Deck 6: Motivation

Question 1

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

Answer 1

False

Question 2

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

Answer 2

True

Question 3

Cognitive distortion allows you to restore balance mentally by altering your behavior in certain ways.

Answer 3

False

Question 4

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

Question 5

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

Question 6

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

Question 7

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

Question 8

Valences can be positive,negative,or zero.

Question 9

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

Question 10

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

Question 11

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

Question 12

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

Question 13

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

Question 14

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

Question 15

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

Question 16

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

Question 17

As goals move from moderate to difficult,the intensity and persistence of effort minimize.

Question 18

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

Question 19

The extrinsic theory acknowledges that motivation does not just depend on your own beliefs and circumstances but also on what happens to other people.

Question 20

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

Question 21

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

Question 22

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 23

Efficacy is dictated 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 24

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

Question 25

Lump-sum bonus is a bonus received for meeting unit goals for criteria controllable by employees.

Question 26

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 27

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

Question 28

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 29

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

Question 30

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 31

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

Question 32

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 33

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

Question 34

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 35

_____ 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 36

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 37

Motivation is a critical consideration because effective job performance is largely 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

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 39

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

Question 40

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 41

The Cotton Yard is a family run knitting company.It specializes in custom-made woolen sweaters,pullovers,scarves and gloves.The workers are family members who have learnt the art of knitting through observation.What kind of learning has The Cotton Yard adopted?

A)Past accomplishments
B)Vicarious experiences
C)Lecture sessions
D)Emotional cues
E)Instrumentality

Question 42

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

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

Question 43

_____ 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 44

Food,shelter,safety,and protection that is required for human existence is a _____ need.

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

Question 45

To hold a high evaluation of oneself and to feel effective and respected by others is a(n)_____ need.

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

Question 46

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

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

Question 47

_____ 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 48

Nathan is defending his first place at the annual debate competition.Just minutes before his turn,Nathan gets cold feet and cannot remember his arguments.His teacher speaks to him which helps reinforce the lost confidence.Nathan delivered his best and defended 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 49

_____ consists of updates on employee progress toward goal attainment.

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

Question 50

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 51

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 52

Emily and Steffi work at Education Yours,a non-profit educational institution.Last month,Steffi,newly hired on a temporary teaching assignment,was asked by her supervisor to prepare material for teaching their courses online.Being new to online teaching,Steffi is considering her efficacy.Steffi has been talking to several individuals including Emily who have been teaching online for several years.Emily takes pride in her teaching and always approaches her teaching with total enthusiasm.Giving Steffi tips for effective online teaching and other do's and don'ts,Emily believes that exerting high level of effort will result in a successful performance in her online teaching.

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

Question 53

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

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

Question 54

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 55

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 56

The dimensions of psychological empowerment include all of these except:

A)meaningfulness.
B)self-determination.
C)competence.
D)impact.
E)needs.

Question 57

Emily and Steffi work at Education Yours,a non-profit educational institution.Last month,Steffi,newly hired on a temporary teaching assignment,was asked by her supervisor to prepare material for teaching their courses online.Being new to online teaching,Steffi is considering her efficacy.Steffi has been talking to several individuals including Emily who have been teaching online for several years.Emily takes pride in her teaching and always approaches her teaching with total enthusiasm.Giving Steffi tips for effective online teaching and other do's and don'ts,Emily believes that exerting high level of effort will result in a successful performance in her online teaching.

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

Question 58

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

Question 59

Which of these refer(s)to the learning plans and problem-solving approaches used to achieve successful performance?

A)Expectancy
B)Emotional cues
C)Vicarious experiences
D)Goal setting
E)Task strategies

Question 60

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 61

Comparison with others in the same organization doing substantially different jobs is:

A)job equity.
B)occupational equity.
C)company equity.
D)age equity.
E)educational equity.

Question 62

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

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

Question 63

An energy rooted in the belief that work tasks contribute to some larger purpose is known as:

A)self-efficacy.
B)goal commitment.
C)goal setting.
D)vicarious experience.
E)psychological empowerment.

Question 64

A(n)_____ involves a 'comparison other' in the same company.

A)equity distress
B)emotional cue
C)cognitive distortion
D)internal comparison
E)external comparison

Question 65

In equity theory,the internal tension that is caused by an imbalance in the ratios is known as:

A)cognitive distortion.
B)expectancy.
C)equity distress.
D)goal commitment.
E)comparison other.

Question 66

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 67

Allan and Danny have been working for Yummy Treats for about five years,at the same level of management and doing similar kind of work.Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on.Danny on the other hand compares himself to other managers,such as Jim who works for the competitor in a similar work position.He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats.

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

Question 68

"A" in the S.M.A.R.T.goals stands for:

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

Question 69

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

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

Question 70

Allan and Danny have been working for Yummy Treats for about five years,at the same level of management and doing similar kind of work.Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on.Danny on the other hand compares himself to other managers,such as Jim who works for the competitor in a similar work position.He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats.

A)empowerment evaluator.
B)internal comparison.
C)valence generator.
D)cognitive distorter.
E)external comparison.

Question 71

"T" in the S.M.A.R.T.goals stands for:

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

Question 72

_____ 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 73

Allan and Danny have been working for Yummy Treats for about five years,at the same level of management and doing similar kind of work.Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on.Danny on the other hand compares himself to other managers,such as Jim who works for the competitor in a similar work position.He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats.

A)empowerment evaluator.
B)valence generator.
C)cognitive distorter.
D)external comparison.
E)internal comparison.

Question 74

"R" in the S.M.A.R.T.goals stands for:

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

Question 75

"S" in the S.M.A.R.T.goals stands for:

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

Question 76

When someone from another company is referred to as the 'comparison other',one is involved in a(n):

A)equity distress.
B)emotional cue.
C)cognitive distortion.
D)internal comparison.
E)external comparison.

Question 77

"M" in the S.M.A.R.T.goals stands for:

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

Question 78

Noticing his reduced efficiency at work,Dan enrolled himself for the training sessions offered and saw that there was a significant change in his productivity.This helped restore the balance of comparison ratios.Prior to enrolling in the training session,Dan was most likely experiencing:

A)over reward inequity.
B)self-efficacy.
C)cognitive distortion.
D)expectancy.
E)goal commitment.

Question 79

After the annual appraisal,Ted was disappointed with his 10% increase in pay compared to the 40% increase his colleagues got.When Ted spoke to his manager,he was told his colleagues were able to perform well over the minimum standard.But Ted is not aware of the minimum standard or the numbers he has to compete with.What would help Ted improve his performance?

A)Goal commitment
B)Task complexity
C)Feedback
D)Valence
E)Expectancy

Question 80

In equity theory,rethinking your inputs to restore balance mentally without altering your behavior in any way is known as:

A)equity distress.
B)instrumentality.
C)cognitive distortion.
D)internal comparisons.
E)external comparisons.