Deck 7: Motivation

Question 1

Extrinsic motivation is behavior performed not for its own sake but due to the consequences associated with it.

Answer 1

True

Question 2

Ego needs are related to status, recognition, and self-confidence.

Answer 2

True

Question 3

People always act rationally.

Answer 3

False

Question 4

The needs for air, water, and exercise are classified as security needs.

Question 5

Motivation is the willingness to work to achieve an organization's objectives.

Question 6

Intrinsic motivation is a behavior an individual produces because of the pleasant experiences associated with the behavior itself.

Question 7

Persistence is how hard an employee keeps trying when faced with obstacles.

Question 8

The level of organizational support available to an employee usually does not have any influence on his or her job performance.

Question 9

One of the motivational levels relates to the direction of behavior of an individual.

Question 10

According to Maslow's hierarchy of needs theory, security needs are at a lower level than physiological needs.

Question 11

At the first level of motivation, the direction of employees' behavior may be favorable or unfavorable.

Question 12

The need for creativity is a self-actualization need.

Question 13

According to the hierarchy of needs theory, once a need has been satisfied, it no longer serves as a primary motivator.

Question 14

Employees who are intrinsically motivated feel satisfaction in performing their work.

Question 15

An employee's motivation can be judged by the energy and effort exerted by him or her to perform a task.

Question 16

The ego needs of individuals are always satisfied.

Question 17

According to Herzberg, pay and working conditions do not affect workers' motivation.

Question 18

The two highest levels of needs in Maslow's hierarchy of needs are relatively easily satisfied.

Question 19

One of the qualifiers to Maslow's hierarchy of needs theory is that needs at one level of the hierarchy do not have to be completely satisfied before the next level of needs become important.

Question 20

Performance is directly related to an employee's level of motivation.

Question 21

Hygiene factors are positive motivators.

Question 22

One of the behaviors that an employee might engage in due to a perceived lack of equity, is to take longer breaks.

Question 23

The reinforcement theory is based on the law of effect.

Question 24

The leading reason for managers to leave their jobs is limited praise/recognition from higher authorities.

Question 25

Herzberg's hygiene factors are associated with the top of Malsow's hierarchy.

Question 26

An employee encounters a setback or obstacle on the job and gives up. Which level of motivation does this describe?

A) Direction of effort
B) Level of effort
C) Level of persistence
D) Level of hygiene

Question 27

Hygiene factors are the same as intrinsic factors.

Question 28

Managers should provide only negative feedback to employees.

Question 29

Baby Boomers were raised in a period of prosperity in the 1950s and 1960s.

Question 30

In order to motivate employees, a supervisor should avoid setting specific goals.

Question 31

According to the expectancy theory, a reward to an individual has little to do with the effort he or she will put into the task.

Question 32

Equity theory states that when people find themselves in situations of inequity or unfairness, they are motivated
to act in ways to change their circumstances.

Question 33

Factors associated with positive motivation are extrinsic to the job.

Question 34

Employees are more likely to commit to goals they have had a hand in setting.

Question 35

The job characteristics model is an approach to job design that focuses on five core job elements leading to intrinsic motivation and then positive work outcomes.

Question 36

Achievement, recognition, and responsibility are motivating factors according to Herzberg's theory.

Question 37

In Locke's goal-setting theory, goals are an important motivating factor if properly set.

Question 38

Generation Xers believe in paying their dues to achieve success.

Question 39

Motivation:

A) doesn't affect the quality of an employee's work.
B) is a result of a person's individual needs, perceptions, and goals.
C) comes only from external factors like pay, benefits, and working conditions.
D) comes only from job satisfaction and not external factors like pay and benefits.

Question 40

A supervisor should use timely feedback to employees about goal achievement in order to make the job more motivating.

Question 41

Which of the following is most relevant in satisfying the need for safety?

A) A creative environment at work
B) Satisfactory work-life balance
C) Fair application of organizational policies
D) Recognition of one's performance and achievements at work

Question 42

According to Herzberg's theory, wages, working conditions, and security are:

A) self-fulfillment needs.
B) motivators.
C) intrinsic job factors.
D) dissatisfiers.

Question 43

_____ is associated with pay, benefits, and working conditions.

A) Higher-level motivation
B) Intrinsic motivation
C) Essential motivation
D) Extrinsic motivation

Question 44

The lowest level needs in Maslow's hierarchy are a person's:

A) physiological needs.
B) safety needs.
C) social needs.
D) self-fulfillment needs.

Question 45

Behavior which an individual produces because of the pleasant experiences associated with the behavior itself is:

A) intrinsic motivation.
B) acquired motivation.
C) essential motivation.
D) extrinsic motivation.

Question 46

According to Herzberg's study, _____.

A) human needs can be ranked in a hierarchy
B) hygiene factors are such things as pay and benefits
C) satisfiers are what people take for granted about their jobs
D) workers view the fairness of their pay in relationship to that of comparable coworkers

Question 47

In Maslow's hierarchy of needs, _____ are rarely fully satisfied.

A) physiological needs
B) self-actualization needs
C) safety needs
D) social needs

Question 48

Hygiene factors:

A) provide positive motivation.
B) are intrinsic to the job.
C) involve lower level needs.
D) include factors such as recognition, advancement, and achievement.

Question 49

According to Maslow's hierarchy of needs theory, _____ are at the lowest level, but of primary importance when they are not met.

A) social needs
B) security needs
C) physiological needs
D) self-fulfillment needs

Question 50

The need for self-confidence, independence, and knowledge is classified in Maslow's hierarchy of needs as a(n) _____.

A) esteem need
B) social need
C) safety need
D) self- actualization need

Question 51

One of the principles underlying Maslow's hierarchy of needs theory is that:

A) performance is not related to motivation and personal skills.
B) once a need has been satisfied it no longer serves as a primary motivator of behavior.
C) lower level needs are never completely satisfied.
D) the need for belonging is the highest level of need, and organizations try hard to satisfy this need of employees.

Question 52

The need for association,acceptance, friendship, and love  constitutes a _____ according to the hierarchy of needs.

A) safety need
B) social need
C) esteem need
D) self-fulfillment need

Question 53

Assuming that the factors affecting employees' job performance are all equal, _____.

A) employees who are highly motivated will have high performance.
B) employees who are highly motivated will have low performance.
C) low motivation creates high performance.
D) performance is unrelated to motivation.

Question 54

The need concerned with realizing one's own potential and creativity is a(n) _____.

A) physiological need
B) esteem need
C) self-actualization need
D) social or belonging need

Question 55

Which of the following is most relevant in satisfying the need for self-actualization?

A) Work groups
B) Continued growth and development at work
C) Recognition of one's performance and achievement at work
D) Frequent office outings

Question 56

One of the qualifiers to Maslow's hierarchy of needs theory is:

A) physiological needs are not important.
B) some people's priorities are different from those of others.
C) higher level needs are always fully satisfied.
D) the five needs in the hierarchy are not universal and differ from one culture to another.

Question 57

According to the hierarchy of needs theory, _____.

A) people's needs may be ranked based on their relative importance.
B) once a need is satisfied it serves as a primary motivator of behavior.
C) the need for belonging is the highest level need.
D) the need for self-confidence is a physiological need.

Question 58

Which of the following would be an intrinsic motivation?

A) Pay
B) Benefits
C) Recognition
D) Job security

Question 59

The ego or esteem needs of an individual can be satisfied through _____.

A) the availability of food and shelter
B) recognition of his or her work
C) the provision of protection
D) the ability to be creative

Question 60

Which of the following statements is true of the motivation-performance link?

A) An employee's performance depends solely on motivation.
B) Extrinsic motivation is more powerful than intrinsic motivation.
C) An individual's skills and abilities have an influence on performance.
D) An employee's performance is not affected by the level of organizational support available to him or her.

Question 61

The law of effect states that:

A) behaviors that meet with unpleasant consequences tend to be repeated.
B) supervisors have no control on the law of effect.
C) behaviors that meet with pleasant consequences tend to be repeated.
D) rewards and consequences are unrelated.

Question 62

Factors causing job dissatisfaction are:

A) intrinsic.
B) extrinsic.
C) called satisfiers.
D) achievement, advancement, and recognition.

Question 63

According to the equity theory, when people believe that the rewards for performance are unequal to their inputs, _____.

A) they will be motivated to improve their performance.
B) they will seek to decrease their input level.
C) they will ignore lower-level needs.
D) they will set higher goals for themselves and strive hard to achieve them.

Question 64

Define motivation and explain the supervisor's role.

Question 65

_____ are the children of the baby boomers who did not see much of their parents as earlier generations and learned to function on their own, being highly independent, self-reliant, and individualistic.

A) Traditionalists
B) Generation Yers
C) Generation Xers
D) Non-traditionalists

Question 66

What are the five levels of needs in Maslow's hierarchy of needs theory? Explain and give an example of each.

Question 67

In the expectancy theory, the formula E → P means:

A) employees seek good pay.
B) extra effort results in performance.
C) extrinsic motivation reduces performance.
D) extrinsic motivation increases performance.

Question 68

Describe how Herzberg's dissatisfiers and motivators relate to Maslow's hierarchy of needs.

Question 69

According to Herzberg's theory, _____.

A) factors causing job satisfaction are hygienic factors
B) top managers have greater ability to influence motivator factors than they do hygiene factors
C) factors causing job satisfaction are intrinsic to the job
D) dissatisfiers do not affect motivation

Question 70

According to the reinforcement theory, which of the following would positively reinforce desired behavior?

A) Scolding
B) Written disciplinary warning
C) Undesirable job duties
D) Oral or written praise

Question 71

The expectancy theory involves the interplay of expectancy that effort will lead to a given performance; probability of reward associated with the performance result, and:

A) the value of the effort to the individual.
B) the value of the reward to the individual.
C) the value of the hierarchy to the individual.
D) the value of the performance to the individual.

Question 72

Which of the following is the best way for supervisors to use goal setting as a motivational tool?

A) Supervisors must not set specific goals as it may lead employees to believe the goal is not easily achievable.
B) Supervisors must set multiple goals and let employees prioritize the goals themselves.
C) Supervisors must set challenging but reasonably difficult goals which are not unrealistic.
D) Goals should not be used by supervisors as a frame of reference for task feedback.

Question 73

In the expectancy theory, the formula P → O indicates:

A) a performance level will result in a desired reward.
B) performance reduces the chances of a reward.
C) rewards are unrelated to performance.
D) the value of the reward decreases as the performance level increases.

Question 74

According to Herzberg's study and additional studies on job satisfaction:

A) motivation factors or satisfiers are extrinsic to the job.
B) good pay, benefits, and security prevent dissatisfaction, but don't strongly motivate.
C) advancement, achievement, and challenging work are unimportant in motivation.
D) hygienic factors such as working conditions and company policy are intrinsic to the job.

Question 75

Employees are more likely to commit to goals:

A) they have a hand in setting.
B) that do not require creative effort.
C) imposed by top management.
D) that are physically demanding.

Question 76

Which of the following is not likely to be an action that an individual will take due to perceived inequity?

A) Decreasing his or her level of input
B) Leaving the situation
C) Making an appeal to increase the reward level
D) Being more cooperative

Question 77

An example of an intrinsic motivator is:

A) working conditions.
B) benefits.
C) job enjoyment.
D) pay.

Question 78

Which of the following generations is considered to be loyal, self-sacrificing, experienced, patriotic, family-oriented, the type that does what's right, were raised during the depression and World War with a stay at home parent, and might lack some technology skills?

A) Traditionalists
B) Baby-boomers
C) Generation Xers
D) Generation Yers

Question 79

What are the differences between intrinsic and extrinsic motivation?

Question 80

Which of the following is true of goals according to Edwin Locke's goal-setting theory?

A) Goals are important only in the planning process, and have no effect on employee motivation.
B) Performance goals clarify the expectations between a supervisor and an employee and between co-workers and sub-units.
C) Goal setting is of primary importance in enhancing organizational motivation but has no effect on individual motivation and job performance.
D) Performance goals should not be used by supervisors as a frame of reference for task feedback.