Deck 9: Understanding and Motivating People at Work

Question 1

Ginny does well when she works with a friendly,social team.Which of the following is she motivated by?

A)achievement
B)fear
C)power
D)affiliation

Answer 1

D

Question 2

Recognition for achievement meets which type of employee need?

A)esteem
B)safety
C)motivational factors
D)maintenance factors

Answer 2

C

Question 3

Garrett enjoys new challenges and is imaginative and insightful.What is Garrett's dominant personality trait?

A)extroversion
B)neuroticism
C)conscientiousness
D)openness to experience

Answer 3

D

Question 4

Which of the five basic needs states that we need to be with others we like?

A)behavioral need
B)safety need
C)social need
D)physiological need

Question 5

Which of the five basic needs states that we need to feel free from harm or job insecurity?

A)social need
B)safety need
C)behavioral need
D)physiological need

Question 6

Achievement-driven people _____.

A)dislike controlling an environment
B)take great chances
C)like immediate feedback
D)are easily distracted

Question 7

Psychologist
A)The Motivation Matrix

A)H.Maslow outlined the key requirements of humans.What is this theory called?
B)The Need Chart
C)The Five Basic Needs
D)Key Survival Factors

Question 8

Extending the boundaries of a job by adding different tasks at the same level of expertise is called _____.

A)job enlargement
B)job enrichment
C)employee engagement
D)motivational contributors

Question 9

Which of the following is not an important motivational driver?

A)achievement
B)fear
C)power
D)affiliation

Question 10

Susie is often negative and anxious,but she is good at critical thinking and objective assessment.What is Susie's dominant personality trait?

A)extroversion
B)neuroticism
C)conscientiousness
D)openness to experience

Question 11

The ability to utilize our abilities to the fullest extent meets which type of employee need?

A)self-actualization
B)safety
C)social
D)maintenance factors

Question 12

Which of the following is an expected benefit of employee engagement?

A)pride in the organization
B)higher turnover
C)higher absenteeism
D)same level of productivity

Question 13

Which of the following is not a description of Generation X,Generation Y,and "Nexter" employees?

A)They typically seek challenges.
B)They take risks.
C)They thrive on flexibility.
D)They are resistant to change.

Question 14

Which of the following is a contributor to employee engagement?

A)little opportunity to contribute
B)ambiguous job expectations
C)caring supervisors
D)feelings of exclusion

Question 15

Pilar has excellent self-discipline.She likes to plan,and often assesses how she is doing on the job.What is Pilar's dominant personality trait?

A)extroversion
B)neuroticism
C)conscientiousness
D)openness to experience

Question 16

Janice tends to engage too much control and treats employees as unimportant.Which of the following is she motivated by?

A)achievement
B)fear
C)power
D)affiliation

Question 17

Raven is usually positive and energetic.She is sociable and enjoys working with others.What is Raven's dominant personality trait?

A)extroversion
B)neuroticism
C)conscientiousness
D)openness to experience

Question 18

Which of the five basic needs states that we need to breathe,eat,sleep,reproduce,see,hear,and feel?

A)social need
B)safety need
C)behavioral need
D)physiological need

Question 19

The need to feel worthy is which type of employee need?

A)esteem
B)safety
C)motivational factors
D)maintenance factors

Question 20

Employee benefits and good pay meets which type of employee need?

A)esteem
B)social
C)motivational factors
D)maintenance factors

Question 21

A person's clothing,hairstyle,food preference,and dominant personality trait are all parts of their personality.

Question 22

Despite an employee's dominant personality traits,all people can be productive workers if their manager is willing to adapt to their nature.

Question 23

Your supervisor recently redesigned your job so that you will be able to make meaningful choices about how your work gets done.Which of the five core dimensions did your supervisor address when making this change?

A)task identity
B)task significance
C)autonomy
D)feedback

Question 24

A supervisor can meet the self-actualization need by challenging employee's minds and stretching their skills.

Question 25

Kate has observed employee progress and has shared that with her team.Which step in the performance feedback process does this represent?

A)specify the desired outcomes
B)involve employees in choosing the form of recognition
C)monitor the employee's performance
D)immediately provide recognition for early evidence of results

Question 26

A good supervisor can meet an employee's social need by showing direct care and concern for employees.

Question 27

A manager should consider an employee's unsatisfied needs when working to motivate the employee to work harder.

Question 28

A supervisor can satisfy the esteem need by showing direct care and concern for employees.
This action would meet the social need.

Question 29

Helena just rewarded her team after the first draft completion of their project.Which step in the performance feedback process does this represent?

A)specify the desired outcomes
B)involve employees in choosing the form of recognition
C)monitor the employee's performance
D)immediately provide recognition for early evidence of results

Question 30

Goals form the basis for comparing results to planned performance.

Question 31

The concept of flow is most likely to occur when goals are clear and immediate feedback is received.

Question 32

Employees who are very thorough have the personality trait of conscientiousness.

Question 33

When goals are met,employees rarely feel that their need for achievement and self-esteem are satisfied.
Employees often feel satisfied when goals are met.

Question 34

Employees with low conscientiousness and high neuroticism are consistently better job performers.
It is the opposite.Employees with high conscientiousness and low neuroticism are better job performers.

Question 35

Award Seekers prefer rewards such as meaningful work and flexibility.
Award Seekers like trophies,cash cards,and travel awards.

Question 36

Praise cravers prefer rewards that acknowledge their work.

Question 37

William asked each of his employees how they prefer to be rewarded.Which step in the performance feedback process does this represent?

A)specify the desired outcomes
B)involve employees in choosing the form of recognition
C)monitor the employee's performance
D)immediately provide recognition for early evidence of results

Question 38

Harry has explained to his team the expectations of the upcoming project.Which step in the performance feedback process does this represent?

A)specify the desired outcomes
B)involve employees in choosing the form of recognition
C)monitor the employee's performance
D)immediately provide recognition for early evidence of results

Question 39

An employee who wishes for a different workspace is likely to be satisfied at work.

Question 40

Employees who tend to have positive outlooks have the personality trait of agreeableness.
These employees have the personality trait of extroversion.

Question 41

Job enlargement expands a job vertically by adding higher-skill activities and by delegating greater authority.
This is job enrichment.

Question 42

___________________ is the process of providing clear objectives for employees to accomplish,often created on a cooperative basis.

Question 43

___________________ is the state that exists when desirable working conditions are lacking.

Question 44

The positive state that exists when truly motivating factors are provided is called ___________________.

Question 45

___________________ is the process that impels a person to behave in a certain manner in order to satisfy highly individual needs.

Question 46

It is a good idea to involve the employee in choosing the form of recognition.

Question 47

Studies show that only a small fraction of employees who desire praise or recognition actually receive it.

Question 48

List three important motivational drivers according to researcher David McClelland.

Question 49

An employee's expectancy strongly influences that person's willingness to take on a new task.

Question 50

Providing lower-level employees with the authority to examine problem situations and resolve them as they arise is called ___________________.

Question 51

Autonomy is a core dimension of a job and means that an employee will use a variety of skills and abilities.
Autonomy means that an employee will have freedom for self-direction.

Question 52

___________________ is an individual's unique way of behaving and of seeing and interpreting the actions of other people and events.

Question 53

Supervisors should wait for a special event to recognize employees.

Question 54

Employees listed "personal and timely thanks" as a top motivator.

Question 55

List the five key personality traits that are exhibited to various degrees by all employees.

Question 56

___________________ is the process of carefully restructuring a job to foster productivity and appeal to the interests of the employees who carry it out.

Question 57

An employee's perception of the fairness in the application of rewards to oneself and others for their efforts is called ___________________ .

Question 58

Task identity is a core dimension of a job and means that an employee will be involved in a definable product or service from beginning to end.

Question 59

Equity is important,so managers must be sure to give the same rewards to employees.
Employees do not need to receive the same awards.It is best to reward based on individual motivation.