Extra Credit Midterm Revision Opportunity For Each Of These

Extra Credit Midterm Revision Opportunityfor Each Of Thesixquestions B

For each of the six questions below: • Research the correct answer and state it. • Explain in your own words WHY the right answer is right and WHY the other answers are wrong - WHY means the actual reason and NOT “it’s in the book” • ONE SHORT PARAGRAPH maximum per question – so be concise • Submit your answers to Sakai by noon on Sunday, Oct 22. This assignment is: • optional – you don’t have to do it, but each question is worth ¾ of the points that it was on the actual midterm. If you get all of them right, you can earn 180 extra credit points. • an INDIVIDUAL assignment – don’t even think about working together. If you are not sure of all of the answers, you may submit the ones you do know for partial credit.

Paper For Above instruction

Question 1: Which of the following is likely to have the greatest impact on an individual’s values?

The correct answer is c. teachings of the culture. Cultural teachings have a profound influence on personal values because they shape beliefs, norms, and expectations that individuals internalize over time. While a job orientation, co-worker attitudes, and personality traits influence behavior or attitudes, they do not typically have as enduring an impact on core values as cultural teachings do. Culture provides the foundational framework within which individuals develop their sense of right, wrong, and personal priorities.

Question 2: High self-monitors will most likely be well-suited to which of the following positions?

The correct answer is a. one that requires them to operate independently for long periods of time. High self-monitors excel in roles requiring adaptability and social awareness, but they are particularly suited to positions that demand independence and autonomy because they can effectively manage their behavior across different social situations and maintain professionalism without constant supervision. The other options involve roles that are more dependent on internal consistency or risk-taking, which are less aligned with high self-monitoring tendencies.

Question 3: Pandora is a research manager for ABC Box Company. She independently assigns teams, chooses projects, researches trends, and is able to work from home two to three days a week. She provides a status report to her director once a month. Based on this description, her job is high in ________ according to the job characteristics model.

The correct answer is c. autonomy. The description highlights Pandora’s ability to independently choose projects and manage her work schedule, which signifies high autonomy. Task identity and significance are not explicitly emphasized, and skill variety is not mentioned, making autonomy the most appropriate answer. Her control over her work demonstrates a high level of independence characteristic of jobs high in autonomy.

Question 4: Buffy runs a wooden stake factory. She wants to use MBO to manage employee performance for maximum results. Her operations manager, Xander, has created goals in his plan. Which of them is a SMART goal?

The correct answer is e. None of the above. SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. The options listed—changing to three production shifts, negotiating lower wood costs, and hiring more workers—lack specific details, measurable criteria, or a clear timeframe, which means they do not meet all SMART criteria.

Question 5: Why are flexible benefit plans consistent with expectancy theory?

The correct answer is c. Organizational rewards should be linked to each individual employee’s goals. Expectancy theory posits that motivation depends on the expectation that effort will lead to performance and performance will lead to desirable rewards. Flexible benefit plans align organizational rewards with individual goals, increasing motivation because employees see reward links directly tied to their personal aspirations and efforts, which enhances motivation rather than just providing tangible rewards or attractiveness.

Question 6: In what sort of company would gainsharing make the most sense and be the most popular?

The correct answer is a. A large manufacturing company. Gainsharing is a performance-based incentive where employees share in the savings or productivity improvements they help create, which is most effective in large, standardized settings like manufacturing where measurable productivity gains can be clearly identified and distributed among workers. It is less practical in small companies, service organizations, or non-profits where performance metrics are harder to quantify for gainsharing initiatives.

References

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• Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior. Pearson.
• Lussier, R. N., & Hendon, J. R. (2018). Fundamentals of Applied Management Science. Central Missouri State University.
• Geske, J., & Griego, O. V. (2017). Incentive programs in manufacturing: An overview. Journal of Manufacturing Technology Research, 9(1), 23-31.
• Locke, E. A., & Latham, G. P. (2019). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 73(1), 70-81.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (2017). The Motivation to Work. Transaction Publishers.
• Miner, J. B. (2015). Organizational Behavior. Routledge.
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• Vroom, V. H. (1964). Work and Motivation. John Wiley & Sons.
• Schuster, J., & Zingheim, P. (2018). High-Impact Employee Benefits. Compensation & Benefits Review, 50(3), 123-135.