IIA IIA Certifications IIA-CIA-PART4 Questions & Answers

• Question 151:

  Job design involves not only the intentional planning of the characteristics of a job but also of the work environment. The purpose is to increase workers' intrinsic job motivation so as to improve performance. It is an approach that explicitly considers workers' ego and social needs. The aspect of job design that should have the greatest motivational effect is:

  A. Job enlargement.

  B. Job rotation.

  C. Job enrichment.

  D. Job simplification.

  Correct Answer: C

  Job enrichment is an attempt to apply the findings of Herzberg two-factor theory of behavior), Maslow hierarchy of human needs), Likert participation), and McGregor Theories X and Y) by structuring the job so that each worker participates in the planning and controlling so as to maximize the satisfaction of both social and ego needs and avoid the disadvantages of routine, highly specialized work. Job enrichment includes allowing and encouraging more worker discretion in deciding work methods, work sequence, and work pace. It encourages interactions between workers, gives workers a feeling of personal responsibility for their tasks, makes sure workers understand how their tasks contribute to the finished product, provides feedback on job performance, and involves workers in changes in the physical aspects of the work environment.

• Question 152:

  Which of the following motivation theories is based on Japanese management practices?

  A. Theory X.

  B. Theory Y.

  C. Theory Z.

  D. Herzberg's Two-Factor Theory.

  Correct Answer: C

  Ouchi's Theory Z is based on the Japanese practice of providing long-term employment to workers. This creates job loyalty with a goal of achieving a long-range orientation among workers.

• Question 153:

  A Theory X manager most likely believes that employees:

  A. Require little supervision.

  B. Are creative and imaginative.

  C. Need direction and security.

  D. Solve problems outside their immediate control.

  Correct Answer: C

  In the 1960s, Douglas McGregor developed two theories to describe the extremes of managers' views of human nature. Theory X is a negative view of people and the way they interact with the organization. Theory X assumes that people dislike work, must be threatened with punishment to work toward organizational objectives, require close supervision, avoid responsibility, and crave security.

• Question 154:

  People with a high need for achievement usually do not:

  A. Perform best when they perceive risks are high.

  B. Seek situations in which they can attain personal responsibility for problem solving.

  C. Function effectively as salespeople.

  D. Prefer frequent and unambiguous feedback.

  Correct Answer: A

  People with a high need for achievement prefer tasks of intermediate difficulty. They want success or failure to be the result of their own actions. High achievers avoid easy tasks because of the lack of challenge and difficult tasks because of the low probability of success.

• Question 155:

  Which of the following theories includes the assertion that employees may be motivated by achievement of acceptance or esteem in the workplace?

  A. Equity theory.

  B. Expectancy theory.

  C. Needs hierarchy theory.

  D. Goal-setting theory.

  Correct Answer: C

  Abraham Maslow presented one of the most widely cited theories of motivation. He saw human needs as a hierarchy, from lowest to highest. Lower-level needs must be satisfied before higher-level needs can influence the individual. He concluded that as the set of needs on each level was satisfied, those needs ceased to be a motivator. Affiliation or acceptance love and affection) needs are the needs of people as social beings to belong to groups and be accepted by others. Esteem is the need to be valued, including the need to be esteemed by both one's self and others. These needs are satisfied by power, prestige, status, and self-confidence.

• Question 156:

  Which of the following actions taken by management would not be effective in motivating an employee to superior performance?

  A. Job enlargement.

  B. Job enrichment.

  C. Job security.

  D. Job rotation.

  Correct Answer: C

  Frederick Herzberg's two-factor theory of human behavior postulated that there are two lasses of factors in the job situation. Dissatisfiers maintenance or hygiene factors) are foundin the job context. Their presence will not especially motivate people, but their absence will lead to diminished performance. They include company policy and administration, supervision, working conditions, interpersonal relations, salary, status, and job security.

• Question 157:

  Cross-training of employees in various functions is an example of job:

  A. Enlargement.

  B. Rotation.

  C. Enrichment.

  D. Redesign.

  Correct Answer: B

  Job rotation may introduce a welcome element of change in boring, highly specialized jobs. It may also have such benefits as cross-functional training and avoidance of repetitive stress injuries.

• Question 158:

  Among the non-financial rewards to an employee, a paid vacation trip can best be categorized as:

  A. Social reward.

  B. Token award.

  C. Visual/auditory reward.

  D. Manipulatetables.

  Correct Answer: B

  Token awards are normally nonrecurring. They show appreciation for the role of the employee. Other similar examples are gift coupons, stock options, early time off with pay, or dinner and theater tickets.

• Question 159:

  Which of the following is a management approach to motivating employees?

  I. Providing performance feedback.

  II. Presenting opportunities for responsibility.

  III.

  Satisfying personal needs.

  A.

  Ill only.

  B.

  I and II only.

  C.

  II and Ill only.

  D.

  I, II, and Ill

  Correct Answer: D

  Performance feedback is an important part of goal-based approaches to motivating employees. Moreover, presenting opportunities for responsibilities will motivate employees by helping them meet the personal need for achievement. Thus, satisfying personal needs is a method of motivating employees. Many motivational theories are based on analysis of employee needs.

• Question 160:

  A company's compensation program does not allow for salary increases based onabove averageperformance after an employee reaches the top of a position's salary range. It also pays some employees higher salaries because of their educational qualifications. This company could improve the program by:

  A. Allowing each manager to set up his or her own system of salary increases.

  B. Providing only monetary compensation.

  C. Developing a system that equates years of experience with education.

  D. Decreasing the annual percentage increase in each salary range.

  Correct Answer: C

  A company with a compensation program that stops rewarding above-average performance at the top of each salary range and rewards education with higher compensation could improve the system in several ways. These include starting a bonus program for above-average performance, refusing to hire a person at the top of a salary range unless s)he will be promoted quickly, and equating experience and education so that employees are treated fairly.