Deck 4: Motivation Theory and Practice

Question 1

Two of the practical managerial questions regarding work motivation are: How can a team leader or manager build a high-performance work setting? What can be done to ensure that everyone achieves the highest possible performance during every workday?

Answer 1

True

Question 2

Motivation refers to forces within the individual that account for the level, direction, and persistence of effort expended at work.

Answer 2

True

Question 3

A highly motivated person works hard at a job and an unmotivated person does not work hard at a job.

Answer 3

True

Question 4

A highly motivated workforce is essential for organizations to consistently achieve high-performance outcomes.

Question 5

A manager who leads through motivation creates conditions under which other people are consistently inspired to work hard.

Question 6

A need is a work outcome of positive value to an individual.

Question 7

A reward is a work outcome of positive value to an individual.

Question 8

Examples of intrinsic rewards include feelings of competency, personal development, and self-control.

Question 9

Performance-contingent rewards refer to linking rewards directly to performance.

Question 10

To take full advantage of the possibilities for creatively linking rewards and performance, managers must respect diversity and individual differences in order to understand what people want from work.

Question 11

To take full advantage of the possibilities for creatively linking rewards and performance, managers must minimize the costs of rewards used at lower organizational levels in order to create substantial reserves to reward upper management.

Question 12

A(n) ___ is a work outcome of positive value to an individual.

A) job
B) career
C) reward
D) attitude
E) need

Question 13

All of the following accurately represent the nature of rewards except

A) extrinsic rewards are externally administered.
B) examples of intrinsic rewards include feelings of competency, personal development, and self-control.
C) in general, rewards have relatively little impact on motivation.
D) intrinsic rewards occur naturally during job performance.
E) examples of extrinsic rewards include pay bonuses, promotions, time off, special assignments, office fixtures, awards, and verbal praise.

Question 14

___ refer(s) to linking rewards directly to performance.

A) Performance management
B) Direct motivation
C) Performance-contingent rewards
D) Need-based reward practices
E) Linkage management