mastery | 100% | Questions | · 10 · 11 · 12 |
Materials on the concept
- Effectively Managing a Diverse Workforce
- Mentoring Programs
- Diversity Training
- Sexual Harassment
10.
What is true about mentoring programs implemented to promote diversity in organizations?
Mentoring programs avoid using same-race mentor-protégé relationships.
Mentors are not suitable for minority women trying to start a business.
Mentoring programs can be formal or informal.
Mentors are not important for entry-level employees.
11.
When is diversity training most likely to be successful?
When it comprises of one single session of training
When there are no follow-up activities and evaluation
When it is supported by diversity-related activities
When the organization does not celebrate diverse events
12.
Asang, an employee at Bling Corp., has been expecting a promotion for the excellent work she has done. On the day of the announcement, her manager informs her that there is a problem with her promotion. He claims that he will have to pull strings to have her promotion approved. However, the process would be much simpler if she would return the favor by giving him some “special attention.” What phenomenon is best exemplified in this scenario?
Hostile work environment sexual harassment
Quid pro quo sexual harassment
Sexual abuse
Sexual pedophilia
Concept: Job satisfaction and theories of job satisfaction
| Mastery | 100% | Questions | · 13 · 14 · 15 |
Materials on the concept
- Personality
- Job Satisfaction
- Theories of Job Satisfaction
- Herzberg’s Motivator-Hygiene Theory of Job Satisfaction
- The Discrepancy Model of Job Satisfaction
13.
The determinants of job satisfaction that an organization or manager cannot change in the short run are:
genetic factors.
social factors.
cognitive factors.
situational factors.
14.
Identify an accurate statement about Herzberg’s motivator-hygiene theory of job satisfaction.
An employee can be either satisfied or dissatisfied with the job, not both.
An employee can be satisfied and dissatisfied with the job at the same time.
An employee’s satisfaction depends on hygiene needs.
An employee’s dissatisfaction depends on motivator needs.
15.
Tamara, a fine-arts graduate, is working at her first art agency. After almost six months, she reports that she is highly dissatisfied because the job does not meet her expectations. She expected the job to be flexible and well-paying, with a well-equipped office, and friendly coworkers. She also states that her friends are earning more and are happier with their jobs than she is. In this scenario, which theory or model of job satisfaction best explains Tamara’s job dissatisfaction?
Mobley’s model of the turnover process
Maslow’s hierarchy of needs theory
The discrepancy model of job satisfaction
The steady-state theory of job satisfaction
Concept: Consequences of job satisfaction
| Mastery | 100% | Questions | · 16 · 17 · 18 |
Materials on the concept
- Absenteeism
- Potential Consequences of Job Satisfaction
- Does Job Satisfaction Affect Job Performance?
- Turnover
16.
According to the determinants of absenteeism, which factor affects the ability of an employee to attend work?
Job satisfaction
Absence policies
Health and illness
Job dissatisfaction
17.
According to research, which of the following is an accurate statement about job satisfaction and job performance?
Job satisfaction is not related to job performance in any significant way.
All employees are allowed to change their performance on jobs to indicate whether or not they are satisfied with the jobs.
Job satisfaction affects job performance, whether or not the satisfaction is relevant to the performance.
Job performance cannot lead to job satisfaction.
18.
Identify an accurate statement about Mobley’s model of the turnover process.
It states that turnover is the temporary withdrawal of employees.
It involves an evaluation of costs and benefits.
It states that turnover is triggered by factors unrelated to job dissatisfaction.
It applies to employees who impulsively quit their jobs.