Applied Performance Practices

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Questions Bank

Introduction to the Field of Organizational Behaviour
Individual Behaviour
Perceiving Ourselves and Others in Organizations
Workplace Emotions
Foundations of Employee Motivation
Applied Performance Practices
Decision Making and Creativity
Team Dynamics
Communicating in Organizations
Power and Influence in the Workplace
Conflict and Negotiation in the Workplace
Leadership in Organizational Settings
Designing Organizational Structures
Organizational Culture
Organizational Change

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Question 1

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True/False

Women are more likely than men to view money as a symbol of power and status as well as the means to autonomy.

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Question 2

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True/False

People with a high power distance give money a low priority in their lives.

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Question 3

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True/False

Research suggests that men and women differ in their attitudes towards money.

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Question 4

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True/False

Compared with women, men give money a lower priority in their lives.

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Question 5

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True/False

The largest portion of most paycheques is based on the person's membership and seniority.

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Question 6

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One problem with seniority-based rewards is that they cause higher turnover.

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Question 7

True/False

Golden handcuffs is a term used to describe rewards which discourage employees from quitting because of deferred bonuses or generous benefits that are not available elsewhere.

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Question 8

True/False

Job evaluations systematically evaluate the worth of each job within the organization by measuring its required skill, effort, responsibility, and working conditions.

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Question 9

True/False

Job evaluation mainly supports the competency approach to rewards.

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Question 10

True/False

Executive dining rooms represent a form of job status-based rewards.

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Question 11

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Job status-based rewards potentially motivate employees to compete with each other.

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Question 12

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Job status-based rewards discourage employees from hoarding resources.

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Question 13

True/False

Competency-based rewards pay employees based on their performance results.

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Question 14

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Skill-based pay plans give an employee a higher pay rate for those days that he or she performs two or more jobs at the same time.

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Question 15

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Competency-based rewards tend to improve levels of product and service quality.

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Question 16

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Competency-based rewards are expensive.

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Question 17

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One advantage of competency-based rewards is that measuring employee competencies is mostly done through objective measurement methods.

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Question 18

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Commissions and piece rates are examples of competency-based rewards.

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Question 19

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Gainsharing plans focus on cost reductions and increased labour efficiency.

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Question 20

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Employee share ownership plans and share options are two types of organizational-level performance-based rewards.

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