111.The core dimension of Hackman and Oldham's model of job : 1402268
111.The core dimension of Hackman and Oldham's model of job characteristics that is based on the number of diverse activities that make up a job is known as:
112.Which of the following refers to the degree to which an employee performs a total job with a recognizable beginning and ending?
e.None of these
113.The degree to which the job is perceived as important and having impact on the company or customers is referred to as:
114.Daisy tried to apply the job characteristics model to her workforce, but it only worked for some of her employees.
Which of the following may be a reason why it did not work for everyone?
a.Some of her employees are lazy.
b.Some of her employees are low in growth-need strength.
c.Some of her employees have a low need for power.
d.All of her employees have high growth-needs.
e.Some of her employees have low affiliation needs.
115.is the extent to which doing the job provides information back to the employee about his or her performance.
116.The job characteristic of feedback provides the worker with:
a.employee growth-need strength.
b.experienced meaningfulness of work.
d.knowledge of actual results.
117.The delegation of power and authority to subordinates is referred to as:
a.need for power.
b.need for achievement.
d.passing the buck.
e.need of affiliation.
118.Ricky is a manager at InfoServices, where she rewards the top sales employee every month by giving him or her a high-definition TV or PC. This is an example of what employee motivation program?
a.Pay for performance
c.Employee stock ownership plan
d.Flexible work schedule
119.is power sharing, or the delegation of power or authority to subordinates in an organization.
120.is a situation in which employees enjoy their work, contribute enthusiastically to meeting goals, and feel a sense of belonging and commitment to the organization.