Lesson 3.6.4

3.6.4 Making HR decisions: improving motivation and engagement Quiz: AQA Business, Unit 6

20 questions

Written by Revision Ninja · Last reviewed 11 October 2026

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Lesson 3.6.4, Making HR decisions: improving motivation and engagement: 20 multiple choice questions for the AQA Business (7132), Unit 6: Human resource management, written with Revision Ninja.

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The 20 questions

  1. Which theorist placed self-actualisation at the top of a hierarchy of needs?

    • Herzberg
    • Mayo
    • Maslow
    • Taylor

  2. Which theorist argued that workers are mainly motivated by money and that scientific management and piece-rate pay are the best way to motivate them?

    • Maslow
    • Handy
    • Herzberg
    • Taylor

  3. According to Herzberg's two-factor theory, what are the two types of factor that affect employees at work?

    • Internal and external factors that affect a firm's performance
    • Fixed and variable factors that determine a firm's cost base
    • Push and pull factors that affect the decision to relocate abroad
    • Hygiene factors and motivators that affect satisfaction at work

  4. Which of the following is a financial method of motivating employees?

    • Commission
    • Job rotation
    • Flexible working
    • Empowerment

  5. Which of the following is a non-financial method of motivating employees?

    • Commission
    • Job rotation
    • Performance-related pay
    • Piece rate

  6. Which of these best describes commission as a method of pay?

    • A fixed annual salary paid regardless of how much output a worker produces
    • Payment per unit produced by a worker, regardless of the quality of the output
    • A bonus paid to all staff in equal shares when the overall team meets a target
    • Payment linked to the value of sales a worker makes, usually as a percentage

  7. What is meant by job rotation?

    • Moving employees between different tasks or roles to add variety and build skills
    • Giving workers more responsibility for planning and organising their own daily work
    • Allowing employees to choose their own starting and finishing times each working day
    • Paying staff a share of company profits each year as a reward for overall success

  8. A firm pays its workers 2 pounds for each unit they make. A worker makes 350 units in one week. What is the weekly pay from piece rate?

    • 350 pounds
    • 700 pounds
    • 175 pounds
    • 1,400 pounds

  9. A salesperson has a basic salary of 18,000 pounds and earns 5% commission on sales of 40,000 pounds. What is total pay for the year?

    • 20,000 pounds
    • 18,000 pounds
    • 22,000 pounds
    • 2,000 pounds

  10. A firm adds job enrichment by giving staff responsibility for planning their work and checking quality. Which type of Herzberg factor is most directly improved?

    • Hygiene factors
    • Motivators
    • Fixed costs
    • Working conditions

  11. A business introduces team working to raise engagement. Which of Maslow's needs is most directly addressed?

    • Esteem needs such as respect from others and recognition of a person's achievements
    • Safety needs such as job security, a stable income and protection from harm
    • Physiological needs such as food, water and shelter that must be met first
    • Social belonging needs such as friendship, team membership and acceptance by colleagues

  12. A pay freeze leaves staff feeling dissatisfied even though pay is still comparable with rivals. Which type of factor would Herzberg say is mainly affected?

    • Achievement at work, including a sense of completing a challenging and meaningful task
    • Hygiene factors such as pay, conditions and company policy, which prevent dissatisfaction
    • Recognition from managers and colleagues, which is a reward given by others rather than earned
    • Motivators such as achievement, recognition and the work itself

  13. Which statement best describes empowerment as a method of motivation?

    • Moving employees to a different site to broaden their experience of the wider business
    • Paying employees a fixed bonus for attendance so that staff are rewarded for being present
    • Reducing the number of levels in a hierarchy so that managers have wider spans of control
    • Giving employees authority to make decisions within their role and take ownership of the result

  14. Which of the following is a benefit of flexible working for employees?

    • Higher basic pay in every case, regardless of the firm's financial position or results
    • Greater control over work-life balance, such as choosing hours or working from home
    • Removal of all performance targets, so that staff are judged only on attendance and effort
    • Guaranteed promotion each year, whatever the employee's performance or the firm's needs

  15. A call centre has high staff turnover. It replaces piece-rate pay with a team bonus and adds job enrichment. Which is the most reasonable evaluation of the change?

    • It will reduce motivation because teams always reduce individual effort and so the output falls
    • It will certainly cut costs because bonuses are always cheaper than piece rates paid for each unit
    • It is likely to raise engagement through belonging and intrinsic motivation, though bonus costs and free-riding are risks
    • It will have no effect because money never motivates staff in any situation at all

  16. Which factor most limits the fair use of performance-related pay in team-based roles?

    • Difficulty measuring each individual's contribution accurately when output is shared across a team
    • The cost of the company car scheme offered to managers, which takes up the budget for pay
    • The number of staff in the canteen, which affects how long employees take to be paid each month
    • The legal minimum wage set by government, which limits how much bonuses can be worth to staff

  17. A firm pays 4 pounds per unit. A worker makes 300 units but 20 are rejected and unpaid. What is the piece-rate pay?

    • 1,080 pounds
    • 1,280 pounds
    • 1,200 pounds
    • 1,120 pounds

  18. A business pays staff a generous salary but engagement remains low. Using Herzberg's theory, what is the most likely explanation?

    • Engagement is measured only by absence rates, so low engagement must reflect sickness rather than attitude
    • Salary is a hygiene factor, so the firm lacks motivators such as recognition and achievement at work
    • Staff never respond to money at all, so pay has no effect on how engaged they feel at work
    • Salary is a motivator, so the firm needs to pay even more to make staff feel engaged at work

  19. Which of the following is an example of performance-related pay?

    • A free company car offered to every employee regardless of results
    • Bonuses paid when an individual meets agreed sales or output targets
    • A fixed salary with increments based only on length of service
    • Flexible hours that each employee can choose freely

  20. In Herzberg's theory, which motivator is most closely linked to recognition for a job well done?

    • Company policy
    • Salary
    • Supervision
    • Achievement

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