Deck 6: Motivation and Engagement

Question 1

McClelland found that those with high achievement needs perform better when they are working on ______________ tasks,want feedback on how well they are doing,and take personal responsibility for their ___________.

A) Moderately difficult; performance
B) Extremely difficult; motivation
C) Easy; motivation
D) Easy; performance

Answer 1

A

Question 2

Theory Y assumptions require __________ to accept responsibility for arranging organizational conditions and methods of operation so that people can achieve their own goals best by directing their own efforts toward organizational objectives.

A) Management
B) Manager
C) Staff
D) Worker

Answer 2

A

Question 3

Which of the following is not as assumption of Theory X?

A) People are resistant to change
B) Workers lack ambition
C) Workers are basically gullible and not bright
D) Workers are creative

Answer 3

D

Question 4

Equity theories present a model of motivation based on the notion of:

A) Organizational structure
B) Social exchange
C) Political relationships and ambiguity
D) Equitable relief

Question 5

The "equity norm" suggests that those who contribute more to an organization should receive:

A) More rewards than their colleagues
B) Less rewards than their colleagues
C) Same rewards as their colleagues
D) Equitable relief

Question 6

Which of the following is a category in the Maslow's hierarchy of needs?

A) Physiological needs
B) Psychological needs
C) Psychosomatic needs
D) Psychophysical needs

Question 7

Mowday suggested that equity theories can also be applied to _________ exchange relationships in organizations.

A) Social
B) Political
C) Economical
D) Cultural

Question 8

Theory X is based on ______________ assumptions about worker motivations.

A) Conventional
B) Non-conventional
C) Modernistic
D) Reformatory

Question 9

Motivation can be defined as the cause that:

A) Makes people achieve the impossible
B) Enables people to achieve beyond their normal means
C) Makes people do what they do
D) Disables people from making mistakes

Question 10

People with high self-efficacy tend to:

A) Set reasonable goals and exceed expectations
B) Set high personal goals and to perform well
C) Set achievable goals and share their accomplishments
D) Set high goals and consistently do not achieve them

Question 11

Much of the theoretical base of the field of organizational behavior assumes that behavior is:

A) Classifiable in categories
B) Manipulated if the causes are understood clearly
C) Purposeful or goal directed
D) Dependent on motivational levels

Question 12

According to the equity theory,motivation is a consequence of:

A) Perceived equity
B) Perceived equitable relief
C) Perceived inequity
D) None of the above

Question 13

The two-factor motivation-hygiene theory was proposed by:

A) Maslow
B) Herzberg
C) Aldefer
D) Juran

Question 14

According to Vroom,there are three concepts important to understanding human motivation:

A) Balance, expectations, and drive
B) Valence, expectancy, and force
C) Tolerance, opportunity, and growth
D) Temptation, control, and pressure

Question 15

Porter and Lawler refined Vroom's model to suggest that,although employee effort is determined by both the value placed on certain outcomes and the degree to which people believe that their efforts will lead to these rewards,effort does not always lead to task accomplishment.They suggested that two other factors need to be considered:

A) Employee opportunity and employee growth
B) Organizational ability and structural role
C) Employee ability and role clarity
D) Employee ability and organizational clarity

Question 16

McGregor's suggested strategies that can be considered consistent with Theory Y assumptions are:

A) Delegation, job enlargement, and participative management
B) Delegation, job creation, and leadership
C) Job creation, leadership, and change management
D) Job enlargement, change management, and delegation

Question 17

Theory Y is based on the recognition that people need opportunities at work to satisfy not only lower-level needs for wages and decent working conditions,but also:

A) Higher-level social and ego needs
B) Recognition of a job well done
C) A reward system that goes beyond such means
D) Higher-level needs for self-actualization

Question 18

Aldefer suggested that Maslow's hierarchy may be collapsed from five levels to three types of needs:

A) Existence, relatedness, and dynamism
B) Existence, relatedness, and growth
C) Dynamism, relatedness, and growth
D) Existence, creation, and dynamism

Question 19

"Self-actualization" is the _________ category in the Maslow's hierarchy of needs.

A) Lowest
B) Third
C) Fifth
D) Highest

Question 20

Projection is a mental process in which we:

A) Attribute or assign our own feelings, motives, or qualities to other people
B) Chart the feelings, motives, or qualities of other people
C) Ignore the feelings, motives, or qualities of other people
D) Influence the feelings, motives or qualities of other people

Question 21

Compare Theory X and Theory Y and how they affect the modern workforce from Gen-X and Gen-Y.

Question 22

Baby boomers grew up in the post-WWII era,with general prosperity.They represent the largest generational group in the workplace and tend to embrace change and personal growth and to question rules.

Question 23

Maslow's needs-hierarchy is still relevant in the 21st century.Do you agree or disagree with this statement? Be sure to illustrate your discussion with relevant examples.

Question 24

Job satisfaction is the feeling one has about one's job.

Question 25

The satisfaction of lower-level needs,called hygiene or extrinsic factors,does not lead to motivation.

Question 26

Trust in all major institutions,such as business,labor,and government has:

A) Decreased substantially over the last decades
B) Increased substantially over the last decades
C) Increased slightly over the last decades
D) Stayed the same over the last decades

Question 27

Likert argued that an overall philosophy of management that emphasizes a participative approach is positively related to employee motivation and performance.

Question 28

Public service motivation may be understood as an individual's predisposition to respond to motives grounded primarily or uniquely in public institutions and organizations.

Question 29

Goal setting and expectancy theories are compatible approaches to increasing motivation.

Question 30

TMT is short for "temporal motivation theory" and relates the expectancy of a person that a particular action will be rewarded,and the amount of the payout that will be received,with how long that person is willing to wait to receive the expected payout.

Question 31

Explain TMT and how it relates to the concepts in Maslow's needs-hierarchy.

Question 32

Which of the following are perspectives of motivation:

A) Need theories, expectancy theories, goal-setting theories, and equity theories
B) Equity theories, need theories, equality theories, and goal-setting theories
C) Need theories, expectancy theories, manipulation theories, and goal-setting theories
D) Equity theories, equality theories, need theories, and expectancy theories

Question 33

Public service motivation and goal theories of motivation may be considered interrelated.

Question 34

Participation influences motivation because it reduces the amount of information that people have on the expected outcomes of performance.

Question 35

Which of the following are general components of motivation:

A) Individual differences, the actual job one does, and the organization
B) The organization, the actual job one does, and personal values
C) Being proactive, a challenging job, and the culture of the organization
D) None of the above

Question 36

Job satisfaction and overall motivation for employees are only influenced by factors directly related to the work.

Question 37

Picoeconomics is a theory that emphasizes the idea that when people make decisions,they tend to overestimate the value of benefits that will occur in the future.

Question 38

Performance is a function of which of the following:

A) Motivation to perform, ability to perform, and opportunity to perform
B) Motivation to perform, energy to perform, and one's state of mind
C) Ability to perform, opportunity to perform, and energy to perform
D) One's state of mind, motivation to perform, and ability to perform

Question 39

Which of the following can you do as a manager to increase trust and engagement with employees?

A) Increase employee decision making
B) Have a high degree of caring and compassion for employees
C) Be transparent in decision making
D) All of the above

Question 40

Millennials (or generation "Ý")are "the most educated,well-traveled,and technologically sophisticated generation." This is a generation that "works to live rather than lives to work."

Question 41

What are the factors that are considered drivers of productivity and performance.

Question 42

Classify the various theories on motivation and provide reasoning for the classification.

Question 43

Discuss Marcum's arguments on the flaws in motivational theories.