Deck 9: Motivation

Question 1

Goal-setting theory focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance and explaining why goals have these effects.

Answer 1

True
Explanation: Goal-setting theory focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance and explaining why goals have these effects.

Question 2

Feedback on performance is essential to subordinates achieving goals.

Answer 2

True
Explanation: Feedback on performance is essential to subordinates achieving goals, feedback can often be provided by the performance appraisal and feedback component of an organization's human resource management system.

Question 3

The extent to which a person has a strong desire to control or influence others is called the need for achievement.

Answer 3

False
Explanation: The need for achievement is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence. People with a high need for achievement often set clear goals for themselves and like to receive performance feedback.

Question 4

The concept of motivation attempts to explain why workers act the way they do.

Question 5

Members of an organization are not motivated to put forth a high level of effort if they think that by just doing so leads to high performance.

Question 6

Attitude refers to how hard an employee works for an organization.

Question 7

The concept of motivation is concerned with the direction of the worker's behavior,the amount of effort of the worker,and the level of persistence of the worker.

Question 8

An employee's perception about the extent to which his/her effort will result in a given level of performance is called expectancy.

Question 9

A behavior that is performed "for its own sake" is called extrinsically motivated behavior.

Question 10

Inequity exists when a worker perceives his/her outcome-input ratio to be equal to that of a referent.

Question 11

In Herzberg's theory,needs that are related to the nature of the work itself and whether or not it is challenging are known as hygiene needs.

Question 12

Effort refers to whether an employee keeps trying or gives up,when faced with obstacles in an organization.

Question 13

In equity theory,when an employee perceives that his/her own outcome-input ratio is greater than that of a referent,underpayment inequity has occurred.

Question 14

In Herzberg's theory,needs that are related to the physical and psychological context in which the work is performed are known as motivator needs.

Question 15

A person's level of expectancy determines whether he/she believes that a high level of effort results in a high level of performance.

Question 16

According to Maslow's motivation theory,the lowest level of unmet needs in the needs hierarchy is the prime motivator of a worker's behavior.

Question 17

When people experience overpayment inequity,equity can be restored by perceiving the referent's inputs to be lower or the referent's outcomes to be higher than one originally thought.

Question 18

In intrinsically motivated behavior,the source of motivation is in the consequences of the behavior,and not in the behavior itself.

Question 19

Behavior that is performed in order to acquire either a material or a social reward is called intrinsically motivated behavior.

Question 20

The need for recognition is the extent to which an individual is concerned about establishing and maintaining good interpersonal relations,being liked,and having the people around him/her get along with each other.

Question 21

Vicarious learning is the same thing as "observational learning."

Question 22

Leo Motors bases a worker's pay on the number of units of output of the worker.This is called a piece-rate pay program.

Question 23

Managers rely on extinction to eliminate dysfunctional behaviors because they have control over whatever is reinforcing the behavior and because they can afford the time needed for extinction to work.

Question 24

Action plans can include the strategies to attain the goals and schedules for the completion of different activities crucial to goal attainment.

Question 25

When a subordinate engages in dysfunctional behavior and the manager administers an undesired consequence for that behavior,punishment has occurred.

Question 26

The learning theory focuses on the linkage between performance and outcomes in the motivation equation.

Question 27

According to operant conditioning theory,people learn to perform behaviors that lead to desired consequences and learn not to perform behaviors that lead to undesired consequences.

Question 28

Vicarious learning is a weak source of motivation on the job.

Question 29

Acor Explosives bases sales representatives' pay on the percentage of sales dollars they generate.They are using a commission pay program.

Question 30

Extinction is the process where managers eliminate whatever is reinforcing the dysfunctional behavior.

Question 31

Once an appropriate goal is set and accepted by an employee,feedback is not necessary.

Question 32

Negative reinforcement involves presenting a negative consequence for behavior when functional behaviors are performed.

Question 33

Under the profit-sharing method,employees receive a share of an organization's profits.

Question 34

When people are performing complicated and very challenging tasks that require them to focus on a considerable amount of learning,specific,difficult goals actually enhance performance.

Question 35

Punishment involves removing a negative consequence when dysfunctional behaviors occur.

Question 36

Social learning theory postulates that motivation can occur from an employee's beliefs.

Question 37

A compensation plan of an organization that bases pay on performance levels is called a merit pay plan.

Question 38

Negative reinforcement is primarily used to remove the performance of functional behaviors within the organization.

Question 39

Negative reinforcement can create an unpleasant work environment.

Question 40

Self-efficacy influences motivation when workers provide their own reinforcement,but not when managers provide reinforcement.

Question 41

Behavior that is performed by an employee "for its own sake" is referred to as:

A) extrinsically motivated behavior.
B) an external locus of causality.
C) intrinsically motivated behavior.
D) equity behavior.
E) overpayment inequity.

Question 42

Which of the following is an example of extrinsically motivated behavior?

A) Interesting work
B) A feeling of accomplishment
C) Praise
D) Autonomy
E) Responsibility

Question 43

William,a manager at Space Solutions Ltd.,makes sure the outcomes that are offered to subordinates for their good performance are rewards that they will value.William is working on:

A) valence.
B) instrumentality.
C) expectancy.
D) self-actualization.
E) affiliation.

Question 44

Ron is exceptional in mathematics.He does not treat it as just a subject,rather,he loves solving complicated problems related to mathematics.Which of the following best explains this behavior?

A) Extrinsically motivated behavior
B) An external locus of control
C) An internal locus of control
D) Prosocially motivated behavior
E) Intrinsically motivated behavior

Question 45

Which of the following theories postulates that motivation of employees will be high when employees believe that a high level of effort will lead to high performance,but only when they believe that high performance leads to the attainment of outcomes that they desire?

A) Expectancy theory
B) Valence theory
C) Hierarchy of needs theory
D) Motivator-hygiene theory
E) Goal-setting theory

Question 46

Behavior that is performed by an employee to acquire a material reward,to acquire a social reward,or to avoid punishment is referred to as:

A) extrinsically motivated behavior.
B) equitable behavior.
C) vicarious behavior.
D) intrinsically motivated behavior.
E) contingent behavior.

Question 47

An employee's perception of the extent to which performance at a given level will result in outcomes the employee desires is known as:

A) instrumentality.
B) inequity.
C) valence.
D) expectancy.
E) punishment.

Question 48

An employee's perception of the extent to which his/her effort will result in a given level of his/her performance is known as:

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

Question 49

Which of the following is an example of an employee's input to an organization?

A) Experience
B) Feeling of accomplishment
C) Vacation time
D) Pleasure of performing interesting work
E) Autonomy

Question 50

According to Maslow's hierarchy of needs theory,which of the following is the highest level of needs of workers?

A) Physiological
B) Safety
C) Self-actualization
D) Esteem
E) Belongingness

Question 51

How hard an employee works on the job is referred to as:

A) value.
B) effort.
C) affiliation.
D) valence.
E) attitude.

Question 52

The degree to which an employee keeps trying,when faced with obstacles,to accomplish a goal is referred to as:

A) assertiveness.
B) equity.
C) conscientious.
D) effort.
E) persistence.

Question 53

Barbara is the dean of the College of Business.She enjoys the pace of her work and the feeling of accomplishment she gets when she is able to initiate a new program to help students.The salary she receives is attractive and allows her to travel abroad on her vacations.Barbara:

A) is intrinsically motivated.
B) is extrinsically motivated.
C) is both intrinsically and extrinsically motivated.
D) has a high need for power and achievement.
E) is experiencing overpayment inequity.

Question 54

The desirability to an employee of each of the outcomes available from the employee's job or organization is known as:

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

Question 55

According to expectancy theory,high motivation will occur when:

A) only expectancy is high.
B) only instrumentality is high.
C) only valence is high.
D) only expectancy and instrumentality are high.
E) expectancy, instrumentality, and valence are all high.

Question 56

Professor David offers his students $10 if they can run around the classroom building in two minutes.Michael,his student,believes that even if he does this,Professor David would not really give him the money.Michael's lack of motivation can be explained by which of the following concepts in the expectancy theory?

A) Instrumentality
B) Underpayment inequity
C) Valence
D) Directive leadership
E) Extinction

Question 57

A worker in an automobile assembly line who chooses his/her work because of the job security it entails is said to be:

A) intrinsically motivated.
B) experiencing overpayment inequity.
C) experiencing underpayment inequity.
D) extrinsically motivated.
E) prosocially motivated.

Question 58

Which of the following is an example of intrinsically motivated behavior?

A) Praise
B) Job security
C) Benefits
D) Vacation time
E) Responsibility

Question 59

Dan,a car salesperson,chose this profession because of the attractive sales commission he would receive on each car sale.This is an example of:

A) extrinsic motivation.
B) experiencing an external locus of control.
C) experiencing underpayment inequity.
D) intrinsic motivation.
E) prosocial motivation.

Question 60

A computer programmer who does his/her job well because he/she enjoys solving complicated computer problems is said to be:

A) extrinsically motivated.
B) negatively reinforced.
C) experiencing extinction.
D) intrinsically motivated.
E) experiencing overpayment inequity.

Question 61

Austin was often late to work,despite his manager,Ben,warning him against it several times.As a last resort,Ben reduced Austin's salary in proportion to the hours he missed at work by being late.It turned out to be the right thing to do as Austin was never late to work after the incident.Which of the following best explains this scenario?

A) Instrumentality
B) Valence
C) Positive reinforcement
D) Negative reinforcement
E) Vicarious learning

Question 62

In Herzberg's motivator-hygiene theory,needs that are related to the physical and psychological context in which the work is performed are known as:

A) motivator needs.
B) hygiene needs.
C) valence needs.
D) expectancy needs.
E) power needs.

Question 63

Establishing and maintaining good interpersonal relations and being liked are characteristics of individuals who can be rated high on which of the following?

A) Need for affiliation
B) Need for power
C) Need for consciousness
D) Need for achievement
E) Need for self-actualization

Question 64

In Herzberg's motivator-hygiene theory,needs that are related to the nature of the work itself and the degree of challenge contained in the work are known as:

A) motivator needs.
B) expectancy needs.
C) instrumentality needs.
D) hygiene needs.
E) valence needs.

Question 65

The theory that distinguishes between needs related to the work itself from those related to the context of the work is:

A) Maslow's hierarchy theory.
B) inequity theory.
C) Herzberg's motivator-hygiene theory.
D) McClelland's needs theory.
E) equity theory.

Question 66

Joey has recently joined an advertising firm as an executive.He has to request Michael,his manager,for feedback on his performance.Michael,who normally has problems giving feedback to his subordinates,is delighted by Joey's attitude.In this context,Joey could be rated high on the need for:

A) affiliation.
B) power.
C) recognition.
D) achievement.
E) self-actualization.

Question 67

An employer can attempt to meet employees' safety needs by providing:

A) adequate pay.
B) company social events.
C) promotions.
D) medical benefits.
E) opportunities to grow.

Question 68

Which of the following theories focuses on the perceptions of workers of the fairness of their work outcomes relative to their work inputs?

A) Equity theory
B) Valence theory
C) Instrumentality theory
D) The needs hierarchy theory
E) Motivator-hygiene theory

Question 69

A subordinate changes his behavior from a dysfunctional to a functional one and his manager then removes an undesired outcome.This is known as:

A) positive reinforcement.
B) extinction.
C) negative reinforcement.
D) inequity.
E) instrumentality.

Question 70

Specific,difficult goals can detract from performance when the employee:

A) is learning tasks involving minimal effort.
B) is learning complex tasks.
C) is performing routine tasks.
D) has been on the job a significant amount of time.
E) provides his/her own feedback.

Question 71

People experiencing overpayment inequity are most likely to:

A) raise their perceptions of their own inputs.
B) ask for a raise.
C) work slower.
D) be absent more.
E) come in early to work and stay late.

Question 72

Which of the following outcomes can satisfy motivator needs?

A) Pay
B) Responsibility
C) Job security
D) Good relationships with coworkers
E) Effective supervision

Question 73

Jennifer perceives that though she works harder than her coworker Kelly,she is paid the same.This is an example of:

A) the valence effect.
B) extinction.
C) negative reinforcement.
D) underpayment inequity.
E) explicit bias.

Question 74

Which of the following needs is considered especially important for upper-level managers?

A) Need for affiliation
B) Need for power
C) Need for consciousness
D) Need for achievement
E) Need for self-actualization

Question 75

Thomas,an engineer,gets paid more than his colleague,Chris.Thomas has more years on the job than Chris,and works more hours.Thomas thinks he and Chris are paid fairly,but Chris thinks that he should be paid the same as Thomas because his degree is from a better university and he is more creative.Thomas is experiencing _____ and Chris is experiencing:

A) overpayment inequity, underpayment inequity.
B) underpayment inequity; overpayment inequity.
C) equity; underpayment inequity.
D) equity; overpayment inequity.
E) overpayment inequity, equity.

Question 76

Which of the following outcomes satisfies hygiene needs?

A) Interesting work
B) Responsibility
C) Pay
D) A sense of accomplishment
E) Autonomy

Question 77

People experiencing underpayment inequity are most likely to:

A) raise their perceptions of their own inputs.
B) lower their perceptions of others' outcomes.
C) work harder.
D) be more absent.
E) ask for more work.

Question 78

According to the goal-setting theory,the most motivating goals are:

A) specific and easy.
B) general and easy.
C) specific and difficult.
D) general and difficult.
E) specific but out of reach.

Question 79

Which of the following motivators is the most basic need in Maslow's hierarchy of needs?

A) Safety
B) Belongingness
C) Physiological
D) Esteem
E) Self-actualization

Question 80

Elizabeth,an employee of ABC Company,perceives that her outcome-input ratio is less than that of her coworker,Joseph.This is known as:

A) explicit bias.
B) underpayment inequity.
C) the valence effect.
D) positive reinforcement.
E) extinction.