MGT 291 EXAM 1 QUESTIONS AND
ANSWERS (VERIFIED AND UPDATED)
Job Specialization - ANS breaking jobs down into small component tasks and standardizing
them across all workers doing those jobs
Basic alternative to job specialization - ANS job rotation
job enlargement
job enrichment
job rotation - ANS moving working from one job to another
job enlargement - ANS gives workers more tasks to perform
job enrichment - ANS gives employees more tasks and more control over them
job characteristics theory - ANS uses five motivational properties of tasks and three critical
psychological to improve outcomes
skill variety, task identity, task significance, autonomy, feedback
skill variety - ANS degree to which the job requires a variety of activities with different skills
and talents needed
@2026/2027 ALLRIGHTS RESERVED.
,task identity - ANS degree to which the job has a beginning and an end with a tangible
outcome
Task significance - ANS the degree to which the job affects the lives of other people
Autonomy - ANS degree to which the job allows freedom to schedule the work and
procedures for carrying it out
Feedback - ANS the degree to which the job activities gives clear info about the effectiveness
of the individual's performance
Formula for MPS (motivating potential score) - ANS
Participation - ANS Entails giving employees a voice
Empowerment - ANS enabling workers to set their goals, make decisions, and solve problems
Ways to empower people include - ANS articulating a clear vision,
modeling successful behaviors, Sending positive messages, giving feedback
Variable work schedules - ANS compressed work schedule: working a full time job in less than
five days
Extended work schedules - ANS work schedule that requires relatively long periods of work
and long periods of paid time off
Flexible work schedules - ANS give employees more personal control over the hours they
work
@2026/2027 ALLRIGHTS RESERVED.
, Alternative workplace - ANS Telecommuting: when employees work off-site. This reduces
absenteeism and turnover
incentive system - ANS plans in which employees can earn additional compensation in return
for certain types of performance
indirect compensation - ANS employee benefits provided as a form of compansation
perquisites - ANS Special privileges awarded to selected members of an organization, usually
top managers
awards - ANS awards are used for outstanding performance
One thing that you noticed from the survey is that employees' growth need strength tends to
consistently be quite high. What does this mean to your job redesign initiative?
A. Your interventions to the core job characteristics are unlikely to be effective.
B. Your interventions to the core job characteristics are likely to work well for some jobs, such as
dishwashers, but not all of them, such as hosts/hostesses.
C. Your interventions to the core job characteristics are likely to work well with some
employees, but not for others.
D. Your interventions to the core job characteristics are likely to be effective. - ANS Correct
Your interventions to the core job characteristics are likely to be effective.
After carefully considering the most recent employee survey results, you decide that the core
issue that you need to address to improve employee motivation is that employees do not seem
to know how they are doing relative to what is expected of them. Knowing this, which critical
psychological state will you be most targeting in your job redesign initiative?
A. Growth need strength
@2026/2027 ALLRIGHTS RESERVED.
ANSWERS (VERIFIED AND UPDATED)
Job Specialization - ANS breaking jobs down into small component tasks and standardizing
them across all workers doing those jobs
Basic alternative to job specialization - ANS job rotation
job enlargement
job enrichment
job rotation - ANS moving working from one job to another
job enlargement - ANS gives workers more tasks to perform
job enrichment - ANS gives employees more tasks and more control over them
job characteristics theory - ANS uses five motivational properties of tasks and three critical
psychological to improve outcomes
skill variety, task identity, task significance, autonomy, feedback
skill variety - ANS degree to which the job requires a variety of activities with different skills
and talents needed
@2026/2027 ALLRIGHTS RESERVED.
,task identity - ANS degree to which the job has a beginning and an end with a tangible
outcome
Task significance - ANS the degree to which the job affects the lives of other people
Autonomy - ANS degree to which the job allows freedom to schedule the work and
procedures for carrying it out
Feedback - ANS the degree to which the job activities gives clear info about the effectiveness
of the individual's performance
Formula for MPS (motivating potential score) - ANS
Participation - ANS Entails giving employees a voice
Empowerment - ANS enabling workers to set their goals, make decisions, and solve problems
Ways to empower people include - ANS articulating a clear vision,
modeling successful behaviors, Sending positive messages, giving feedback
Variable work schedules - ANS compressed work schedule: working a full time job in less than
five days
Extended work schedules - ANS work schedule that requires relatively long periods of work
and long periods of paid time off
Flexible work schedules - ANS give employees more personal control over the hours they
work
@2026/2027 ALLRIGHTS RESERVED.
, Alternative workplace - ANS Telecommuting: when employees work off-site. This reduces
absenteeism and turnover
incentive system - ANS plans in which employees can earn additional compensation in return
for certain types of performance
indirect compensation - ANS employee benefits provided as a form of compansation
perquisites - ANS Special privileges awarded to selected members of an organization, usually
top managers
awards - ANS awards are used for outstanding performance
One thing that you noticed from the survey is that employees' growth need strength tends to
consistently be quite high. What does this mean to your job redesign initiative?
A. Your interventions to the core job characteristics are unlikely to be effective.
B. Your interventions to the core job characteristics are likely to work well for some jobs, such as
dishwashers, but not all of them, such as hosts/hostesses.
C. Your interventions to the core job characteristics are likely to work well with some
employees, but not for others.
D. Your interventions to the core job characteristics are likely to be effective. - ANS Correct
Your interventions to the core job characteristics are likely to be effective.
After carefully considering the most recent employee survey results, you decide that the core
issue that you need to address to improve employee motivation is that employees do not seem
to know how they are doing relative to what is expected of them. Knowing this, which critical
psychological state will you be most targeting in your job redesign initiative?
A. Growth need strength
@2026/2027 ALLRIGHTS RESERVED.
