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Which of the following is one reason why Herzberg's two-factor theory is viewed as controversial?
- It states that job satisfaction and dissatisfaction do not exist on a single continuum
- It does not explain why people desire to achieve
- It states that organizational policies have too strong an impact on intrinsic rewards
- It does not explain why people choose particular behaviors to accomplish work-
related goals
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- It’s important to remember that job satisfaction varies from employee to employee, In the same organization under the same conditions, the factors that help one employee feel good about their job may not apply to another employee.Discuss on following, Factors determining job satisfaction Maslow’s need hierarchy model- Need-based theorya. Some guidelines to help downsized organizations combat "survivor syndrome" include: Group of answer choices All of the above Acknowledge survivors' emotions Communicate before downsizing Be proactive b. Which of the following scenarios would consist of both intrinsic and extrinsic motivators? Group of answer choices Receiving an award for winning a sales contest Finishing a task and marking it complete Competing in a sales contest Competing in a sales contest and winning c. What are some recognized dysfunctions of informal organizations? Group of answer choices Groupthink Non-conformity Group-induced attitude polarization Role ambiguity d. Social loafing can result from which of the following? Group of answer choices Lack of performance feedback within a group Spending too much work time surfing social media Having free time to socialize around the water cooler The "sucker effect"What is the difference between the content and process theories of motivation? a. The main difference is that content theories address what people think while process address how they think b. Content theories address the organizational culture and process theory, how the organization’s human resources can be manipulated to achieve the organization’s goals c. Content theory attempts to explain specific things, which motivate people in different situations. Process theory attempts to identify relationships among variables which make up motivation d. There is no difference both explain individual needs and focus on behaviour
- What is the difference between the content and process theories of motivation? Select one: a. The main difference is that content theories address what people think while process address how they think b. Content theories address the organizational culture and process theory, how the organization’s human resources can be manipulated to achieve the organization’s goals c. Content theory attempts to explain specific things, which motivate people in different situations. Process theory attempts to identify relationships among variables which make up motivation d. There is no difference both explain individual needs and focus on behaviour8a. When using goal-setting theory to motivate employees, managers should. a. help workers understand and accept the goals. b. hold employees responsible for getting feedback. c. set general goals that are emotionally appealing. d. set targets that are beyond employees' reach. e. set goals that are easily achievable.Do traditional workplaces reward long hours instead of efficient hours? Wouldn't it make more sense to have a workplace in which people can do whatever they want, whenever they want, as long as the work gets done?" Well, that's the approach Best Buy is taking. And this radical workplace experiment, which obviously has many implications for employee motivation, has been an interesting and enlightening journey for the company. In 2002, then CEO Brad Anderson introduced a carefully crafted program called ROWE Results-Only Work Environment. ROWE was the inspiration of two HRM managers at Best Buy, Cali Ressler and Jody Thompson, who had been given the task of taking a flexible work program in effect at corporate headquarters in Minnesota and developing it for everyone in the company. Ressler and Thompson said, "We realized that the flexible work program was successful as employee engagement was up, productivity was higher, but the problem was the participants were being viewed as not…
- Do traditional workplaces reward long hours instead of efficient hours? Wouldn't it make more sense to have a workplace in which people can do whatever they want, whenever they want, as long as the work gets done?" Well, that's the approach Best Buy is taking. And this radical workplace experiment, which obviously has many implications for employee motivation, has been an interesting and enlightening journey for the company. In 2002, then CEO Brad Anderson introduced a carefully crafted program called ROWE Results-Only Work Environment. ROWE was the inspiration of two HRM managers at Best Buy, Cali Ressler and Jody Thompson, who had been given the task of taking a flexible work program in effect at corporate headquarters in Minnesota and developing it for everyone in the company. Ressler and Thompson said, "We realized that the flexible work program was successful as employee engagement was up, productivity was higher, but the problem was the participants were being viewed as not…Sam is the manager at a hotel, with 35 employees reporting to his. Many of his staff are extremely impressed with the way he handles his work and the people at the workplace. They take pride in being associated with his team. He is not only fair and understanding, but ensures that the deserving employees are compensated well. Which two sources of power does Sam use in this example?a. Reward and referent power b. Referent and expert power c. Expert and reward power d. Referent and coercive power XCharlie believes that her employees will work toward organizational goals if they are committed to them, and they will become committed to organizational goals if they can see that doing so will bring them personal rewards. Charlie is followinga. extinction theoryb. Theory Yc. scientific managementd. Theory Ze. Theory X
- Motivation in the WorkplaceAs a consultant to a local firm operating in the retail sector, you must advise the store manager oncertain aspects of motivation. Recently, employees have lost motivation for their work, citing poorand incompetent leadership as the primary contributing factor. Some employees also feel that theydo not receive enough recognition for their efforts, while job insecurity, workload, perceptions ofunfairness and lack of career progression are further concerns contributing to the lack ofmotivation. Advise the store manager on the aspects of motivation. You will need to:• Provide a brief background on the nature and importance of employee motivation.• Discuss the motivation process based on the context provided.• Discuss the Maslow’s hierarchy of needs motivation theory with reference to the contextprovided.During this week’s reading, you will be exposed to the Job Characteristics Model, which focuses on skill variety, task identity, task significance, autonomy, and feedback. Using the job characteristics model as a guide, discuss how a manager/supervisor can enrich or enlarge subordinates’ jobs. Also, discuss how the 360-degree performance appraisals/feedback process can be leveraged to improve employees’ performance. Additionally, how does the 360-degree help the manager to develop SMART goals for each employee?As a manager, how can you tell that an employee is experiencing job satisfaction? How can you tell that employees are highly committed to the organization? If a worker is not satisfied, what can a manager do to improve satisfaction? What can a manager do to improve organizational commitment and engagement?