CAIE A-Level Psychology A2 4.5 Satisfaction At Work Questions
Practise job satisfaction by applying theories, rating scales and work attitudes to workplace scenarios and evaluation questions.
- Syllabus
- 2028–2030
- Course
- Psychology 9990
- Level
- A2
Exam points
- apply Herzberg or job design ideas to suggest motivators for dissatisfied workers
- evaluate JDI or QWL measures by considering forced choices, psychometrics or reliability
- explain work attitudes using organisational commitment, job involvement or sabotage evidence
Covered syllabus points
Question 1
[Maximum number: 4]
Question (a)
(a)
Outline Herzberg's two factor theory of job satisfaction.
Outline Hertzberg's two factor theory of job satisfaction.
Award 2 marks for an outline of the term/concept.
Award 1 mark for a basic outline of the term/concept.
Example:
Satisfaction at work arises from two factors - hygiene and motivators. (1) Satisfaction and dissatisfaction work independently of each other. (1) Motivators produce job satisfaction and hygiene factors prevent job dissatisfaction (1) Motivators include rewarding work, responsibility. (1) Hygiene factors include job security, salary, working conditions. (1)
Other appropriate responses should also be credited.
2
No credit for stating it has two factors affecting satisfaction on its own.
Question (b)
(b)
Explain why Herzberg's two factor theory of job satisfaction can be applied to different cultures.
Award 2 marks for a detailed explanation of concept in context.
Award 1 mark for a basic explanation of concept in context.
Likely explanations:
- Motivators and hygiene factors will be specific to the individual organisation and country/countries that it operates within.
- A multinational company can adjust the motivators and hygiene factors it offers depending on the location of their offices/factory/etc.
- Different cultures will value different motivators and hygiene factors but the effect on job satisfaction is the same across cultures.
Example:
One reason is that different cultures will value different motivator and hygiene factors.(1) For example, allowing employees time off for religious festivals could be an important hygiene in some countries and therefore offered to employees in this country. Therefore the two factor theory of job satisfaction can be tailored to different cultures. (1)
Other appropriate responses should also be credited.
2
Question 2
[Maximum number: 6]
Question (a)
(a)
Samir is a manager in a bicycle factory. He has noticed several acts of sabotage, for example, some of his workers have been leaving the factory before their shift has finished without permission. Samir has also seen one employee putting some bicycle parts belonging to the factory into their car.
Question (i)
(i)
Using your knowledge of the study by Giacalone and Rosenfeld (1987):
Outline one reason that a worker at Samir's factory could give for one of these acts of sabotage.
Award 2 marks for an outline of reason for one of the acts of sabotage. Award 1 mark for a basic outline of reason for one of the acts of sabotage.
Reasons may include:
- Revenge
- The foreman/company deserved it
- The foreman/company hurt me previously
- No one was hurt by the action
- Release of frustrations
- Just for fun/laughs
Example:
One reason an employee might give for taking leaving their shift early without permission is no one is hurt by this. (1) The employee might say that they have completed all of the work on the bicycles during their shift as they work very quickly compared to other workers so deserve to leave early. (1)
OR
One reason an employee might give for taking bicycle parts belonging to the factory is that the company deserves it. (1) The employee might say that their pay is very low and taking the parts helps to make up for the low pay. (1)
Other appropriate responses should also be credited.
2
Not appropriate-
Self defense
Protect oneself from boss/company
To protect one's job
Anecdotal =0 - the reason I left was my family had an emergency - not in G and R so 0.
Needs to link to one of the acts of sabotage for 2 marks (leaving early, theft)
Question (ii)
(ii)
Suggest one way that Samir could reduce sabotage at his factory.
Suggest one way that Samir could reduce sabotage at his factory.
For suggested way:
Award 2 marks for a detailed explanation of the way to reduce sabotage. Award 1 mark for a basic outline of the way to reduce sabotage.
Suggestions may include:
- Allow workers to discuss with management their grievances (and make changes) about how they are being treated at the factory.
- Increase the worker's pay/implement a bonus scheme for worker's who complete their work more quickly
- Implement a plan to help workers feel valued by the factory.
- Offer counselling to the workers at the factory.
- Check vehicles for goods/employees leaving the factory during shift
Example:
Samir has a meeting with his workers and senior management at the factory to discuss any grievances/problems workers are experiencing (such as low pay). (1) Management could then implement changes to address the problems such as putting up their hourly salary so that the worker feels fairly paid and does not need to express their dissatisfaction through sabotage. (1)
Other appropriate responses should also be credited.
2
Can allow practical solution to prevent one of the specific acts (e.g. timecard, security tag on equipment where an alarm goes off when leaving factory)
Question (b)
(b)
Explain one weakness for the way to reduce sabotage that you have suggested in part (a)(ii).
Explain one weakness for the way to reduce sabotage that you have suggested in part (a)(ii).
Award 2 marks for a detailed explanation of the weakness. Award 1 mark for a basic explanation of the weakness.
Weaknesses may include:
Workers may not feel that they can be open about their grievances.
Possible time and cost of suggestion.
Management may listen to grievances but not implement any changes to address these.
Example:
The workers may not feel they can be open about their grievances with the management of the factory. (1) They may worry that their job could be at risk or made more difficult if they explain how they feel about how they are being treated. (1)
Other appropriate responses should also be credited.
2
Question 3
[Maximum number: 6]
Question (a)
(a)
Sally manages the production line of a toy factory. A recent survey of her employees has shown that they are not satisfied with their jobs.
Suggest two job design techniques that Sally could use with her employees to improve their job satisfaction.
Award 3-4 marks for a detailed answer with clear understanding of the two job design techniques that Sally could use with her employees to improve their job satisfaction.
Award 1-2 marks for a basic answer with some understanding of how job design technique(s) that Sally could use with her employees to improve their job satisfaction.
Likely answers:
- Rotation - tasks within the employee's current role are regularly changed.
- Enrichment - greater variety of tasks given.
- Enlargement - horizontal (more tasks to do at same level) / vertical (higher level tasks and/or addition of responsibility for decision making / move across different levels of organisation).
Example
Sally could first use job rotation where the tasks within the employee's current role on the toy factory production line are regularly changed. (1) This might improve job satisfaction as the employees get more variety and feel less bored on the production line. (1) Sally could also use job enlargement where she asks her employees to take on more responsibility such as setting the work rota for the production line. (1) This could improve satisfaction because the employees will feel that they have control over their working hours. (1)
Other appropriate responses should also be credited.
4
Allow flexible working hours/shiftwork.
For full marks needs to have some reference to how suggestion would lead to job satisfaction (e.g. the work would be more interesting, less boring, more varied, - implies increased satisfaction).
Needs some contextualisation for 4 marks (e.g. toy factory, shop floor, production line).
Identification of two job design techniques (or more) = 1 mark max.
Question (b)
(b)
For one of the job design techniques you suggested in part (a):
Explain one weakness of this job design technique.
Award 2 marks for an explanation of the weakness.
Award 1 mark for a basic explanation of the weakness.
Weaknesses may include:
- Employees may require training in order to take on new responsibilities/roles which is time-consuming/costly.
- New jobs/tasks may lead to health and safety issues especially on a production line where accidents can happen.
- May still not lead to increased job satisfaction. Many production line jobs are not interesting and require the employee to do very repetitive tasks while maintaining a high level of focus.
- Productivity may reduce in the short term as employees adjust to new jobs/tasks which costs the organisation money.
Example:
If Sally has her team take on new responsibilities and they are put in charge of doing the shift rota each week this may be done unfairly. (1) The employee in charge of this might give themselves and those in the team that are their friends/closest co-workers the 'best' shifts which could lead to resentment in the rest of the team and a lowering in job satisfaction. (1)
Other appropriate responses should also be credited.
2
Context is not required.
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