1. Motivation Theories Which reward might actually create job dissatisfaction rather than job satisfaction?

A) Employee B is rewarded if all of her team members pass a certification exam.
B) Employee A can go to a training event, but only if Employee B succeeds in getting all of her people certified.
C) Employee D gives Employee E a small cash reward for getting done early even though Employee E wasn’t expecting a reward.
D) Employee C, a trainer, is asked to come to a design team party.



2. An HR team member is working on a critical activity that must be done in a very precise sequence with no room for innovation. Because the task is important, the HR manager monitors the team member's performance very closely. The performance is routinely satisfactory and often exemplary. The manager notes that the team member seems to have low morale and a bad attitude. According to Herzberg’s motivation-hygiene theory, what can the manager do to reduce job dissatisfaction?

A) Help the team member follow the process but be creative in other ways.
B) Stop supervising the team member so closely.
C) Give the team member the chance to take paid training related to the work.
D) Recognize the team member’s efforts in the next team meeting.



3. You are conducting a market salary survey to make sure that your team members are being adequately compensated and won’t seek employment elsewhere. You are seeking to meet which level of needs in Maslow’s hierarchy?

A) Physical needs
B) Safety and security
C) Belonging and love
D) Self-esteem and respect for others



4. Refer to the following scenario for the next 3 questions. While applying for a job on a computer in a company's employment office, an applicant made a statement to an office staff member that there was a sticky substance on the keyboard. Later that day during an on-site interview, the same applicant complained that a rash emerged on his fingers from the sticky substance. At the end of the day, the applicant was not hired because the background screening process revealed criminal charges two years ago. Instead, the hiring manager selected a different applicant who more closely matched the needs of the position and passed the background screen. Before leaving for the day, the applicant who was not hired filed a grievance with the HR manager claiming he had not been hired because he complained during the interview of an unknown substance causing a rash on his fingers. Upon investigation, the sticky substance was identified from the observation camera to be strawberry jelly from the applicant's sandwich eaten at the desk just prior to completing the application. What should the HR manager do first to address the applicant's filed grievance?

A) A. Forward the grievance to the hiring manager who made the decision not to hire the applicant.
B) B. Inspect the keyboard with the risk manager, collecting a sample of the sticky substance for further analysis.
C) C. Tell the applicant his sandwich left the sticky substance on the keyboard and his complaint did not impact the hiring decision.
D) D. Suggest that the applicant reapply for the position when the rash has cleared up.



5. After the sticky substance has been identified as jelly from the applicant's sandwich, which action should the HR manager take to prevent a recurrence of this situation?

A) A. Clean and visually inspect each workstation prior to applicant use.
B) B. File an ISO 31000 risk management report.
C) C. Post a sign prohibiting all applicants from eating at the workstations.
D) D. Have a risk management officer attend and monitor the application and interview process.