Deck 9: Motivation

Question 1

The extent to which a person has a strong desire to control or influence others is called the need for achievement.

Answer 1

False

Question 2

"Attitude" refers to how hard an employee works for an organization.

Answer 2

False

Question 3

The degree to which an employee keeps trying to accomplish a goal when faced with obstacles is referred to as

A)assertiveness.
B)persistence.
C)conscientiousness.
D)effort.

Answer 3

B

Question 4

According to operant conditioning theory, people learn to perform behaviors that lead to desired consequences and learn not to perform behaviors that lead to undesired consequences.

Question 5

"Effort" refers to whether an employee keeps trying or gives up, when faced with obstacles in an organization.

Question 6

According to equity theory, when an employee perceives that his or her own outcome-input ratio is greater than that of a referent, underpayment inequity has occurred.

Question 7

Behavior that is performed by an employee to acquire a material reward, to acquire a social reward, or to avoid punishment is referred to as ________ motivated behavior.

A)extrinsically
B)practically
C)vicariously
D)intrinsically

Question 8

Behavior that is performed by an employee "for its own sake" is referred to as

A)extrinsically motivated behavior.
B)an external locus of causality.
C)intrinsically motivated behavior.
D)equity behavior.

Question 9

Dan, a car salesperson, is extrinsically motivated. As a result, he most likely chose his profession because of the

A)attractive sales commission he receives on each car sale.
B)pleasure of selling high-quality cars to customers.
C)opportunity to provide customers with cars at bargain prices.
D)freedom of scheduling his own time to sell cars.

Question 10

In Herzberg's theory, needs that are related to the physical and psychological context in which the work is performed are known as motivator needs.

Question 11

A computer programmer who does his or her job well because he or she enjoys solving complicated computer problems is said to be

A)extrinsically motivated.
B)negatively reinforced.
C)experiencing extinction.
D)intrinsically motivated.

Question 12

How hard an employee works on the job is referred to as

A)value.
B)effort.
C)affiliation.
D)valence.

Question 13

Acor, Ltd., bases sales representatives' pay on the percentage of sales dollars they generate. They are using a commission pay program.

Question 14

An employee's perception about the extent to which his or her effort will result in a given level of performance is called expectancy.

Question 15

Saanviis exceptional in mathematics. She does not treat it as just a subject; rather, she loves solving complicated problems related to mathematics. Saanvi's behavior is explained by

A)intrinsically motivated behavior.
B)an external locus of control.
C)an internal locus of control.
D)prosocially motivated behavior.

Question 16

Learning theory focuses on the linkage between performance and outcomes in the motivation equation.

Question 17

Enzois intrinsically motivated, so he is motivated by

A)praise.
B)job security.
C)responsibility.
D)vacation time.

Question 18

The term ________ refers to the psychological forces that determine the direction of a person's behavior in an organization, a person's level of effort, and a person's level of persistence.

A)resiliency
B)stimulus
C)motivation
D)adaptability

Question 19

George knows that Sue is extrinsically motivated. To increase her motivation, George would most likely

A)give Sue interesting work.
B)give Sue tasks that give her a feeling of accomplishment.
C)increase Sue's salary.
D)give Sue more autonomy.

Question 20

Punishment involves removing a negative consequence when dysfunctional behaviors occur.

Question 21

At Space Solutions, Ltd., William works on valence by

A)making sure his employees will value the opportunity of working with less supervision.
B)deciding that a five percent raise for all employees is fair.
C)informing his employees that they are expected to work overtime.
D)reducing the number of employees to increase the profit margin.

Question 22

The perception of workers of the fairness of their work outcomes relative to their work inputs is the focus of ________ theory.

A)equity
B)valence
C)instrumentality
D)needs hierarchy

Question 23

Vasil, an engineer, gets paid more than his colleague, Milosz. Vasil has more years on the job than Milosz and works more hours. Vasil thinks he and Milosz are paid fairly, but Milosz thinks that he should be paid the same as Vasil because his degree is from a better university and he is more creative. Vasil is experiencing

A)overpayment inequity and Milosz is experiencing underpayment inequity.
B)underpayment inequity and Milosz is experiencing overpayment inequity.
C)equity and Milosz is experiencing underpayment inequity.
D)equity and Milosz is experiencing overpayment inequity.

Question 24

An employee's perception of the extent to which his or her effort will result in a given level of his or her performance is known as

A)valence.
B)expectancy.
C)instrumentality.
D)equity.

Question 25

According to expectancy theory, when people perceive that high performance leads to the receipt of certain outcomes, the concept of ________ is high.

A)valence
B)instrumentality
C)expectancy
D)self-actualization

Question 26

The idea that motivation is high when workers believe that high levels of effort lead to high performance and high performance leads to the attainment of desired outcomes is explained by the ________ theory.

A)expectancy
B)valence
C)hierarchy of needs
D)motivator-hygiene

Question 27

Lotte is highly intrinsically and prosocially motivated and to a lesser degree extrinsically motivated. As a result, she enjoys her work as a fashion designer for Clothes Plus, Inc., because she uses

A)her creativity to design clothes for needy families while receiving lower pay than designers working for top fashion houses.
B)little of her creatively in designing bland clothes for needy families, but receives as much pay as designers working for top fashion houses.
C)her creativity to design clothes for wealthy people while being paid a rate comparable to the top clothing designers.
D)little of her creativity to design basic clothes for wealthy people while receiving moderate pay for the industry.

Question 28

An employee's perception of the extent to which performance at a given level will result in outcomes the employee desires is known as

A)instrumentality.
B)inequity.
C)valence.
D)expectancy.

Question 29

Ali, Lucia, Liam, and Miyu all agree that the work they do for Jamison, Ltd., results in company improvements and other positive outcomes. They also agree that their hard work positively benefits them personally in a variety of ways. Ali does interesting creative work for a moderate salary. Lucia does routine work but has high seniority. Liam does work that helps disadvantaged children for high pay. Miyu often works alone and has high seniority. Which of these employees would be most likely quit their job?

A)Ali, who has high valence for pay rate
B)Lucia, who has high valence for job security
C)Liam, who has high valence for prosocial work
D)Miyu, who has high valence for autonomy

Question 30

After conducting a study of company, a business consultant realized this organization has low instrumentality for pay. As a result, the consultant would most likely recommend that the company

A)set up more social events to promote esprit de corps.
B)give bonuses for people who work overtime.
C)provide support to enable employees to achieve high performance.
D)hire people who have a higher valence for job security than autonomy.

Question 31

The desirability to an employee of each of the outcomes available from the employee's job or organization is known as

A)instrumentality.
B)expectancy.
C)valence.
D)equity.

Question 32

When managers provide employees with highly valent outcomes, it is likely to result in

A)low motivation.
B)low expectancy.
C)reduced turnover.
D)reduced job satisfaction.

Question 33

The justice, impartiality, and fairness to which all organizational members are entitled are collectively referred to as

A)valence.
B)expectancy.
C)equity.
D)instrumentality.

Question 34

A worker in an automobile assembly line who chooses his or her work because of the job security it entails is said to be

A)intrinsically motivated.
B)experiencing overpayment inequity.
C)experiencing underpayment inequity.
D)extrinsically motivated.

Question 35

Professor Artem offers his students $10 if they can run around the classroom building in two minutes. Ahmad, his student, believes that even if he does this, Professor Artem would not really give him the money. Ahmad's lack of motivation can be explained by

A)instrumentality.
B)underpayment inequity.
C)valence.
D)directive leadership.

Question 36

According to expectancy theory, high motivation will occur when

A)expectancy is low and valence is high.
B)instrumentality is low and expectancy is high.
C)expectancy, instrumentality, and valence are high.
D)both expectancy and valence are low.

Question 37

Barbara is the dean of the College of Business. She enjoys the pace of her work and the feeling of accomplishment she gets when she is able to initiate a new program to help students. She also appreciates her attractive salary, which allows her to travel abroad on her vacations. Barbara is

A)intrinsically and input motivated.
B)extrinsically motivated.
C)intrinsically and extrinsically motivated.
D)input motivated.

Question 38

A hospital has an opening for a nurse and wants to hire a person who is motivated by something other than extrinsic or intrinsic forces. Considering this and what you know about the nature of motivation, which of the following statements by interviewees for the job would most likely impress the interviewer in a positive way?

A)"I'd love working for a hospital like this, which is rated so highly."
B)"What I like the most about being a nurse is helping others."
C)"With my experience, I do expect to receive a certain salary level."
D)"I find providing treatments to patients to be very interesting."

Question 39

An example of an employee's input with an organization is

A)experience.
B)a feeling of accomplishment.
C)vacation time.
D)interesting work assignments.

Question 40

Don, an accountant, has had many inputs related to his position as an accountant over the years. One of his inputs is

A)praise from his boss.
B)job security.
C)education.
D)vacation time.

Question 41

By granting promotions and recognizing accomplishments of an employee, a manager can satisfy the ________ need of the employee.

A)self-actualization
B)belongingness
C)safety
D)esteem

Question 42

Zoe is a low-level employee who is friends with several co-workers, does not worry about paying the rent or buying food, and knows that her position in the company is necessary and that her managers do not want her to leave. Considering this, which of the following notes would she most likely place in her company's suggestion box?

A)Provide more autonomy for employees to use their skills in a creative way.
B)Crack the glass ceiling by promoting more women to upper management jobs.
C)Increase the pay for all employees by 10 percent.
D)Sponsor more social activities to improve teamwork.

Question 43

Jennifer perceives that though she works harder than her coworker Kelly, she is paid the same. This is an example of

A)the valence effect.
B)extinction.
C)negative reinforcement.
D)underpayment inequity.

Question 44

Elizabeth believes she is dealing with underpayment inequity with a co-worker named Sally. Elizabeth wants to correct this by adjusting their outcome-input ratios to achieve equity. To do this, Elizabeth would most likely want to

A)get paid as much as her co-worker Sally but reduce Sally's work hours.
B)get paid as much as her co-worker Sally for the same amount of work.
C)increase the pay for her co-worker Sally, who does as much work as Elizabeth.
D)increase the pay for herself and for Sally by the same amount.

Question 45

Miray, an employee at J.R. Smith, was promoted recently due to the huge success of two projects she delivered that generated more revenue and further projects for the technology division. She is highly motivated by the promotion and perceives ________ justice of the firm to be high.

A)individual
B)distributive
C)informational
D)interpersonal

Question 46

An employer can attempt to meet the employees' safety needs by providing

A)adequate pay.
B)company social events.
C)promotions.
D)medical benefits.

Question 47

According to Maslow's hierarchy of needs, Ethan, a middle manager, is trying to help his employees satisfy their self-actualization needs at work by

A)establishing a merit system that awards their accomplishments.
B)giving them tasks that fit their skill set.
C)organizing a company picnic.
D)replacing equipment that is old.

Question 48

According to Maslow's hierarchy of needs theory, which of the following is the highest level of needs of workers?

A)physiological
B)safety
C)self-actualization
D)esteem

Question 49

In Herzberg's motivator-hygiene theory, needs that are related to the nature of the work itself and the degree of challenge contained in the work are known as ________ needs.

A)motivator
B)actualization
C)esteem
D)hygiene

Question 50

People experiencing overpayment inequity are most likely to

A)raise their perceptions of their own inputs.
B)ask for a raise in accordance with their experience.
C)work slower so they are paid more for less work.
D)be absent more to take advantage of vacation benefits.

Question 51

In general, motivation of employees in an organization is high with ________ informational justice.

A)low interpersonal justice and high
B)high interpersonal justice and high
C)high interpersonal justice and low
D)low interpersonal justice and low

Question 52

A strong desire to perform challenging tasks well and to meet personal standards for excellence is called the need for

A)stability.
B)power.
C)affiliation.
D)achievement.

Question 53

The theory that distinguishes needs related to the work itself from those related to the context of the work is ________ theory.

A)Maslow's hierarchy
B)B)F. Skinner's
C)Herzberg's motivator-hygiene
D)McClelland's needs

Question 54

Which of the following motivators is the most basic need in Maslow's hierarchy of needs?

A)safety
B)belongingness
C)physiological
D)esteem

Question 55

Henry, an employee of Azla Communications, believes that the procedural justice of his manager is low. Considering this, Henry's motivation would most likely increase if the

A)manager treated Henry with more respect.
B)manager renovated the office to improve working conditions.
C)method of performance appraisal used by his manger improved.
D)explanations by the manager about new policies improved.

Question 56

People experiencing underpayment inequity are most likely to

A)raise their perceptions of their own inputs.
B)lower their perceptions of others' outcomes.
C)work harder.
D)be absent.

Question 57

When managers of an organization treat their subordinates with dignity and respect and are polite and courteous, the interpersonal justice is

A)low and motivation is low.
B)low and motivation is high.
C)high and motivation is low.
D)high and motivation is high.

Question 58

An outcome that satisfies motivator needs is

A)pay.
B)responsibility.
C)job security.
D)good relationships with coworkers.

Question 59

In Herzberg's motivation theory, needs that are related to the physical and psychological context in which the work is performed are known as ________ needs.

A)motivator
B)hygiene
C)valence
D)expectancy

Question 60

Which of the following outcomes satisfies hygiene needs?

A)interesting work
B)responsibility
C)pay
D)sense of accomplishment

Question 61

Paul sets a goal of completing the design for a new display box for a major customer by the end of the week. In general, he motivates himself to achieve goals by using self-reinforcement. In this case, Paul practices self-reinforcement by

A)agreeing to take a training course suggested by his manager to improve his confidence at work.
B)doing something he loves, namely playing golf over the weekend, if he is able to complete the project on time.
C)accepting the invitation of co-workers to observe their work, thereby enabling Paul to hone his skills.
D)promising his manager that he will double-check his work to make sure it has been completely correctly.

Question 62

A manager removes a positive reinforcement in order to change the behavior of a subordinate. This is called

A)extinction.
B)positive reinforcement.
C)negative reinforcement.
D)instrumentality.

Question 63

Sosuke requested feedback from Clement, his manager, on his performance. Clement is delighted by Sosuke's attitude. As a result, Clement rated Sosuke high on the need for

A)affiliation.
B)power.
C)recognition.
D)achievement.

Question 64

Because he has a high need for power, Gunnar would most likely decide to

A)spend long-hours of overtime to create a great computer game.
B)take a co-worker who is having a hard time at work out to dinner.
C)review an annual report several times to make sure it is accurate.
D)persuade the governor of a state to pass laws that benefit his company.

Question 65

According to goal-setting theory, to stimulate high motivation and performance, goals must be

A)specific and easy.
B)general and easy.
C)specific and difficult.
D)general and difficult.

Question 66

Donnie changed his behavior from a dysfunctional to a functional one, and his manager then removed an undesired outcome. This is known as

A)positive reinforcement.
B)extinction.
C)negative reinforcement.
D)inequity.

Question 67

Liam, a manager, strongly believes that rewarding an employee can cause motivation. Also, he believes that the employee's thoughts and beliefs about the work and the organization influence the employee's learning and motivation. Which learning theory supports Liam's understanding of motivation?

A)cognitive
B)social
C)emotional
D)constructive

Question 68

Mira performs a dysfunctional behavior, and her manager administers an undesired consequence. This is known as

A)extinction.
B)punishment.
C)counteractive control.
D)equity.

Question 69

An employee controls his or her own behavior without the need for outside control of that behavior by a manager. This is an example of

A)vicarious learning.
B)self-efficacy.
C)self-reinforcement.
D)observational learning.

Question 70

To administer the punishment of an employee effectively, Tsitsi would most likely

A)inform Mark that his probation for violating company policy is not surprising considering the type of person he is.
B)tell Kamela at a team meeting that she will be put on probation for violating company policy.
C)take Chuy aside to a private area and emphasize that docking his pay is only because he violated company policy.
D)think about an incident for more than a month and then tell Dorinda that her pay will be docked because of her violation of company policy.

Question 71

Establishing and maintaining good interpersonal relations and being liked are characteristics of individuals who can be rated high on the need for

A)affiliation.
B)power.
C)consciousness.
D)achievement.

Question 72

A relatively permanent change in a person's knowledge or behavior that results from practice or experience is known as

A)individuality.
B)adaptation.
C)self-efficacy.
D)learning.

Question 73

Observational learning is also known as

A)self-efficacy.
B)operant learning.
C)vicarious learning.
D)equity learning.

Question 74

Eduardo, a production manager at a growing company, has mastered the processes and procedures of overall management of the ongoing production operations by walking around and watching other managers as they work. This is an example of

A)negative reinforcement.
B)contingent learning.
C)equity learning.
D)vicarious learning.

Question 75

Specific, difficult goals may be detrimental for

A)learning tasks involving minimal effort.
B)work that is very creative and uncertain.
C)performing routine tasks.
D)jobs requiring a significant amount of time.

Question 76

Anything that an employee can give to himself or herself as a reward for "good" performance on the job is known as a(n)

A)interpersonal stimulus.
B)equity reinforce.
C)self-reinforcer.
D)self-compliment.

Question 77

It is especially important that upper-level managers have a need for

A)affiliation.
B)power.
C)consciousness.
D)achievement.

Question 78

How employees learn to perform behaviors that lead to desired consequences and avoid behaviors that lead to undesired consequences is described in ________ theory.

A)needs hierarchy
B)ERG
C)equity
D)operant conditioning

Question 79

Amau was often late to work, despite his manager, Ebba, warning him against it several times. As a last resort, Ebba reduced Amau's salary in proportion to the hours he missed at work by being late. It turned out to be the right thing to do, as Amau was never late to work after the incident. This scenario is explained by

A)instrumentality.
B)valence.
C)positive reinforcement.
D)negative reinforcement.

Question 80

Maria, a middle manager, enjoys talking over work situations with Daniel, her subordinate, who is a first-line supervisor. However, she notices that Daniel frequently brings problems to her that he expects her to solve, rather than solving them himself. Since Daniel has been a supervisor for a significant length of time, he should be more independent in his actions. Based on what you know about operant conditioning theory, what should Maria do?

A)solve the problems for Daniel to give him an example on how to deal with these situations
B)compliment Daniel on his various managerial abilities to boost his confidence
C)allow Daniel to take the afternoon off to think of a solution whenever one of these problems occurs
D)stop acting interested in the problems Daniel brings to her and make her responses brief