$21)$ Ability equals aptitude multiplied by training and commitment. True$/$False

$22)$ The first diagnostic question that must be asked by a supervisor of a poor performer is whether the person's performance deficiencies stem from lack of commitment or lack of motivation. True$/$False

$23)$ In her job as customer service representative, Angela is tenacious in her efforts, but her overall performance lacks creativity. Thus, Angela is committed to her job but exhibits low desire. True$/$False

$24)$ To change a person's ability, the manager should make sure resources are available for the job. True$/$False

$25)$ The principal tools available for overcoming poor performance problems due to lack of ability are resupply, retrain, refit, reassign, and release. Tue$/$False

$26)$ When a supervisor analyzes the components of his or her subordinate's job and creates different combinations of tasks, the manager has used the refitting option. True$/$False

$27)$ Your boss believes in close supervision and that people really don't want to work hard. He has a Theory Z view. True$/$False

$28)$ There appears to be more violence in the workplace than ever before. Even some of the equipment has been sabotaged. The imposing style of management could contribute to this situation. True$/$False

$29.$ The level of involvement a manager utilizes should depend on the nature of the work and the ability and experience of the employee.

$30)$ Effective goal programs are specific, consistent, and provide feedback. True$/$False

$31)$ An example of a well$-$stated goal is $"$to reduce the average shipment period from five days to two days by the end of the year." True$/$False

$32)$ After interviewing a candidate for a job, the interviewing manager decides that he likes the candidate. He finds his personality exceptional. When the manager refers to the candidate's personality, to what is he referring?

A$)$ Aptitude

B$)$ Desire

C$)$ Commitment

D$)$ Motivation

E$)$ Training

$33)$ Aptitude is $(1)$ the native skills and abilities a person brings to the job, $(2)$ the physical and mental capabilities of a person, and $(3)$ the personality characteristics a person has for people$-$oriented jobs. Which statements are correct?

A$)$ All three statements are correct.

B$)$ Only statements $1$ and $2$ are correct.

C$)$ Only statements $1$ and $3$ are correct.

D$)$ Only statements $2$ and $3$ are correct.

E$)$ Only statement $3$ is correct.

$34)$ You have observed Sally's performance for a few months. There is no doubt about her effort; it is evident she tries very hard. However, there doesn't appear to be any improvement in her performance since you have been watching. What should you conclude?

A$)$ This is a desire issue.

B$)$ This is an ability issue.

C$)$ This is a commitment issue.

D$)$ She is a terrible employee and should be let go as soon as possible.

evaluate these two potential areas prior to drawing any ultimate conclusions about Sally's potential as an employee.

$35)$ If you saw your manager retreat to his technical specialty and continually focus on how things were done in the past, what would this signal?

A$)$ The manager's desire has deteriorated.

B$)$ The manager's ability has deteriorated.

C$)$ The manager lacks the necessary resources and support to do his job.

D$)$ The manager's talent has deteriorated.

$36)$ Having determined that June's poor work performance is related to a lack of ability, what is the first question you should ask?

A$)$ Why does June have a poor attitude?

B$)$ Does June lack commitment?

C$)$ Does June have the resources to do the job?

D$)$ Why doesn't June try harder?

$37)$ Once a manager has determined that the reason for the poor performance is due to a lack of ability, in what order should the manager explore options?

A$)(1)$ Redesign the job, $(2)$ retrain the individual, and $(3)$ move the individual to another position.

B$)(1)$ Retrain the individual, $(2)$ redesign the job, and $(3)$ determine if the resources are adequate.

C$)(1)$ Determine if the resources are adequate, $(2)$ retrain the individual, and $(3)$ redesign the job.

D$)(1)$ Determine if the resources are adequate, $(2)$ redesign the job, and $(3)$ retrain the individual.

$38)$ When poor performance is due to an employee's lack of ability, what is the least threatening option?

A$)$ Release

B$)$ Retrain

C$)$ Resupply

D$)$ Refit

E$)$ Reassign

$39)$ Assume George is a poor performer. You have already provided the necessary resources and training he needs to do the job, yet his performance continues to decline. What is the next step?

A$)$ Release George$$How many chances does a person get?

B$)$ Redesign the job

C$)$ Reassign George to another position

D$)$ Place George in a place where his performance will not hurt the company

$40.$ What should effective motivational programs do in terms of offering rewards?

A$)$ Make a distinction between workers based on seniority

B$)$ Not make a distinction between workers

C$)$ Make a distinction between workers based on effort

D$)$ Make a distinction between workers based on performance r