Deck 6: Motivation

Question 1

Motivation that is controlled by some contingency that depends on task performance is called intrinsic motivation.

Answer 1

False

Question 2

Instrumentality represents the belief that stressful performance will result in positive outcome(s).

Answer 2

False

Question 3

Individuals who value money for the achievement, respect, and freedom it confers value the rational meaning of money.

Answer 3

False

Question 4

Research suggests that employees underestimate how powerful a motivator pay is to them.

Question 5

In the absence of a goal, it is difficult to rely on trial and error to figure out how best to do a task.

Question 6

The attractiveness of many rewards varies across cultures.

Question 7

Valence can be positive, negative, or zero.

Question 8

Expectancy represents the belief that low performance is the outcome of high efforts.

Question 9

When goal commitment is high, assigning specific and difficult goals will have significant benefits for task performance.

Question 10

Employees who are engaged completely invest their energies and themselves into the job.

Question 11

Pay, bonuses, and promotions are some of the positive-valenced extrinsic outcomes considered in studies of motivation.

Question 12

Motivation determines the direction, intensity, and outcome of effort.

Question 13

Valence can be defined as cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.

Question 14

Hannah has been asked to give the opening speech at her global company's annual sales convention. She has successfully given speeches in the past, and her friends have all told her she would be great at this. These have resulted in a high sense of self-efficacy, and she accepts the assignment.

Question 15

Motivation determines what employees do at a given moment-the direction in which their efforts are channeled.

Question 16

A difficult goal is one that stretches an employee to perform at his or her maximum level while still staying within the boundaries of his or her ability.

Question 17

As goals move from moderate to difficult, the intensity and persistence of the effort needed are minimized.

Question 18

Motivation is not one thing but rather a set of distinct forces.

Question 19

Leticia has been assigned a task for which she knows that she does not have the necessary skills or knowledge. However, she really wants the bonus she can earn by completing the task. According to expectancy theory, Leticia will be highly motivated to complete the task.

Question 20

The belief that a person has the capabilities needed to execute the behaviors required for task success is known as self-actualization.

Question 21

The set of energetic forces that originates both within and outside an employee; initiates work-related effort; and determines its direction, intensity, and persistence is known as:

A) organizational commitment.
B) job satisfaction.
C) job performance.
D) motivation.
E) leadership.

Question 22

Equity theory argues that you compare your ratio of outcomes and inputs to the ratio of some "comparison other."

Question 23

Meaningfulness reflects energy rooted in the belief that work tasks contribute to some larger purpose.

Question 24

Merit pay and profit sharing offer little in the way of difficult and specific goals.

Question 25

A sense of self-determination is a strong driver of extrinsic motivation.

Question 26

A lump-sum bonus is a bonus received by members of a unit for meeting unit goals.

Question 27

Employees who feel a sense of equity on the job are more likely to engage in citizenship behaviors, particularly when those behaviors aid the organization.

Question 28

The motivating force with the strongest performance effect is the perception of equity.

Question 29

In a situation you see as inequitable, cognitive distortion allows you to restore balance mentally by altering your behavior in certain ways.

Question 30

Merit pay represents the most common element of organizational compensation plans.

Question 31

Grace invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Grace demonstrates a high level of ______.

A) engagement
B) expectancy
C) instrumentality
D) goal acceptance
E) equity appreciation

Question 32

Profit sharing tends to have a stronger motivational effect on employee effort than individual incentives do.

Question 33

People who experience higher levels of equity tend to feel higher levels of affective commitment and of normative commitment.

Question 34

Task strategy reflects how complicated the information and actions involved in a task are, as well as how much the task changes.

Question 35

Self-determination captures the value of a work goal or purpose, relative to a person's own ideals and passions.

Question 36

Employees with high levels of competence can choose what tasks to work on, how to structure those tasks, and how long to pursue those tasks.

Question 37

Effective job performance is most often a function of:

A) motivation and emotions.
B) emotions and ability.
C) ability and expectations.
D) motivation and ability.
E) expectations and emotions.

Question 38

Competence brings with it a sense of pride and mastery that is itself intrinsically motivating.

Question 39

Extrinsic theory acknowledges that motivation does not just depend on a person's beliefs and circumstances, but also on what happens to other people.

Question 40

When your ratio of outcomes to inputs is greater than your comparison other's ratio, equity distress is experienced, and the tension likely creates negative emotions such as anger or envy.

Question 41

_____ theory argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.

A) Psychological empowerment
B) Expectancy
C) Goal setting
D) Extrinsic
E) Equity

Question 42

The need to be able to predict one's future is a(n) _____ need.

A) relatedness
B) control
C) esteem
D) self-actualization
E) self-regard

Question 43

Steffi and Emily work at Education Yours, a nonprofit educational institution. Last month, Steffi, newly hired on a temporary teaching assignment, was asked to teach an online course. Being new to online teaching, Steffi talks with Emily and several individuals who have been teaching online for several years. Emily discusses the pride she takes in her teaching and says she always approaches her teaching with total enthusiasm. She also expresses her belief that exerting a high level of effort will result in a successful performance for Steffi in her online teaching. Emily's self-efficacy source appears to be:

A) past accomplishments.
B) vicarious experiences.
C) verbal persuasion.
D) emotional cues.
E) instrumentality.

Question 44

The Cotton Yard is a family-run knitting company. It specializes in custom-made woolen sweaters, pullovers, scarves, and gloves. Younger family members have learned the value of attention to detail when creating a knit pattern by observing the praise given to knitters who exhibit this level of attention. Those who now exhibit close attention to detail while knitting have learned through ______.

A) past accomplishments
B) vicarious experiences
C) lecture sessions
D) emotional cues
E) instrumentality

Question 45

Efficacy is moderated by _____, where feelings of fear or anxiety can create doubts about task accomplishment, while pride and enthusiasm can bolster confidence levels.

A) emotional cues
B) instrumentality
C) past accomplishments
D) verbal persuasion
E) vicarious experiences

Question 46

When employees consider efficacy levels for a given task, they first consider their:

A) past accomplishments.
B) vicarious experiences.
C) current projects.
D) extrinsic motivators.
E) instrumentality.

Question 47

The belief that exerting a high level of effort will result in the successful performance of some task is known as:

A) instrumentality.
B) valence.
C) equity.
D) expectancy.
E) psychological empowerment.

Question 48

Employees consider _____ for a given task by taking into account their observations and discussions with others who have performed similar tasks.

A) emotional cues
B) instrumentality
C) past accomplishments
D) verbal persuasion
E) vicarious experiences

Question 49

Which theory focuses most specifically on describing the cognitive process that employees go through to make choices among different voluntary responses?

A) Equity theory
B) Extrinsic theory
C) Expectancy theory
D) Goal setting theory
E) Psychological empowerment theory

Question 50

Nathan is defending his first place ranking at the annual debate competition. Just minutes before his turn, Nathan gets nervous and cannot remember his arguments. His teacher speaks to him, reminding him of his strong skills in debate, which helps shore up his confidence. Nathan then delivers his best and successfully defends his title. Which of the following considerations dictated Nathan's self-efficacy?

A) Past accomplishments
B) Vicarious experiences
C) Verbal persuasion
D) Equity distress
E) Instrumentality

Question 51

Technically, _____ is a set of subjective probabilities, each ranging from 0 to 1, that successful performance will bring a set of outcomes.

A) valence
B) instrumentality
C) expectancy
D) self-efficacy
E) complexity

Question 52

______ is(are) an important moderator of what individuals consider to be positively or negatively valent.

A) Culture
B) Expectancy
C) Generalizability
D) Self-efficacy
E) SMART goals

Question 53

Expectancy is a subjective probability ranging from:

A) 0 to 1.
B) 1 to 5.
C) 10 to 20.
D) -1 to +1.
E) 5 to 1.5.

Question 54

Emily and Steffi work at Education Yours, a nonprofit educational institution. Last month, Steffi, newly hired on a temporary teaching assignment, was asked by her supervisor to teach an online course. Being new to online teaching, Steffi is considering her efficacy. She talks to Emily and other individuals who have been teaching online for several years. Emily takes pride in her teaching and always approaches her teaching with total enthusiasm. Emily tells Steffi that she believes exerting a high level of effort will result in a successful performance in her online teaching. Which of the following best describes Emily's belief about exerting a high level of effort?

A) Valence
B) Equity
C) Expectancy
D) Instrumentality
E) Emotional cues

Question 55

Food, shelter, safety, and protection required for human existence represent _____ needs.

A) physiological
B) relatedness
C) control
D) self-regard
E) self-actualization

Question 56

The belief that a person has the capabilities needed to execute the behaviors required for task success is known as:

A) instrumentality.
B) valence.
C) equity.
D) complexity.
E) self-efficacy.

Question 57

The efficacy of an individual can be influenced by all of these except:

A) past accomplishments.
B) vicarious experiences.
C) verbal persuasion.
D) the valence of the rewards.
E) emotional cues.

Question 58

The belief that successful performance will result in some outcome(s) is known as:

A) instrumentality.
B) valence.
C) complexity.
D) expectancy.
E) self-efficacy.

Question 59

The anticipated value of the outcomes associated with performance is known as:

A) instrumentality.
B) valence.
C) equity.
D) expectancy.
E) self-efficacy.

Question 60

The cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences are known as:

A) instrumentality.
B) valence.
C) equity.
D) expectancy.
E) needs.

Question 61

_____ reflects how complicated the information and actions involved in a task are, as well as how much the task changes.

A) Task complexity
B) Self-efficacy
C) Goal commitment
D) Feedback
E) Instrumentality

Question 62

Motivation that is felt when task performance serves as its own reward is known as _____ motivation.

A) instrumental
B) extrinsic
C) intrinsic
D) expectant
E) efficacious

Question 63

"M" in the SMART goals stands for:

A) measurable.
B) monetary.
C) methodical.
D) model.
E) major.

Question 64

Managers in global organizations recognize that some motivators are universal; that is, they work no matter what the culture. Other motivators differ by culture. Which of the following is not a universal motivator?

A) Participation
B) Interesting work
C) Pay
D) Achievement
E) Growth

Question 65

The person who seems to provide an intuitive frame of reference for judging equity is known as the:

A) equity resolver.
B) comparison other.
C) cognitive distortion creator.
D) goals monitor.
E) outcome evaluator.

Question 66

_____ theory acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people.

A) Equity
B) Extrinsic
C) Expectancy
D) Goal setting
E) Psychological empowerment

Question 67

_____ consists of updates that employees receive on their progress toward goal attainment.

A) Task complexity
B) Goal commitment
C) Feedback
D) Self-efficacy
E) Instrumentality

Question 68

"T" in the SMART goals stands for:

A) time-sensitive.
B) task-driven.
C) tenacious.
D) tempered.
E) team-oriented.

Question 69

_____ is defined as the degree to which a person accepts a goal and is determined to try to reach it.

A) Feedback
B) Self-efficacy
C) Instrumentality
D) Task complexity
E) Goal commitment

Question 70

Which of the following is Trueabout goal setting?

A) Specific, difficult goals are best.
B) Difficult goals reduce motivation.
C) SNARK goals result in the highest levels of goals achievement.
D) Employees work hardest and are most engaged when the goals are easy.
E) Equity is the greatest moderator of goal achievement.

Question 71

The need to perform tasks that one cares about and that appeal to one's ideals and sense of purpose is a _____ need.

A) relatedness
B) self-actualization
C) control
D) responsibility
E) self-regard

Question 72

After his annual performance appraisal, Ted was disappointed with his 10 percent increase in pay, compared to the 20 percent increase his colleagues received. When Ted spoke to his manager, he was told his colleagues were able to perform well over the minimum standard. Ted had not been aware of the minimum he was expected to achieve or the levels generally achieved by his colleagues. What would help Ted improve his performance?

A) Increasing Ted's goal commitment
B) Increasing Ted's task complexity
C) Setting specific goals
D) Decreasing Ted's valence
E) Increasing Ted's dissonance

Question 73

To hold a high evaluation of oneself and to feel effective and respected by others are _____ needs.

A) control
B) self-actualization
C) esteem
D) autonomy
E) relatedness

Question 74

"A" in the SMART goals stands for:

A) affordable.
B) ability.
C) achievable.
D) aspire.
E) assess.

Question 75

Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties?

A) Expectancy theory
B) Goal-setting theory
C) Equity theory
D) Psychological empowerment theory
E) Extrinsic theory

Question 76

"S" in the SMART goals stands for:

A) systematic.
B) specific.
C) self-set.
D) scientific.
E) serious.

Question 77

"R" in the SMART goals stands for:

A) robust.
B) resolved.
C) requirements.
D) results-based.
E) realist.

Question 78

_____ are defined as the objective or aim of an action and typically refer to attaining a specific standard of proficiency, often within a specified time limit.

A) Values
B) Goals
C) Internal comparisons
D) Strategies
E) External comparisons

Question 79

Which of these refers to the learning plans and problem-solving approaches used to achieve successful performance?

A) Expectancies
B) Emotional cues
C) Vicarious experiences
D) Valences
E) Task strategies

Question 80

Motivation that is controlled by some contingency that depends on task performance is known as _____ motivation.

A) control
B) extrinsic
C) intrinsic
D) expectant
E) efficacious