Deck 8: Motivation: Cognitive and Behavioral Theories and Techniques

Question 1

Two cognitive process theories of motivation are

A) Expectancy theory and behavior modification.
B) Equity theory and expectancy theory.
C) Goal setting and behavior modification.
D) Behavior modification and equity theory.

Answer 1

B

Question 2

Which of the following statements is false about expectancy theory assumptions?

A) People choose among different courses of action.
B) People choose actions based on outcome values.
C) The choices among actions are rational.
D) Environmental factors do not affect choice.

Answer 2

D

Question 3

An employee believes that if she works overtime every night for a week she will meet the deadline for an important project. In expectancy theory terms, this perception is

A) Effort-performance expectancy.
B) Performance-outcome expectancy.
C) Valence.
D) No answers are correct.

Answer 3

A

Question 4

An employee believes that if he makes his monthly sales quota every month for six months he will receive a raise in his base pay. This perception, according to expectancy theory, is

A) Effort-performance expectancy.
B) Performance-outcome expectancy.
C) Valence.
D) No answers are correct.

Question 5

An employee highly values developing friendships at work, and knows that a promotion will take him away from his coworkers. The employee's motivation to strive for a promotion is low because

A) Effort-performance expectancy is zero.
B) Valence of the promotion is small.
C) Performance-outcome expectancy is zero.
D) No answers are correct.

Question 6

Which of the following is not an expectancy theory concept?

A) Effort-performance expectancy.
B) Performance-outcome expectancy.
C) Outcome-valence expectancy.
D) Valence.

Question 7

Which of the following is an outcome in expectancy theory?

A) An office with a window.
B) A promotion.
C) A pat on the back.
D) All answers are outcomes in expectancy theory.

Question 8

Which of the following correctly shows some relationships among expectancy theory concepts?

A) E→P expectancy + P→O expectancy + valence = motivation
B) E→P expectancy + P→O expectancy × valence = motivation
C) E→P expectancy × P→O expectancy × valence = motivation
D) E→P expectancy × P→O expectancy + valence = motivation

Question 9

Sally wants to get a raise after her next performance review, and she knows that if she meets the goals her supervisor has set she will get the raise. She does not, however, have a great deal of confidence that she will be able to meet the goals. Which of the following expectancy theory analyses of this situation is correct?

A) Effort-performance expectancy is high, performance-outcome expectancy is high, and valence is low.
B) Effort-performance expectancy is low, performance-outcome expectancy is high, and valence is high.
C) Effort-performance expectancy is low, performance-outcome expectancy is low, and valence is high.
D) Effort-performance expectancy is high, performance-outcome expectancy is low, and valence is high.

Question 10

Vinnie knows that if he exerts enough effort he will receive an A in his organizational behavior course. If Vinnie receives an A, he will graduate magna cum laude. Vinnie does not really care if he graduates with honors, as long as he graduates. What does expectancy theory predict about Vinnie's behavior?

A) Vinnie will study hard for his organizational behavior examinations.
B) Vinnie will not study hard for his organizational behavior examinations.
C) Vinnie will cheat on his examinations to get an
D) It is impossible to predict Vinnie's behavior from the information given.

Question 11

Vinnie wants a corner office with a window and if Vinnie is promoted he will get such an office. Vinnie knows that if he works hard he will do his job well and should be eligible for a promotion. However, in Vinnie's organization, promotions are awarded based on favoritism and not work performance. Which of the following expectancy theory analyses of this situation is correct?

A) Effort-performance expectancy is high, performance-outcome expectancy is high, and valence is low.
B) Effort-performance expectancy is low, performance-outcome expectancy is high, and valence is high.
C) Effort-performance expectancy is low, performance-outcome expectancy is low, and valence is high.
D) Effort-performance expectancy is high, performance-outcome expectancy is low, and valence is high.

Question 12

Intrinsic outcomes are typically associated with which of the following needs from Maslow's hierarchy of needs?

A) Safety.
B) Belongingness and love.
C) Self-actualization.
D) Physiological.

Question 13

Extrinsic outcomes are typically associated with which of the following needs from Maslow's hierarchy of needs?

A) Esteem.
B) Self-actualization.
C) Physiological.
D) All answers are needs associated with extrinsic outcomes.

Question 14

Which of the following is not an individual blockage to the effort-performance expectancy link?

A) Skills and abilities.
B) Conflict.
C) Task difficulty.
D) Lack of task experience.

Question 15

Which of the following is not an organizational blockage to the effort-performance expectancy?

A) Lack of skill and ability.
B) Inadequate training.
C) High conflict levels.
D) Lack of resources to perform.

Question 16

Janicia does not have the self-confidence that she can successfully lead her team to project completion because she has not received the right technical training. Janicia's perception affects which of the following expectancy theory concepts?

A) Valence.
B) Performance-outcome expectancy.
C) Effort-performance expectancy.
D) No answer is correct.

Question 17

Which of the following is an intrinsic reward?

A) A merit raise.
B) Additional vacation time.
C) Recognition in the company newsletter for meeting sales goals.
D) Personal satisfaction for doing a job well.

Question 18

If people feel overpaid for their level of input, they will likely experience

A) Equity.
B) Positive inequity.
C) Negative inequity.
D) No answers are correct.

Question 19

If people feel underpaid for their level of input, they will likely experience

A) Equity.
B) Positive inequity.
C) Negative inequity.
D) No answers are correct.

Question 20

Laila and Sue have been employed at their company for about the same length of time, yet Sue was recently awarded a promotion over Laila. Laila is upset by these events. She is likely experiencing

A) Equity.
B) Positive inequity.
C) Negative inequity.
D) It is impossible to tell from the information given.

Question 21

Joe and Tahirih routinely have the same amount of sales per month. Recently, Tahirih was awarded a large bonus that Joe did not receive. If Tahirih thinks she and Joe worked equally hard, Tahirih is likely experiencing

A) Positive inequity.
B) Equity.
C) Negative inequity.
D) It is impossible to tell from the information given.

Question 22

Sam and Jaoquim both have delivered pizzas part time for about six months and were evaluated much the same on their semiannual performance review. Jaoquim received a nylon jacket with the pizza company logo and Sam did not get one. Though Jaoquim felt badly about this, Sam was not upset. Using equity theory, which of the following statements is likely false?

A) The nylon jacket is not a relevant outcome for Sam.
B) Jaoquim is experiencing negative inequity.
C) Sam is experiencing feelings of equity.
D) Sam thinks Jaoquim works harder than Sam.

Question 23

Jim and Alecia are both employed as sales clerks in the house wares department in a local department store. Alecia recently got a raise and now Jim is experiencing negative inequity. Which of the following responses is Jim likely to have?

A) Jim may reduce his effort.
B) Jim may ask for a raise.
C) Jim may quit his job.
D) All answers describe likely responses for Jim.

Question 24

People who react to inequity feelings consistent with equity theory predictions are

A) Equity sensitives.
B) Entitleds.
C) Benevolents.
D) Comparison others.

Question 25

People who are willing to accept more negative inequity than others are

A) Equity sensitives.
B) Entitleds.
C) Benevolents.
D) No answers are correct.

Question 26

People who accept positive inequity with few guilt feelings are

A) Equity sensitives.
B) Entitleds.
C) Benevolents.
D) No answers are correct.

Question 27

Which of the following are inputs in equity theory?

A) Effort.
B) Ability.
C) Tenure with the organization.
D) All the answers are inputs in equity theory.

Question 28

Which of the following statements is false about goal-setting theory?

A) A person must accept the goal for goal setting to be effective.
B) Participation in goal setting affects goal acceptance.
C) Specific difficult goals have a greater effect on performance than fuzzy goals.
D) Feedback is necessary for effective goal setting.

Question 29

Which of the following are recommended steps for effective goal setting?

A) Specify the time span of expected performance.
B) Specify how performance will be assessed.
C) Set priorities among multiple goals.
D) All answers describe recommended steps for effective goal setting.

Question 30

Which of the following are recommended steps for effective goal setting?

A) Specify the employee's tasks, responsibilities, and duties.
B) Specify the goal or target to reach.
C) Specify goal difficulty.
D) All answers describe recommended steps for effective goal setting.

Question 31

Which of the following is true about the role of a supervisor and the organization in goal accomplishment?

A) The organization should train employees to increase their skills and let them reach increasingly more difficult goals.
B) A manager should let employees know how well they are doing while trying to reach a goal.
C) Management must give resources such as money, equipment, and time to get the job done.
D) All answers describe the role of a supervisor or the organization in goal accomplishment.

Question 32

Which of the following is true about some connections between goal-setting and expectancy theory?

A) Employee training can increase the effort-performance expectancy.
B) Sufficiently challenging goals should result in intrinsic outcomes.
C) Feedback and rewards for performance can enhance the performance-outcome expectancy.
D) All answers describe a connection between goal-setting and expectancy theory.

Question 33

A manager who consistently gives verbal praise when employees meet their sales quotas, and does not give verbal praise when employees do not meet their quotas, is following which behavior modification principle?

A) Principle of contingent reinforcement.
B) Principle of immediate reinforcement.
C) Principle of reinforcement size.
D) Principle of reinforcement deprivation.

Question 34

A supervisor tries to give monetary bonuses as soon as employee projects are finished, rather than waiting until the end of the fiscal quarter. This supervisor agrees with the behavior modification principle of

A) Contingent reward.
B) Reinforcement size.
C) Immediate reinforcement.
D) Reinforcement deprivation.

Question 35

If a manager wants employees to continue meeting their project deadlines, it will probably be more successful to reward employees with a monetary bonus rather than verbal praise. This manager knows the value of the behavior modification principle of

A) Contingent reward.
B) Reinforcement size.
C) Immediate reinforcement.
D) Reinforcement deprivation.

Question 36

If you wait a long time to give your pet dog a chewy treat, it will want the chewy treats even more. This example demonstrates the behavior modification principle of

A) Contingent reward.
B) Reinforcement size.
C) Immediate reinforcement.
D) Reinforcement deprivation.

Question 37

An employee who has not received a vacation in over a year will desire vacation time as a reward over other types of rewards. This example demonstrates the behavior modification principle of

A) Reinforcement deprivation.
B) Contingent reward.
C) Immediate reinforcement.
D) Reinforcement size.

Question 38

Applying a positive event to increase the frequency of behavior is

A) Negative reinforcement.
B) Positive reinforcement.
C) Extinction.
D) Punishment.

Question 39

Applying a negative event to decrease the frequency of undesirable behavior is

A) Negative reinforcement.
B) Positive reinforcement.
C) Extinction.
D) Punishment.

Question 40

Withdrawing something positive to decrease the frequency of undesirable behavior is

A) Negative reinforcement.
B) Positive reinforcement.
C) Extinction.
D) Punishment.

Question 41

Withdrawing a negative event to increase the frequency of desirable behavior is

A) Negative reinforcement.
B) Positive reinforcement.
C) Extinction.
D) Punishment.

Question 42

A sales team needs to complete time-consuming paperwork as part of its job. The team would rather make sales contacts during the time it takes to complete the paperwork. The sales manager has decided that, whenever the sales team meets its weekly quota, the team can delegate its paperwork to the clerical staff. This manager is using

A) Punishment.
B) Positive reinforcement.
C) Negative reinforcement.
D) Extinction.

Question 43

The two types of behavior modification that a manager could use to motivate employees to increase their attendance at work are

A) Positive reinforcement and punishment.
B) Negative reinforcement and extinction.
C) Extinction and positive reinforcement.
D) Positive reinforcement and negative reinforcement.

Question 44

The two types of behavior modification that a manager could use to motivate employees to decrease chatting with each other during work hours are

A) Positive reinforcement and extinction.
B) Extinction and punishment.
C) Negative reinforcement and punishment.
D) Punishment and positive reinforcement.

Question 45

Jennifer, a research manager at a government research laboratory, caught a technician falsifying experimental results. Jennifer removed the technician from her part of the laboratory and began termination proceedings. She was using

A) Punishment.
B) Positive reinforcement.
C) Negative reinforcement.
D) Extinction.

Question 46

An engineering team usually is allowed to leave work early on Friday afternoons to resume their discussion at a local bar for happy hour. Recently the team has missed a few deadlines and their manager has decided not to let them leave early for a few weeks. The manager is using

A) Punishment.
B) Positive reinforcement.
C) Negative reinforcement.
D) Extinction.

Question 47

Whenever customers praise a department store clerk for excellent service, the store manager puts the clerk's name on a board in the employee lounge as a form of recognition. The store manager is using

A) Punishment.
B) Positive reinforcement.
C) Negative reinforcement.
D) Extinction.

Question 48

Desirable behavior stops most quickly when consequences are removed under which reinforcement schedule?

A) Intermittent.
B) Shaping.
C) Variable.
D) Continuous.

Question 49

Many college professors are paid at the end of each month. This is an example of which reinforcement schedule?

A) Fixed interval.
B) Variable ratio.
C) Fixed ratio.
D) Variable interval.

Question 50

A restaurant worker is given a small cash bonus about every four or five times the restaurant is busy and the worker must exert extra effort. This is an example of which reinforcement schedule?

A) Fixed interval.
B) Variable ratio.
C) Fixed ratio.
D) Variable interval.

Question 51

A college professor chooses to "reward" students with a quiz administered on average every three weeks. What reinforcement schedule is the professor using?

A) Fixed interval.
B) Variable ratio.
C) Fixed ratio.
D) Variable interval.

Question 52

Some organizations reward employees with casual dress days every Friday. This is an example of which reinforcement schedule?

A) Fixed interval.
B) Variable ratio.
C) Fixed ratio.
D) Variable interval.

Question 53

Which of the following statements is false about punishment?

A) Punishment stops behavior temporarily.
B) Punishment can result in an emotional reaction from the punished person.
C) The undesirable behavior can return when the source of punishment is not present.
D) Punishment is as potent for shaping behavior as positive reinforcement.

Question 54

Which of the following statements is false?

A) Expectancy theory may apply to some cultures that are less individualistic than the United States.
B) The motivation theories reflect U.S. values of free will.
C) Most Muslim managers believe they control their destiny.
D) Research evidence suggests that goal-setting theory may apply across cultural boundaries.

Question 55

The motivation theory with perhaps the greatest ethical implications is

A) Expectancy theory.
B) Behavior modification.
C) Equity theory.
D) Goal setting.

Question 56

Which of the following statements is false about the ethical implications of behavior modification?

A) Critics say that behavior modification can be used to "control" people.
B) Behavior modification can have both positive and negative ends.
C) There is no interaction between the controller and the person being controlled.
D) The issue of who will control people's behavior is important.

Question 57

Goal setting is a cognitive process theory.

Question 58

Equity theory is a behavioral theory.

Question 59

Expectancy theory has received mixed research support.

Question 60

In expectancy theory, both environmental forces and characteristics of the individual interact to affect behavior.

Question 61

Expectancies have a range of positive and negative values.

Question 62

The valence of an outcome can have any value between 0 and 1.

Question 63

Parts of expectancy theory combine multiplicatively to predict behavior.

Question 64

Expectancy theory states that people perceive a link between a desired or required performance level and an outcome. People also have the same preferences for different outcomes.

Question 65

Individual or organizational blockages can cause a person to perceive a low effort-performance expectancy.

Question 66

Individual blockages derive from a person's perceived skills and abilities, real skills and abilities, and task experience.

Question 67

An organization's design is a possible organizational blockage to the effort-performance expectancy.

Question 68

Equity theory does not try to explain the behavioral dynamics of human exchange relationships.

Question 69

Distributive justice focuses on fairness or equity in the distribution of costs and benefits.

Question 70

Procedural justice focuses on equity in decision-making processes that decide the distribution of costs and benefits.

Question 71

In equity theory, supervisors and their employees always see the same inputs as important.

Question 72

The point at which a person feels inequity is the same for positive and negative inequity.

Question 73

Managers must consider equity issues whenever they use intrinsic rewards.

Question 74

An inequity response does not include reducing effort or quality of work.

Question 75

Increased absenteeism or tardiness is a possible inequity response.

Question 76

Equity sensitivity describes people's uniform responses to a state of inequity.

Question 77

Equity sensitives react to felt inequity as described by equity theory.

Question 78

Benevolents accept fewer outcomes for their inputs than other people would accept. They accept negative inequity and do not try to reduce the feeling.

Question 79

Entitleds have high inequity thresholds and accept positive inequity with no guilt feelings.

Question 80

How one gets goal acceptance is important for goal setting to be effective.