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ISU BUS 100 EXAM 2 STUDY GUIDE || A+ Graded Already.
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  • ISU BUS 100

THEORY X correct answers Theory of motivation that people are naturally lazy and uncooperative THEORY Y correct answers Theory of motivation holding that people are naturally energetic, growth-oriented, self-motivated, and interested in being productive MANAGEMENT BY OBJECTIVE (MBO) correct a...

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  • August 2, 2024
  • 6
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers

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  • theory x

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  • ISU BUS 100
  • ISU BUS 100

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ISU BUS 100 EXAM 2 STUDY GUIDE || A+ Graded Already.
THEORY X correct answers Theory of motivation that people are naturally lazy and uncooperative
THEORY Y correct answers Theory of motivation holding that people are naturally energetic, growth-oriented, self-motivated, and interested in being productive
MANAGEMENT BY OBJECTIVE (MBO) correct answers Set of procedures involving both managers and subordinates in setting goals and evaluating process
HOW CAN WE REDESIGN JOBS TO INCREASE SATISFACTION ON THE JOB? correct answers Set up the job in ways people find more motivating; rotate people, set up different work schedules
WHAT RESULTS IN EMPLOYEE CONTRIBUTIONS? correct answers Effort X Motivation XAbility
HAWTHORNE EFFECT correct answers Tendency for productivity to increase when workers believe they are receiving special attention from management
LOCUS OF CONTROL correct answers The extent to which people believe that their behavior has a real effect on what happens to them - feel in control of your life
MANAGER CHARACTERISTICS correct answers Skill to figure out the details of how to get to the big picture
LEADERSHIP CHARACTERISTICS correct answers Agenda setting, having a vision, inspiring
others, having respect and trust of employees
SITUATIONAL APPROACH correct answers It depends on which style, depending on the situation
TRANSFORMATIONAL APPROACH correct answers Someone who comes in and makes big changes
DECISION MAKING PROCESS correct answers Recognizing & defining the nature of a decision situation, identifying alternatives, choosing the "best", putting it into practice, following
up
HRM PLANNING correct answers Keeping track of jobs that come and go and the skills; if you are a recruiter the first thing you need to do is check with the human resource planning before recruiting JOB ANALYSIS correct answers Systematic analysis of jobs within an organization
JOB DESCRIPTION correct answers Description of the duties and responsibilities of a job, its working conditions, and the tools, materials, equipment, and information used to perform it
JOB SPECIFICATION correct answers Description of the skills, abilities, and other credentials and qualifications required by a job
PERFORMANCE APPRAISALS correct answers Formal assessment of how well employees are
doing their jobs
OBJECTIVE PERFORMANCE correct answers Measures who is a better employee; "opportunity bias", based of units sold and dollar amount sales but can be calculated depending on the projected sale amount to make sure everything is fair
JUDGMENTAL PERFORMANCE correct answers Ranking and rating techniques, ranking best to worst; more cons than pros; hard to judge one person off another (less common)
RECENCY ERROR correct answers The tendency to base judgments on the person's most recent
performance because it is most easily recalled
360 DEGREE FEEDBACK (PERFORMANCE APPRAISALS) correct answers Managers are evaluated by everyone around them
WHAT DO YOU DO BEFORE YOU IMPLEMENT THE APPRAISAL METHODS? correct answers Identify what the performance standards are first!!
INCENTIVE PROGRAMS correct answers Special compensation program designed to motivate
high performance
BONUS correct answers Individual performance incentive in the form of special payment made over and above the employee's salary
MERIT-SALARY SYSTEM correct answers Individual incentive linking compensation to performance in non-sales jobs
PAY FOR PERFORMANCE (VARIABLE PAY) correct answers Individual incentive that rewards a manager for especially productive output
PROFIT SHARING PLAN correct answers Incentive plan for distributing bonuses to employees when company profits rise above a certain level
GAIN SHARING PLAN correct answers Incentive plan that rewards groups for productivity improvements

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