Deck 5: Foundations of Employee Motivation

Question 1

According to Maslow's needs hierarchy,after people have satisfied their physiological and safety needs,they are mainly motivated to fulfill their ______________ needs.

A)belongingness
B)growth
C)self-esteem
D)social esteem
E)existence

Answer 1

A

Question 2

Self-concept,social norms,and past experiences help us:

A)adjust our level of drive-based emotions.
B)regulate our decisions and behaviours.
C)adjust our drive-based emotions,but not our behaviours.
D)make unemotional decisions based on reason and logic.
E)direct us into goal-directed behaviour.

Answer 2

E

Question 3

In Maslow's needs hierarchy,the bottom four levels are collectively known as ___________ needs,whereas self-actualization is called a ______________ need.

A)belongingness; infinite
B)fictitious; factual
C)primary; secondary
D)subordinate; superordinate
E)None of the above.

Answer 3

E

Question 4

One feature of Maslow's needs hierarchy theory that continues to have support is that:

A)everyone has the same needs hierarchy.
B)no one ever experiences self-actualization.
C)motivation is caused by the environment,not by internal thoughts or emotions.
D)we should build positive qualities and perspectives within individuals and institutions as opposed to focussing on trying to fix what might be wrong with them.
E)everyone compares themselves to other people when determining what is fair.

Question 5

Unlike needs hierarchy models,recent studies suggest that:

A)values,self-concept,and social identity influence a person's unique needs hierarchy.
B)people do not have a needs hierarchy.
C)everyone has the same needs hierarchy.
D)physiological and safety needs are always the lowest level needs.
E)all needs are learned rather than formed from innate drives.

Question 6

Commonly mentioned influences on employee engagement include:

A)rate of pay.
B)appealing company mission statement.
C)organizational justice.
D)work/life balance.
E)All of the above.

Question 7

If individuals are unable to satisfy a particular need,Maslow's needs hierarchy theory states that they:

A)keep trying to fulfill this need until it is satisfied.
B)redirect their efforts towards fulfilling a higher need in the hierarchy.
C)permanently remove the blocked need from their list of needs to satisfy.
D)become fixated on that particular need and are thus unable to progress.
E)None of the above is correct.

Question 8

The challenge facing organizational leaders today is that:

A)employers have difficulty understanding the different needs and expectations that younger generation employees bring to the workplace.
B)there are more layers of management today,which makes it more difficult to motivate everyone in management positions.
C)corporate downsizing and reduced job security have damaged the levels of trust employees need to work beyond minimum levels.
D)employees aren't very engaged.
E)All of the answers are correct.

Question 9

Which of the following needs is NOT explicitly stated in Maslow's needs hierarchy theory?

A)Physiological needs
B)Growth needs
C)Need for safety
D)Self-actualization
E)Esteem

Question 10

Current evidence indicates that a person's needs hierarchy:

A)is hardwired.
B)is common to everyone.
C)remains the same over a person's lifetime.
D)All of the answers are correct.
E)None of the answers apply.

Question 11

Maslow's needs hierarchy theory discusses all of the following concepts EXCEPT:

A)physiological needs.
B)belongingness/love.
C)drive to acquire.
D)self-actualization.
E)safety needs.

Question 12

Needs hierarchy theory fails to explain the dynamics of employee motivation mainly because:

A)some people never experiences growth or self-actualization.
B)people do not have a needs hierarchy.
C)people do not fit into a single needs hierarchy.
D)people have drives,not needs.
E)both theories wrongly assume that everyone has hard-wired needs.

Question 13

Which of these theories states that we are motivated by several needs,but the strongest source is the lowest unsatisfied need?

A)Four-drive theory
B)Needs hierarchy theory
C)Equity theory
D)Distributive justice theory
E)Learned needs theory

Question 14

All of the following are reasons given for why some employees are "disengaged" EXCEPT:

A)Companies have not strived for employee involvement.
B)Organizational injustices.
C)Communication about the business is lacking.
D)Employee development opportunities are lacking.
E)Basic needs of employees have not been provided or satisfied.

Question 15

Which of the following statements about drives is FALSE?

A)They are also called primary needs.
B)They activate emotions,which put us in a state of readiness to act.
C)They include only basic physiological essentials,such as hunger and thirst.
D)Drives and emotions represent the primary sources of motivation.
E)All of the above are correct.

Question 16

The highest level need in Maslow's hierarchy of needs is:

A)esteem.
B)safety.
C)power.
D)belongingness.
E)self-actualization.

Question 17

Maslow's view of employee motivation:

A)became the foundation of positive organizational behaviour.
B)helped employers standardize reward systems.
C)was that we should focus mostly on need deprivation.
D)encouraged others to narrowly define needs or drives.
E)introduced a mechanistic perspective of the workplace in organizational behaviour.

Question 18

Maslow's needs hierarchy explicitly names the following needs EXCEPT:

A)power.
B)self-actualization.
C)safety.
D)esteem.
E)belongingness.

Question 19

Which of these is the most widely known theory of human motivation?

A)Maslow's needs hierarchy theory
B)Expectancy theory
C)Goal setting theory
D)Equity theory
E)Learned needs theory

Question 20

_________ produce emotions,whereas _________ represent the motivational force of those emotions which are channelled toward particular goals.

A)Drives; needs
B)Needs; drives
C)Thinking; doing
D)Planning; projecting
E)None of the above is correct.

Question 21

Research has found that effective leaders possess:

A)a high need for socialized power.
B)a high need for personalized power.
C)a high need for affiliation.
D)a high existence need.
E)a high need for personalized power and a high need for affiliation.

Question 22

Which of the following theories emphasizes the idea that some needs can be strengthened or weakened through training programs?

A)Maslow's needs hierarchy theory
B)ERG theory
C)Learned needs theory
D)Four-drive theory
E)All of the answers are correct.

Question 23

Which of the following basic needs is explicitly stated in needs hierarchy theory and theory of learned needs?

A)Physiological needs
B)Safety needs
C)Power needs
D)Financial needs
E)None of the answers apply.

Question 24

Jane holds a well-paying job with good job security.She also gets along well with colleagues,but has been frustrated in her attempts to find new friends.Due to this frustration,Jane has recently started spending more time trying to get challenging work from her employer.She now spends less time enjoying social relations with colleagues.Which needs-based theory of motivation would best explain Jane's recent focus on seeking challenging work?

A)Four-drive theory
B)Learned needs theory
C)Needs hierarchy theory
D)ERG theory
E)None of these theories explains why people change their dominant needs

Question 25

Which theory explicitly includes the following concepts: acquire,bond,learn?

A)Goal setting theory
B)Four-drive theory
C)Maslow's needs hierarchy
D)McClelland's learned needs theory
E)Expectancy theory

Question 26

The two types of need for power in learned needs theory are:

A)personalized and socialized.
B)individual and team.
C)corporate and political.
D)high and low.
E)monetary and non-monetary.

Question 27

McClelland's learned needs theory does NOT include which of these needs?

A)Safety need
B)Achievement need
C)Socialized power need
D)Personalized power need
E)Affiliation need

Question 28

In four-drive theory,the drive __________ is most closely associated with the need for relative status and recognition.

A)to bond
B)for fairness
C)to achieve goals
D)to acquire
E)for feedback

Question 29

People with __________ are more effective in many jobs requiring social interaction,but they tend to be less effective at allocating scarce resources.

A)High nAch
B)Low nPow
C)High nPow
D)Low nAff
E)High nAff

Question 30

In four-drive theory,the drive __________ is most closely associated with social identity theory.

A)to bond
B)for fairness
C)to defend
D)to acquire
E)to achieve goals

Question 31

According to McClelland,achievement,affiliation,and power needs are:

A)instinctive.
B)genetic.
C)non-existent.
D)learned.
E)None of the answers apply.

Question 32

The desire to seek approval from others,conform to their wishes and expectations,and avoid conflict and confrontations is called:

A)Need for affiliation
B)Need for power
C)Need for achievement
D)Need for safety
E)Need for existence

Question 33

According to the four-drive theory,which of the following is insatiable (i.e.,can never be fulfilled,we always want more of it)?

A)Drive to acquire
B)Physiological needs
C)Drive to defend
D)Belongingness needs
E)Drive to acquire and drive to defend

Question 34

Research has found that entrepreneurs are more likely to succeed if they have:

A)a low need for socialized power.
B)a high need for personalized power.
C)a high need for affiliation.
D)a low existence need.
E)a high need for achievement.

Question 35

Through hard work,Gan lives comfortably without much financial debt.Now he wants to improve relations with colleagues and form stronger friendships.Which needs-based theory of motivation best explains Gan's recent focus on his social needs?

A)Four-drive theory
B)Learned needs theory
C)Needs hierarchy theory
D)Expectancy theory
E)Equity theory

Question 36

People with a high need for affiliation:

A)want to form positive relationships with others.
B)try to project a favourable image of themselves.
C)try to smooth out conflicts that occur in meetings and other social settings.
D)tend to work well in coordinating roles.
E)All of the answers are correct.

Question 37

Which of the following employee motivation theories does NOT arrange needs in a hierarchy of importance?

A)Maslow's theory
B)Four-drive theory.
C)McClelland's learned needs theory
D)All of the above are correct.
E)'C' and 'D' only.

Question 38

Alex demands loyalty from employees and gains satisfaction from controlling people.His actions don't seem to benefit the organization; rather,he does this to advance his own career and for the enjoyment of influencing others.Based on this information,it is most accurate to say that Alex has a:

A)high need for affiliation.
B)high need for socialized power.
C)high need for personalized power.
D)low need for achievement.
E)low need for personalized power.

Question 39

Which of these motivation theories arranges employee needs in a hierarchy of importance?

A)Maslow's needs theory
B)Four-drive theory
C)Expectancy theory
D)McClelland's learned needs theory
E)ERG theory and McClelland's learned needs theory

Question 40

Compared to people with low need for affiliation,people with a high need for affiliation tend to:

A)have higher absenteeism.
B)be less effective in jobs requiring social interaction.
C)be better at mediating conflicts.
D)All of the answers are correct.
E)be less effective in jobs requiring social interaction and be better at mediating conflicts.

Question 41

Which of the following statements about expectancy theory is FALSE?

A)Expectancy theory is a drive-based theory of motivation.
B)Expectancy theory has been applied to a wide variety of studies.
C)The process of employee motivation is explained reasonably well by expectancy theory.
D)One way to increase the P-to-O expectancy in the expectancy theory model is to accurately measure job performance.
E)Expectancy theory has three main components relating to effort,performance and performance outcomes.

Question 42

Which of these is found in the expectancy theory model?

A)P-to-O expectancy
B)E-to-F expectancy
C)V-to-E expectancy
D)P-to-E expectancy
E)O-to-P expectancy

Question 43

Four-drive theory recommends:

A)that companies should encourage employees to fulfill one drive at a time.
B)that companies should provide sufficient rewards,learning opportunities,and social interaction at the same time.
C)that companies should only hire people with a strong drive to defend.
D)that companies should create a work environment that routinely triggers the employee's drive to defend.
E)None of the answers apply.

Question 44

Four-drive theory states that the four drives:

A)counterbalance each other.
B)are arranged in a hierarchy.
C)are learned,not innate.
D)are equivalent to the top four needs in Maslow's needs hierarchy.
E)should not be fulfilled in organizational settings.

Question 45

An individual's perceived probability that a particular level of effort will result in a particular level of performance refers to the:

A)E-to-P need.
B)EP-to-PO outcome.
C)E-to-V expectancy.
D)E-to-P expectancy.
E)EV-to-PE outcome.

Question 46

Four-drive theory is based on the idea that:

A)needs can be learned.
B)needs form a permanent hierarchy.
C)employee motivation is based on expectations.
D)the sources of employee needs are hard-wired.
E)people do not really have any needs.

Question 47

Which theory most explicitly relies on emotions to explain employee motivation?

A)Four-drive theory
B)Maslow's needs hierarchy
C)Goal setting theory
D)McClelland's learned needs theory
E)Expectancy theory

Question 48

Expectancy theory mainly helps us to predict an individual's:

A)effort.
B)need for achievement.
C)distributive justice.
D)job satisfaction.
E)rewards.

Question 49

According to expectancy theory,providing counselling and coaching to an employee who lacks self-confidence is most likely to increase the employee's:

A)V-to-O expectancy.
B)E-to-P expectancy.
C)P-to-E expectancy.
D)O-to-P expectancy.
E)P-to-O expectancy.

Question 50

According to four-drive theory,___________ are the conscious sources of human motivation.

A)co-workers
B)food and drink
C)emotional markers
D)drives
E)justice and equity

Question 51

Employee motivation tends to increase when people are assigned to jobs for which they are qualified and they receive coaching to improve their self-confidence.Both of these practices improve employee motivation by:

A)reducing feelings of inequity.
B)increasing outcome valences.
C)satisfying existence needs.
D)increasing P-to-O expectancies.
E)increasing E-to-P expectancies.

Question 52

Expectancy theory mainly explains how employees:

A)have different needs at different times.
B)can use personal expectations to reduce work-related stress.
C)can motivate themselves through power.
D)have different levels of work effort based on their expectations of performance and reward outcomes.
E)compare their inputs and outcomes to other people.

Question 53

Which motivation theory considers the individual's perceived probability that his or her effort will result in a particular level of performance?

A)Learned needs theory
B)Expectancy theory
C)Needs hierarchy theory
D)Equity theory
E)Four-drive theory

Question 54

According to expectancy theory,a reward that is not wanted has:

A)a high E-to-P expectancy.
B)an inappropriate comparison other.
C)a negative outcome valence.
D)a low P-to-O expectancy.
E)a low need for socialized power.

Question 55

Which motivation theory is based on the idea that work effort is directed toward behaviours that people believe will lead to desired outcomes?

A)Equity theory
B)ERG theory
C)Goal setting theory
D)Four-drive theory
E)Expectancy theory

Question 56

Which drive in four-drive theory is reactive rather than proactive?

A)Drive to acquire
B)Drive to learn
C)Drive to defend
D)Drive to bond
E)Drive for power

Question 57

The main practical implication of four-drive theory is that:

A)companies should ensure everyone fulfills their social needs before status needs.
B)companies should avoid offering rewards with a high valence.
C)people experience a sense of fairness in the process,not just the outcomes.
D)companies should provide a balanced opportunity for employees to acquire,bond,learn,and defend.
E)employees should receive 360-degree feedback rather than just from their supervisor.

Question 58

In expectancy theory,valence refers to the:

A)amount of effort a person puts towards a known goal.
B)individual's perceived probability of performing the task at a particular level.
C)anticipated satisfaction or dissatisfaction that an individual feels towards an outcome.
D)individual's perceived probability that his or her performance will lead to specific outcomes.
E)feelings that result from a comparison of the individual's outcome/input ratio with the outcome/input ratio of a comparison other.

Question 59

According to four-drive theory,the drive ___________ is a fundamental ingredient in the success of organizations and development of societies.

A)to defend
B)for fairness
C)to bond
D)to acquire
E)to achieve goals

Question 60

Employees who believe that accomplishing a particular task will almost certainly result in a day off with pay would have:

A)an E-to-P expectancy above 100.
B)a P-to-O expectancy close to 1:0.
C)an outcome valence above 0:0.
D)an E-to-P expectancy close to minus 100.
E)a P-to-O expectancy close to 100.

Question 61

Receiving a commission only when a sale is made represents:

A)a variable ratio schedule.
B)negative reinforcement.
C)non fixed interval schedule.
D)self-serving bias.
E)a fixed ratio schedule.

Question 62

In most situations,we should follow desired behaviour with __________ and follow undesirable behaviour with _________.

A)positive reinforcement; extinction
B)positive reinforcement; punishment
C)extinction; punishment
D)punishment; positive reinforcement
E)negative reinforcement; positive reinforcement

Question 63

Which of these statements about expectancy theory is FALSE?

A)Expectancy theory details a person's thinking process when translating demands from competing drives.
B)Expectancy theory doesn't explain motivation in different cultures.
C)Expectancy theory explains why coaching and pay-for-performance motivate employees.
D)Expectancy theory emphasizes rational thinking more than emotions.
E)Expectancy theory offers one of the best models available for predicting work effort and motivation.

Question 64

One way to increase employee motivation by improving the P-to-O expectancies is to:

A)measure employee performance accurately.
B)convince employees that they are able to accomplish the task.
C)select employees with the required skills and knowledge.
D)provide sufficient time and resources to perform the task.
E)give everyone the same reward.

Question 65

The A-B-C model of behaviour modification helps us to:

A)teach language skills to employees more effectively.
B)determine which contingency of reinforcement is best in a particular situation.
C)understand how experiential learning differs from social learning.
D)determine which schedule of reinforcement is best in a particular situation.
E)understand how environmental conditions influence learning and behaviour.

Question 66

ABC Corp.introduced a training program that ensured everyone had the required knowledge and skills to perform the work.The company also brought in a performance-based reward system that accurately identified employees who performed better than others.According to expectancy theory,these practices improve employee motivation by:

A)increasing employee needs.
B)reducing feelings of inequity.
C)improving E-to-P expectancies.
D)improving P-to-O expectancies.
E)improving E-to-P expectancies and improving P-to-O expectancies.

Question 67

Individualizing rewards enhances which expectancy theory component?

A)performance expectancy
B)E-to-O expectancy
C)Valences of outcomes
D)E-to-P expectancy
E)V-to-E outcomes

Question 68

Behaviour modification does NOT consider:

A)the types of actions that reinforce behaviour.
B)the effect of feedback on behaviour.
C)employee behaviour before the behaviour modification strategy is applied.
D)employee attitudes towards the person reinforcing the behaviour.
E)changes in employee behaviour when the reinforcer is removed.

Question 69

According to expectancy theory,a skill-development training program would:

A)have no effect on employee motivation.
B)mainly increase the effort-to-performance expectancy.
C)mainly increase the performance-to-outcome expectancy.
D)mainly increase the valence of pay increases and other organizational outcomes.
E)mainly alter the comparison other.

Question 70

Promotions typically follow which of these schedules?

A)Variable ratio
B)Fixed interval
C)Fixed ratio
D)Intermittent interval
E)None of the above is correct.

Question 71

Which of the following increases the future probability of behaviour by removing a negative stimulus after the desired behaviour occurs?

A)Punishment
B)Negative reinforcement
C)Positive reinforcement
D)Extinction
E)None of the answers apply.

Question 72

Which of these statements about behaviour modification is FALSE?

A)Behaviour modification programs are most effectively implemented where work behaviour is observable.
B)Behaviour modification considers the contingencies and schedules of reinforcement.
C)The reinforcer used in some behaviour modification programs tends to lose its effectiveness over time.
D)Behaviour modification theory argues that employee beliefs and attitudes cause behaviour.
E)A-B-C analysis considers what happens before and after the behaviour.

Question 73

Which of these occurs when a consequence that is introduced decreases the frequency or future probability of a behaviour?

A)Negative reinforcement
B)Positive reinforcement
C)Punishment
D)Extinction
E)None of these

Question 74

Which of the following actions would increase employee motivation mainly by enhancing their effort-to-performance expectancy?

A)Convince employees that poor performance will not be rewarded.
B)Reward employees with things that they value.
C)Measure performance more accurately.
D)Let employees know that their chances of performing successfully are good.
E)All of the answers are correct.

Question 75

Which of these occurs when the introduction of a consequence increases or maintains the frequency or future probability of a behaviour?

A)Positive reinforcement
B)Extinction
C)Job dissatisfaction
D)Punishment
E)Negative reinforcement

Question 76

Which of the following is an example of punishment?

A)The organization takes away some of your pay cheque to cover the cost of a machine that you carelessly broke.
B)Your boss doesn't say anything after you have the highest sales of the month.
C)Your boss stops complaining about your late arrival at work after you arrive early for several weeks.
D)After signing a contract with an important client,the company announces its appreciation of your work.
E)The organization takes away some of your pay cheque to cover the cost of a machine that you carelessly broke and your boss stops complaining about your late arrival at work after you arrive early for several weeks.

Question 77

Co-workers no longer praise you when you engage in dangerous pranks,so you stop engaging in these pranks.This is an example of:

A)negative reinforcement.
B)punishment.
C)positive reinforcement.
D)action learning.
E)extinction.

Question 78

According to the A-B-C model of behaviour modification,antecedents:

A)have no effect on behaviour.
B)cause people to act more randomly.
C)inform employees that certain behaviours will have particular consequences.
D)represent an older perspective of behaviour modification that is no longer relevant.
E)cause people to act more randomly and inform employees that certain behaviours will have particular consequences.

Question 79

According to expectancy theory,linking valued rewards to higher job performance mainly increases motivation by:

A)strengthening the E-to-P expectancy.
B)increasing the valence of a $1,000 bonus.
C)weakening the E-to-P expectancy.
D)strengthening both the E-to-P and P-to-O expectancies.
E)strengthening the P-to-O expectancy.

Question 80

According to expectancy theory,which of the following actions would NOT alter outcome valences?

A)Show employees how their skills can accomplish the task.
B)Give employees a choice of rewards.
C)Minimize the presence of countervalent outcomes.
D)Distribute rewards that employees want.
E)Adapt the type of rewards offered to each employee's dominant needs.