Deck 5: Employee Motivation

Question 1

Psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal directed is the definition for

A)theories of motivation
B)content theories of motivation
C)motivation
D)persistence theory
E)goal theory

Answer 1

C

Question 2

Equity theory is a motivational theory that explains how people strive for ________ and ___________ in social exchanges.

A)justice and development
B)organization and development
C)fairness and justice
D)organization and justice
E)fairness and job security

Answer 2

C

Question 3

Considering the expectancy theory, managers can enhance the effort by employees to meet performance expectations by helping employees.Managers can do this by increasing employee self-efficacy and:

A)setting very difficult goals
B)monitoring valences for various rewards
C)providing an outcome contingent on performance
D)understanding employee expectations
E)providing support and coaching

Answer 3

E

Question 4

Maslow's need hierarchy theory indicates which of the following needs?

A)safety
B)physiological
C)self-actualization
D)safety, physiological, esteem and self-actualization are all Maslow's needs
E)esteem

Question 5

Which core job characteristic refers to an individual performing a whole or completely identifiable piece of work?

A)skill variety
B)task identity
C)task significance
D)autonomy
E)feedback

Question 6

According to the managerial and organizational implications of Expectancy Theory, which of the following implications are for organizations, not for managers?

A)make sure employees can achieve targeted performance levels
B)make sure a change in outcomes are large enough to motivate high effort
C)monitor the reward system for inequities
D)determine the outcomes employees value
E)accommodate individual differences by building flexibility into the motivation program.

Question 7

The following are all prerequisites for linking performance and reward except:

A)Managers need to develop and communicate performance standards to employees
B)Managers need to implement the same rewards for all employees
C)Managers need valid and accurate performance ratings with which to compare employees
D)Managers need to determine the relative mix of individual versus team contributions to performance then reward accordingly
E)Managers should use the performance ratings to differentially allocate rewards among employees

Question 8

Managers have gained insight from research based on goal setting.Which of the following is not an accurate insight regarding goal setting?

A)difficult goals lead to lower performance
B)feedback enhances the effect of specific, difficult goals
C)participative goals, assigned goals, and self-set goals are all equally effective
D)goals commitment and monetary incentives affect goal setting outcomes
E)specific high goals lead to greater performance

Question 9

According to Lockes' model, goal setting has four motivational mechanisms.Which of the following is NOT considered a motivational mechanism?

A)goals direct attention
B)goals initiate progressive conflict
C)goals regulate effort
D)goals increase persistence
E)goals foster development of strategies and action plans

Question 10

Goals should be set at a high level, but they should be achievable.This statement is advocating which of the following:

A)setting goal difficulty
B)setting goal commitment
C)setting goal feedback
D)setting goal participation
E)setting goal specificity

Question 11

People who prefer to spend time maintaining social relationships, joining groups and wanting to be loved most likely have a need for

A)achievement
B)esteem
C)affiliation
D)leadership
E)self-actualization

Question 12

Anna, a market researcher, enjoys the freedom and independence she has over her job.Which core job characteristic is Anna experiencing?

A)skill variety
B)task identity
C)task significance
D)autonomy
E)feedback

Question 13

Which of the following are core job characteristics according to the job characteristic model?

A)skill variety
B)task identity
C)autonomy
D)feedback from the job
E)skill variety, task identity and significance, autonomy, feedback from the job

Question 14

Job enrichment allows an employee to

A)take on tasks of their subordinates
B)eliminate jobs they don't like
C)take on tasks normally performed by their supervisors
D)eliminate jobs they can't do
E)take on tasks that their co-workers can't do

Question 15

The desire to accomplish something difficult; to master, manipulate, or organize physical objects, human beings, or ideas are a part of McClelland's need for

A)power
B)job design
C)leadership
D)affiliation
E)achievement

Question 16

If performance is measured at the individual level, rewards must be given

A)at the next performance appraisal
B)for individual achievement
C)for all team members
D)only if the whole company benefited
E)if the reward has a high valence

Question 17

Which three core job characteristics combine to determine the experienced meaningfulness at work?

A)skill variety, autonomy, and task identity
B)task significance, autonomy, and task identity
C)skill variety, feedback, and task significance
D)skill variety, task significance, and task identity
E)skill variety, autonomy, and feedback

Question 18

The three specific ways to redesign jobs are:

A)turnover, performance, and absenteeism
B)needs, theories, and wants
C)job enlargement, job enrichment, and job rotation
D)advancement, assistantship, and affiliation
E)job enlargement, core job characteristics, and skill variety

Question 19

Which of the following is not a managerial implication of Expectancy Theory?

A)Reward people for desired performance, and do not keep pay decisions secret
B)Determine the outcomes employees value
C)Identify good performance so appropriate behaviours can be rewarded
D)Make sure employees achieve targeted performance levels
E)Link desired outcomes to targeted levels of performance

Question 20

What are the three key concepts that make up the Vroom's expectancy theory?

A)expectancy, instrumentality, and motivation
B)equity, instrumentality, and valence
C)expectancy, individualism and valence
D)expectancy, equity, and effort
E)expectancy, instrumentality and valence

Question 21

The biological approach to job design emphasizes the reliability of work outcomes by examining error rates.

Question 22

Sarah does the same job as Trevor and has the same position title.Both work the same hours and talk throughout the day about their jobs.Recently, she discovered that Trevor had received a pay increase while she had not.Using the equity theory as a model of motivation, explain what Sarah may be feeling.

Question 23

Successful people have one thing in common; they do not set goals.

Question 24

Research indicates that goal setting is used by successful people.Reviews of the many goal-setting studies conducted over the past few decades have given managers four practical insights.Explain each of the practical insights about goal setting.

Question 25

Researchers have proposed two general theories of motivation, content theories and process theories.Provide two examples of each theory of motivation as well as implications for managers.

Question 26

Feedback enhances the effect of specific, difficult goals.

Question 27

Motivation, according to Vroom, boils down to the decision of how much effort to exert in a specific task situation.

Question 28

According to Herzberg's two-factor theory, recognition, stimulating work, responsibility, and advancement are all considered to be components of hygiene factors.

Question 29

The key concept, valence, within Vroom's expectancy model is a belief that effort leads to a specific level of performance.

Question 30

Job design and job redesign both refer to any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of the employee job experience and their productivity.

Question 31

Intrinsic motivation occurs when an individual is turned on to his or her work due to external factors.

Question 32

One key managerial implication of Maslow's theory worth noting is that a satisfied need may lose its motivational potential.

Question 33

Equity theory explains how people strive for fairness and justice in social exchanges or give-and-take relationships.

Question 34

Core job characteristics are common characteristics found to varying degrees in all jobs.

Question 35

A top performing employee has over the past several months appeared less motivated.He has not made his targets set by his quarterly goals.What motivational approaches to job design could be considered in an attempt to improve his job satisfaction and motivation?

Question 36

One of the managerial implications associated with McClelland's need theory is that adults cannot be trained to increase their achievement motivation.