IIA IIA Certifications IIA-CIA-PART4 Questions & Answers

• Question 161:

  An employee with a good background and years of experience earns a salary at the top of his or her range. Under the company's compensation program, the employee must earn a promotion in order to increase his or her salary above the usual annual increase. Which of the following is most likely to be an effect on the employee's behavior?

  A. The employee may refuse new duties or tasks.

  B. The employee may become less productive.

  C. The employee may not be motivated to improve performance.

  D. The employee may seek a position with another company.

  Correct Answer: D

  When an employee can earn a desired salary increase only through a promotion, s)he is likely to be motivated to perform better. If this does not result in a promotion, s)he will probably look for another job.

• Question 162:

  The factor that would not contribute to retention of experienced employees would be:

  A. Initiation of job enrichment programs.

  B. Adherence to government regulations regarding sex discrimination in paying and promoting workers.

  C. Paying new employees more than older ones.

  D. Adoption of flextime rules.

  Correct Answer: C

  When old employees discover that newcomers are being hired at higher salaries, the group hired first will be unhappy, feeling that their greater experience should warrant greater reward. In the short run, the newcomers will be satisfied. But it is possible that next year's newcomers will be hired at still higher salaries, contributing to the overall dissatisfaction. Thus, such a policy will provide incentives for experienced workers to leave the company.

• Question 163:

  The human resource department of an organization observed that accounting staff turnover was unusually high. Exit interviews indicated that the accounting department work schedule was highly restrictive for accountants who had young children. To improve the retention of skilled employees in the accounting department, the best solution would be to:

  A. Implement a program of job rotation within the accounting department.

  B. Promote job enlargement for the positions experiencing the greatest turnover.

  C. Provide job sharing and flextime opportunities for accounting department employees.

  D. Enrich the jobs of accounting department employees.

  Correct Answer: C

  Job sharing and flextime allow employees to adjust their work schedules and hours to better achieve personal objectives. These programs can increase worker loyalty and motivation.

• Question 164:

  A company that formerly paid certain management employees on a salary plus commission basis decided to compensate a test group solely with commissions. Performance of these employees declined. The most likely explanation for this result is that:

  A. The employee received special attention.

  B. Compensation was a motivational factor.

  C. Compensation was not a hygiene factor.

  D. Increased concerns about security made the employees risk averse.

  Correct Answer: D

  A straight salary with commissions rewarded increased efforts while providing greater security and a reduction in anxiety. Satisfaction of the need for security may have permitted the employees to adopt promising and profitable but more risky strategies. Because people concerned about security needs tend to be risk averse, the change in compensation method probably caused the performance decline.

• Question 165:

  One of the keys to successful redesigning of jobs in order to motivate employees is:

  A. Creating autonomous work teams.

  B. Enlarging jobs by adding more tasks similar to tasks being performed.

  C. Rotating workers to different jobs to provide the workers with variety.

  D. Changing the content of jobs so that the jobs fit each worker's need for growth.

  Correct Answer: D

  One of the major principles of successful job design and redesign is to consider employee needs and skills and match them with jobs. An alternative is to change the jobs to fit those needs and skills. The objective is to conform to strengths and to avoid weaknesses.

• Question 166:

  Job enlargement is typified by:

  A. Horizontal loading of the job.

  B. Vertical loading of the job.

  C. Increased worker control of tasks.

  D. More rapid performance feedback.

  Correct Answer: A

  Job enlargement is a quantitative horizontal) extension of the job. It does not necessarily involve any greater worker control, responsibility, or challenge. An example is job rotation through assignment to duties requiring similar skills.

• Question 167:

  Job enrichment is a motivational approach used by management that:

  A. Emphasizes the need for close supervision.

  B. Is based on Maslow's analysis of survival needs.

  C. Is based on Herzberg's analysis of factors extrinsic to the work.

  D. Applies the principle of worker participation.

  Correct Answer: D

  Job enrichment increases the scope of boring, repetitive tasks by using more of the employee's skills and allowing the employee more power to make decisions concerning the job, such as order of tasks, etc. Thus, it encourages worker participation in decisions previously made by management.

• Question 168:

  According to management literature, worker absenteeism, turnover, and error rates are likely to be greatest:

  A. When workers alternate in performing different jobs.

  B. In simplified assembly-line jobs.

  C. In job sharing situations.

  D. When flexible working hours are provided.

  Correct Answer: B

  The literature tends to support the theory that, while job satisfaction has an economic importance only indirectly related to productivity, satisfied workers exhibit lower rates of absenteeism, turnover, tardiness, apathy, and sabotage. Organizations with more organic or flexible organization structures may use more of the worker's skills and present a greater variety of work challenges, thus improving morale. Mass production technology usually involves repetitious, boring tasks.

• Question 169:

  Two managers were discussing the merits of goal setting to improve employee performance. One manager felt that specific goals should not be established and that, to provide for flexibility, only generalized goals should be used. The other manager felt that specific, difficult goals produce the best results. As the discussion continued, other methods of goal setting were identified. Select the best method for setting goals.

  A. The manager should provide generalized goals.

  B. The manager should select specific, difficult goals.

  C. The employee should develop generalized goals and obtain management concurrence.

  D. The employee should develop specific, difficult goals and obtain management concurrence.

  Correct Answer: D

  According to Edwin Locke's goal-setting theory, specific, difficult goals to which the employee is committed provide the best motivation tool. Performance improves when goals are specific rather than general, difficult rather than easy, and self-set rather than imposed by others. Feedback, especially self-generated feedback, also improves performance compared with lack of feedback. Commitment to goals, that is, a determination not to reduce or abandon them, and self-efficacy, that is, a belief in one's ability to accomplish the task, are additional qualities that result in better performance.

• Question 170:

  As a manager, you should be striving for a high level of job satisfaction for your staff for all the following reasons except:

  A. A happy, satisfied worker is always a more productive worker.

  B. High job satisfaction usually results in lower turnover.

  C. Dissatisfied employees are often less healthy.

  D. Many people feel job satisfaction is as important as remuneration.

  Correct Answer: A

  Studies have shown that worker satisfaction does not necessarily lead to improved productivity. In fact, studies indicate that it is more likely that a productive worker is a happy worker.