Deck 16: Motivation Theory and Practice

Question 1

McClelland believes that the need for personal power is essential to managerial leadership.

Answer 1

False

Question 2

The equity theory states that people who are treated unfairly will be motivated to act in ways that reduce the perceived inequity.

Answer 2

True

Question 3

Under-reward inequity occurs when an individual perceives that his or her outcomes-to-inputs ratio is greater than that of his or her referent.

Answer 3

False

Question 4

Verbal persuasion is a way of enhancing self-efficacy by praising the efforts of a person performing a job.

Question 5

Expectancy theory predicts that high expectancy, instrumentality, and valence will result in zero motivation.

Question 6

An intermittent reinforcement schedule works best to draw forth a desired behavior.

Question 7

According to the hierarchy of needs theory, the need to self-actualize can never be fully met.

Question 8

The lower-order needs in Maslow's hierarchy of needs theory are similar to growth needs in ERG theory.

Question 9

In McClelland's view, the successful executive is likely to possess a high need for social power that is greater than an otherwise strong need for affiliation.

Question 10

High need achievers prefer achievable but challenging goals and expect feedback on performance.

Question 11

Performance-outcome expectancy refers to a person's belief that successful performance will be followed by rewards and other work related outcomes.

Question 12

Benevolents are people who have a desire to be over-rewarded.

Question 13

According to the hierarchy of needs theory, the lower-order needs focus on desires for psychological development and growth.

Question 14

According to Herzberg, improving the hygiene factors can increase job satisfaction and motivation.

Question 15

According to Stacy Adams, to deal with negative inequity, people change their work inputs by putting less effort into their jobs.

Question 16

Abraham Maslow classifies physiological needs as lower-order needs in his human needs theory.

Question 17

Managers can create positive instrumentalities by rewarding people on a performance-contingent basis.

Question 18

Locke's goal-setting theory states that task goals can be motivating when they are set through participatory means.

Question 19

Extinction strategies are employed to strengthen or increase the frequency of desirable behavior.

Question 20

According to Frederick Herzberg, issues related to the work environment are satisfier factors.

Question 21

The _____ states that a need does not become activated until the next-lower-level need is already satisfied.

A) expectancy theory
B) deficit principle
C) self-efficacy theory
D) frustration-regression principle
E) progression principle

Question 22

According to the ERG theory, _____ needs are desires for physiological well-being.

A) growth
B) safety
C) relatedness
D) existence
E) power

Question 23

Independent contractors are employed in temporary gigs as just-in-time and as-needed workers.

Question 24

Job rotation makes jobs vertically bigger by expanding the job depth.

Question 25

Job enrichment works best when people have appropriate knowled, skills, and abilities to perform the job.

Question 26

_____ satisfies lower-order physiological needs.

A) Adequate compensation and benefits
B) Physical comfort on the job
C) Safe working conditions
D) Friendly co-workers
E) Creative and challenging work

Question 27

Creative and challenging work and job autonomy satisfy _____ needs.

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

Question 28

_____ satisfies esteem needs.

A) Physical comfort on the job
B) Praise and recognition from boss
C) Adequate compensation and benefits
D) Interaction with customers
E) Reasonable work hours

Question 29

Employees receive two consecutive days off from work each week in a compressed workweek schedule.

Question 30

Flexible working hours help to reduce stress and also provide greater autonomy to employees.

Question 31

_____ satisfies the self-actualization needs.

A) Praise and recognition from boss
B) Participation in decision making
C) Safe working conditions
D) Promotion to higher status job
E) Pleasant supervisor

Question 32

Punishment strategies can be effective when the managers focus on the undesirable behavior rather than the characteristics of the person.

Question 33

The _____ states that a satisfied need is not a motivator of behavior.

A) expectancy theory
B) progression principle
C) self-efficacy theory
D) deficit principle
E) frustration-regression principle

Question 34

Which of the following is regarded as a lower-order need in Maslow's hierarchy?

A) Esteem
B) Freedom
C) Safety
D) Self-actualization
E) Identity

Question 35

Which of the following satisfies social needs?

A) Adequate compensation and benefits
B) Physical comfort on the job
C) Safe working conditions
D) Pleasant supervisor
E) Promotion to higher status job

Question 36

_____ needs are served by job security and adequate compensation and benefits.

A) Social
B) Safety
C) Self-actualization
D) Esteem
E) Physiological

Question 37

In Maslow's hierarchy of needs, lower-order needs differ from higher-order needs as higher-order needs:

A) focus on desires for good-interpersonal relationships.
B) are addressed by things such as physical comfort on the job and reasonable work hours.
C) focus on desires for psychological development and growth.
D) are served by job security and adequate compensation and benefits.
E) focus on desires for physical and social well-being.

Question 38

According to Maslow's theory of human needs, _____ is a higher-order need.

A) existence
B) physical comfort
C) safety
D) social concern
E) esteem

Question 39

Permatemp workers hold part-time jobs with a company until the company has a permanent position available.

Question 40

Esteem needs are satisfied by _____.

A) promotion to higher status job
B) having a pleasant supervisor
C) adequate compensation and benefits
D) participation in decision making
E) safe working conditions

Question 41

According to McClelland's theory, _____ is the desire to do something better, to solve problems, or to master complex tasks.

A) need for power
B) need for autonomy
C) need for achievement
D) need for affiliation
E) need for participation

Question 42

_____ theory suggests that being treated unfairly makes people uncomfortable and motivates them to eliminate the discomfort.

A) Acquired needs
B) Two-factor
C) Equity
D) Hierarchy of needs
E) ERG

Question 43

According to equity theory, ___ are an input.

A) office spaces
B) pay raises
C) preferred job assignments
D) quantities of work
E) work privileges

Question 44

Acquired needs theory states that people with a high need for achievement:

A) seek satisfying interpersonal relationships.
B) prefer collective responsibility for results.
C) tend to like jobs that involve working with people.
D) take moderate risks in competitive situations.
E) behave in ways that have a clear impact on other people.

Question 45

According to the acquired needs theory, the need for _____ is the desire to control other people, to influence their behavior, or to be responsible for them.

A) power
B) achievement
C) participation
D) affiliation
E) accomplishment

Question 46

_____ occur(s) whenever people feel that the rewards they receive for their work contributions are unfair in comparison to the rewards received by someone else.

A) Frustration-regression
B) Continuous reinforcements
C) Extinction
D) Perceived inequities
E) Negative reinforcement

Question 47

According to the acquired needs theory, people with a high need for _____ seek companionship, social approval, and satisfying interpersonal relationships.

A) autonomy
B) affiliation
C) accomplishment
D) achievement
E) power

Question 48

According to the ERG theory proposed by Clayton Alderfer, growth needs are desires for:

A) physiological and material well-being.
B) social interaction and a pleasant supervisor.
C) psychological growth and development.
D) rest and refreshment breaks.
E) satisfying interpersonal relationships.

Question 49

The concept of _____ proposes that people have different preferences for equity and thus react differently to perceptions of inequity.

A) positive reinforcement
B) instrumentality
C) equity sensitivity
D) perceived inequities
E) negative reinforcement

Question 50

According to the ERG theory proposed by Clayton Alderfer, existence needs are desires for:

A) physiological and material well-being.
B) recognition, responsibility, and job autonomy.
C) psychological growth and development.
D) personal growth and development.
E) satisfying interpersonal relationships.

Question 51

Which of the following states that an already satisfied need can become reactivated when a higher-level need is blocked?

A) Progression principle
B) Self-efficacy theory
C) Deficit principle
D) Frustration-regression principle
E) Expectancy theory

Question 52

According to Frederick Herzberg's two-factor theory, a satisfier factor is found in the job content such as _____.

A) working conditions
B) advancement opportunities
C) organizational policies
D) interpersonal relations
E) compensation

Question 53

According to equity theory, _____ is an outcome.

A) quality of work
B) education
C) experience
D) special skills
E) job assignments

Question 54

Need for _____ is the desire to establish and maintain friendly and warm relations with other people.

A) accomplishment
B) achievement
C) power
D) autonomy
E) affiliation

Question 55

Over-reward inequity occurs when an individual perceives that:

A) he is getting less compensation than he should be getting.
B) the reward he has received for his work is not matching his inputs.
C) he is receiving less than he should in comparison to somebody else.
D) he is getting more compensation than he should be getting.
E) the reward he has received for his efforts is fair.

Question 56

According to McClelland, people with a high need for power:

A) put their competencies to work.
B) seek satisfying interpersonal relationships.
C) must be able to master complex tasks.
D) take moderate risks in competitive situations.
E) behave in ways that have a clear impact on other people.

Question 57

According to the ERG theory proposed by Clayton Alderfer, relatedness needs are desires for:

A) physiological and material well-being.
B) recognition, responsibility, and job autonomy.
C) psychological growth and development.
D) personal growth and development.
E) satisfying interpersonal relationships.

Question 58

_____ needs described by Clayton Alderfer are essentially the same as the lower-order needs in Maslow's hierarchy.

A) Esteem
B) Relatedness
C) Growth
D) Existence
E) Social

Question 59

_____ needs described by Clayton Alderfer are essentially the same as the higher-order needs in Maslow's hierarchy.

A) Esteem
B) Relatedness
C) Growth
D) Existence
E) Social

Question 60

In Herzberg's two-factor theory, interpersonal relations are regarded as _____ factors.

A) satisfier
B) equity
C) valence
D) hygiene
E) compensation

Question 61

Which of the following measures when employed will help managers to create positive instrumentalities among employees?

A) Providing employees with the best training and development
B) Linking the needs and desires of employees with the rewards that can be earned through high performance
C) Increasing communication with subordinates to help identify important employee needs and desires
D) Clarifying the possible rewards for high performance and allocating those rewards fairly on a performance-contingent basis
E) Selecting workers with the right abilities for the jobs to be done

Question 62

_____ is a person's belief that he or she is capable of performing a task.

A) Expectancy
B) Self-efficacy
C) Instrumentality
D) Credibility
E) Competency

Question 63

Which of the following is FALSE about equity theory?

A) People compare themselves to co-workers, others elsewhere in the organization, and people in other organizations.
B) It only matters how people think they are treated; it does not matter what is really happening from the manager's perspective.
C) People believe that working hard will result in achieving a desired level of task performance.
D) People compare their personal outcomes to others' outcomes with the result of perceived equity.
E) People will make equity comparisons whenever rewards are allocated.

Question 64

Which of the following is true about valence?

A) It is sometimes called performance-outcome expectancy.
B) It is the desire to establish good relations with co-workers.
C) It refers to a person's belief that working hard will result in a desired level of task performance being achieved.
D) It indicates that successful performance will be followed by rewards.
E) It is the value a person assigns to the possible rewards and other work-related outcomes.

Question 65

In equity theory, people compare ___with the result of ___.

A) expectancy; instrumentality
B) instrumentality; valence
C) personal outcomes to others' outcomes; perceived equity
D) perceived equity to perceived inequity; personal outcomes
E) valence; equity

Question 66

According to Vroom's expectancy theory, managers can build positive expectancies by:

A) setting challenging goals and making people work hard to achieve those goals even though they lack the ability and resources to complete the tasks.
B) clarifying the rewards for high performance.
C) selecting workers with the right abilities for the jobs to be done and providing them with the best training and development.
D) increasing the communication with the subordinates to help identify important employee needs and benefits.
E) allotting rewards fairly on a performance-contingent basis.

Question 67

According to Albert Bandura, if a person gains confidence through positive experience, it is referred to as _____.

A) emotional arousal
B) vicarious modeling
C) social persuasion
D) verbal persuasion
E) enactive mastery

Question 68

_____ is a person's belief that working hard will result in high task performance.

A) Instrumentality
B) Expectancy
C) Resiliency
D) Equity
E) Efficacy

Question 69

When thinking about Edwin Locke's Goal-Setting Theory, it is better to say "We first need to backup our data so that we do not lose it in case the new system does not work like we think it will". This is an example of ____.

A) building goal acceptance and commitment
B) clarifying goal priorities
C) providing feedback on goal accomplishment
D) rewarding goal accomplishment
E) setting challenging goals

Question 70

If people perceive they are being under-rewarded, they believe they are getting less ___ than ____.

A) expectancy; valence
B) inputs; outputs
C) instrumentality; expectancy
D) outputs; inputs
E) valence; instrumentality

Question 71

According to expectancy theory, if a person has high instrumentality, he will:

A) not value the rewards being offered.
B) lack the confidence that he will be promoted if he improves his performance.
C) believe that he can meet the performance expectations through hard work.
D) be able to link high performance and available rewards.
E) perceive himself to be under-rewarded for his efforts compared to other coworkers.

Question 72

According to Vroom's theory of motivation, if a person believes that he or she can achieve the performance level necessary to get promoted, the person is said to have _____.

A) high benevolence
B) positive expectancy
C) positive instrumentality
D) high need for affiliation
E) positive valence

Question 73

When thinking about Edwin Locke's Goal-Setting Theory, each member on the team gets a $1000 bonus for working hard to get a new customer to purchase solely from the company. This is an example of ____.

A) building goal acceptance and commitment
B) clarifying goal priorities
C) providing feedback on goal accomplishment
D) rewarding goal accomplishment
E) setting challenging goals

Question 74

When thinking about Edwin Locke's Goal-Setting Theory, people like to have some say in how to reach a goal and what the goal should be. This is an example of ____.

A) building goal acceptance and commitment
B) clarifying goal priorities
C) providing feedback on goal accomplishment
D) rewarding goal accomplishment
E) setting specific goals

Question 75

Managers can effectively obtain the motivational benefits of goal setting by:

A) encouraging the employees to do their best instead of mentioning what is expected of them.
B) setting goals that are easily attainable so that the employees do not have the fear of failure in performing a task.
C) providing feedback on the performance related to the assigned goal and rewarding people on the accomplishment of those goals.
D) letting the employees decide the goals they want to accomplish rather than making them aware of management's expectations.
E) giving challenging goals to the employees and pressurizing them to meet the expectations.

Question 76

A person's belief that successful performance will be followed by rewards and other work-related outcomes is known as _____.

A) resiliency
B) competency
C) efficacy
D) instrumentality
E) valence

Question 77

When thinking about Edwin Locke's Goal-Setting Theory, it is better to say "I want you to work for four hours on this task" rather than "Try your hardest". This is an example of ____.

A) building goal acceptance and commitment
B) clarifying goal priorities
C) providing feedback on goal accomplishment
D) rewarding goal accomplishment
E) setting specific goals

Question 78

When thinking about Edwin Locke's Goal-Setting Theory, a managers says "You are doing a great job by staying focused on this task". This is an example of ____.

A) building goal acceptance and commitment
B) clarifying goal priorities
C) providing feedback on goal accomplishment
D) setting challenging goals
E) setting specific goals

Question 79

If people perceive they are being over-rewarded, they believe they are getting more ___ than ___.

A) expectancy; valence
B) inputs; outputs
C) instrumentality; expectancy
D) outputs; inputs
E) valence; instrumentality

Question 80

When thinking about Edwin Locke's Goal-Setting Theory, it should be possible to accomplish the task at hand even if it may be difficult to reach the goal. This is an example of ____.

A) building goal acceptance and commitment
B) clarifying goal priorities
C) providing feedback on goal accomplishment
D) rewarding goal accomplishment
E) setting challenging goals