Deck 9: Motivation

Question 1

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.

Answer 1

False
Explanation: The need for affiliation 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 2

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

Answer 2

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

Question 3

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

Answer 3

False
Explanation: Intrinsically motivated behavior is behavior that is performed for its own sake;the source of motivation is actually performing the behavior,and motivation comes from doing the work itself.

Question 4

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 5

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

Question 6

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 7

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

Question 8

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

Question 9

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 10

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 11

Feedback on performance is essential to subordinates achieving goals.

Question 12

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 13

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 14

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

Question 15

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 16

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 17

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

Question 18

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

Question 19

Goal-setting theory focuses on motivating workers to contribute their inputs to their jobs and organizations.

Question 20

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

Question 21

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 22

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

Question 23

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 24

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

Question 25

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

Question 26

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

Question 27

Negative reinforcement can create an unpleasant work environment.

Question 28

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

Question 29

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

Question 30

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

Question 31

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

Question 32

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

Question 33

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 34

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

Question 35

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

Question 36

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 37

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

Question 38

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

Question 39

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

Question 40

Punishment involves removing a negative consequence when dysfunctional behaviors occur.

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

The idea that motivation is high when workers believe that high levels of effort lead to high performance and high performance leads to the attainment of desired outcomes is explained by the _____________ theory.

A) expectancy
B) valence
C) hierarchy of needs
D) motivator-hygiene
E) goal-setting

Question 43

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 44

An example of an employee's input with an organization is:

A) experience.
B) feeling of accomplishment.
C) vacation time.
D) pleasure of performing interesting work.
E) autonomy.

Question 45

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 46

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 47

Ron is exceptional in mathematics.He does not treat it as just a subject,rather,he loves solving complicated problems related to mathematics.Ron's behavior is explained by:

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 48

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 49

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 50

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 51

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 _____________ behavior.

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

Question 52

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 53

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

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

Question 54

According to the 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 high.

Question 55

Don is intrinsically motivated,so he is motivated by:

A) praise.
B) job security.
C) benefits.
D) vacation time.
E) responsibility.

Question 56

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 57

Sue is extrinsically motivated.With George,her boss,knowing this,he would:

A) give Sue interesting work.
B) give Sue tasks that provide her a feeling of accomplishment.
C) praise Sue.
D) give Sue more autonomy.
E) give Sue additional responsibility.

Question 58

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 59

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 60

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:

A) instrumentality.
B) underpayment inequity.
C) valence.
D) directive leadership.
E) extinction.

Question 61

Establishing and maintaining good interpersonal relations and being liked are characteristics of individuals who can be rated high on the need for:

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

Question 62

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 63

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 64

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 absent.
E) ask for more work.

Question 65

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 66

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 67

Specific,difficult goals may be detrimental for:

A) learning tasks involving minimal effort.
B) work that is very creative and uncertain.
C) performing routine tasks.
D) jobs requiring a significant amount of time.
E) providing feedback.

Question 68

Elizabeth perceives that her outcome-input ratio is less than that of her coworker.This is known as:

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

Question 69

According to the goal-setting theory,to stimulate high motivation and performance,goals must be:

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

Question 70

The perception of workers on the fairness of their work outcomes relative to their work inputs is the focus of the _____________ theory.

A) equity
B) valence
C) instrumentality
D) needs hierarchy
E) motivator-hygiene

Question 71

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 72

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 73

Which of the following outcomes satisfies hygiene needs?

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

Question 74

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

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

Question 75

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.This scenario is explained by:

A) instrumentality.
B) valence.
C) positive reinforcement.
D) negative reinforcement.
E) vicarious learning.

Question 76

Joey had to request feedback from Michael,his manager,on his performance.Michael 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 77

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 78

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 79

It is especially important that upper-level managers have a need for:

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

Question 80

An outcome which satisfies motivator needs is:

A) pay.
B) responsibility.
C) job security.
D) good relationships with coworkers.
E) effective supervision.