Deck 9: Motivation, Performance, and Effectiveness

Question 1

Behaviors that go beyond job descriptions and role requirements and help reduce the workload or stress of others in the organization are organizational citizenship behaviors.

Answer 1

True

Question 2

Among the following underlying causes of performance problems, leaders seem to have the most difficulty recognizing and rectifying

A)motivation problems.
B)unclear expectations.
C)skill deficits.
D)resource/equipment shortages.

Answer 2

A

Question 3

Companies that spend more time and effort attracting, developing, and retaining the best people often report superior financial results.

Answer 3

True

Question 4

Which of the following involves making judgments about the adequacy of behavior with respect to certain criteria such as work-group or organizational goals?

A)Reliability
B)Responsiveness
C)Performance
D)Effectiveness

Question 5

The Curphy Followership Model says that individuals who are low in critical thinking skills and high in engagement are called "Brown-nosers".

Question 6

Motivation is the direction, intensity and persistence of behavior.

Question 7

Procedural justice involves the process in which rewards or punishments are administered.

Question 8

Anything that provides direction, intensity and persistence to behavior is

A)motivation.
B)performance.
C)effectiveness.
D)satisfaction.

Question 9

Sometimes followers are actually rewarded for behaviors that leaders are trying to extinguish and punished for behaviors that leaders want to increase.

Question 10

Leaders appear to be very good at accurately assessing followers' work values.

Question 11

In surveys of job satisfaction, a facet satisfaction item asks about particular aspects of the job such as pay or working conditions.

Question 12

Most leaders prefer appealing to their employees' personal values or give them something meaningful to do.

Question 13

Job satisfaction is

A)how hard one works.
B)how much one likes a specific kind of job.
C)how well one works.
D)how much one is motivated to work.

Question 14

The emotions generated by political campaigns often seem to provide a better explanation for the large amount of time and effort people contribute.

Question 15

Self-esteem is not linked to motivation and performance.

Question 16

At least some of the increasing violence at home and in the workplace may be exacerbated by poor leadership.

Question 17

Fairness in the workplace makes intuitive sense and is present in many organizations.

Question 18

Performance

A)is the likelihood behavior an individual will initiate and continue exhibiting.
B)involves making judgments about the adequacy of behavior with respect to certain criteria such as organizational goals.
C)concerns those behaviors directed toward the organization's goals resulting from those behaviors.
D)describes choosing a task to engage in establishing the level of effort to put forth on it and determining the degree of persistence in it over time.

Question 19

Worker productivity and job dissatisfaction in the United States are at an all-time high.

Question 20

In Maslow's hierarchy, physiological and security needs must be satisfied before belongingness or esteem needs are pursued.

Question 21

What are the most powerful determinants of task behaviors, according to Locke and Latham?

A)Values
B)Goals
C)Abilities
D)Needs

Question 22

Which of the following are characteristics of empowered employees?

A)Have high competence.
B)Are self-determined.
C)The Self-Serving Bias.
D)All of these are characteristics of empowered employees.

Question 23

This occurs when leaders articulate high expectations for followers.

A)Hawthorne effect
B)Pygmalion effect
C)Placebo effect
D)Hierarchy effect

Question 24

One limitation of Maslow's Hierarchy of Needs is that it fails to:

A)consider an individual's higher order needs.
B)places too much emphasis on an individual's lower order needs.
C)includes the environment of the leadership interaction too much to address needs.
D)make specific predictions as to how individuals will satisfy their needs.

Question 25

Which of the following would most likely result in consistently higher effort and performance?

A)Goals that are both specific and difficult.
B)Goals that are very difficult to achieve.
C)"Do your best" goals.
D)Having clear goals.

Question 26

Which of the following is one of the micro level psychological components that underlies empowerment?

A)Influence
B)Meaning
C)Self-determination
D)All of these are correct.

Question 27

According to Herzberg's Two Factor Theory, which of the following are considered hygiene factors?

A)Recognition
B)Responsibility
C)Coworkers
D)Advancement and growth

Question 28

Which of the following statements concerning empowerment and the operant approach is accurate?

A)The situation is almost always fixed, and followers frequently the only variable that is important in the performance equation.
B)By changing the situation, leaders can enhance followers' motivation, performance, and satisfaction.
C)Restructuring work processes and procedures generally has little affect on follower's motivational levels.
D)None of these statements is accurate.

Question 29

Which of the following effects are the result of a leader's implicit and explicit expectations about goal accomplishment?

A)The Goal-setting Effect
B)The Pygmalion Effect
C)The Self-Serving Bias
D)The High-Expectation Effect

Question 30

According to the authors of the text, what are the key components that define empowerment?

A)Leaders delegate leadership and decision making down to the lowest level possible and equip followers with the resources, knowledge, and skills necessary to make good decisions.
B)Leaders articulate a vision and specific goals and hold followers responsible for achieving them.
C)Followers act as entrepreneurs and owners who question rules and make intelligent decisions.
D)Empowerment is a bottom up approach that focuses on intelligent risk taking, growth, change, trust, and ownership.

Question 31

An individual's tendency to exert effort toward task accomplishment depended partly on the strength of his/her motive to achieve success. This is called

A)problem solving.
B)customer orientation.
C)relationship building.
D)achievement orientation.

Question 32

According to Maslow's Hierarchy of Needs, which is the lowest level need?

A)Belongingness needs
B)Esteem needs
C)Physiological needs
D)Security needs

Question 33

Which of the following statements concerning affectivity from the leader's perspective is not accurate?

A)Different leadership experiences can result from leading a high percentage of followers having either positive or negative affectivity.
B)Followers with negative affectivity generally have lower levels of productivity.
C)A leader's own affectivity can strongly influence followers' morale or satisfaction levels.
D)All of these are accurate statements.

Question 34

According to the operant approach, which of the following statements would not describe a contingent reward?

A)An insurance salesperson receives their monthly commission check.
B)An employee receives an extra week of vacation time after their fifth year with the company.
C)An employee receives their Holiday bonus checks.
D)All of these describe contingent rewards.

Question 35

Leaders who have little faith in their followers' ability to accomplish a goal are rarely disappointed. This refers to

A)Placebo effect.
B)Pygmalion effect.
C)Golem effect.
D)Hierarchy effect.

Question 36

Which of the following would be an example of a non-contingent reward?

A)An annual performance bonus check.
B)A monthly salary check.
C)A monthly commission check.
D)None of these are non-contingent rewards.

Question 37

Which of the following statements about goals is false?

A)Determining just how challenging to make goals creates a dilemma for leaders.
B)Goal commitment is critical and is often as high as commitment to goals followers helped to set.
C)Followers exerted the greatest effort when goals were accompanied by feedback.
D)Easily attainable goals result in higher levels of effort and performance.

Question 38

Which of the following is not one of the macro level psychological components that underlies empowerment?

A)Motivation
B)Fear
C)Learning
D)Stress

Question 39

Which of the following statements is accurate concerning positive and negative affectivity?

A)People with a disposition for positive affectivity consistently react to changes, events, or situations in a positive manner.
B)Researchers have found that negative affectivity is not related to job dissatisfaction.
C)People with positive affectivity tend to avoid new situations.
D)All of these statements are accurate.

Question 40

Which of the following statements is inaccurate concerning "pay for performance"?

A)These programs offer to pay bonuses or commissions for results obtained.
B)"Pay for performance" generally only applies to sales positions.
C)One of the shortfalls of "pay for performance" systems is that they can be subject to situational factors that are not related to performance.
D)All of these statements are true.

Question 41

Which of the following is one of the motivators described in Herzberg's Two Factor Theory?

A)The work itself
B)Pay
C)Coworkers
D)Job security

Question 42

Provide a brief overview of the Potter and Rosenbach Followership Model.

Question 43

Which of the following is not a macro psychological component underlying empowerment?

A)Learning
B)Motivation
C)Stress
D)Meaning

Question 44

Briefly describe Herzberg's Two Factor Theory.

Question 45

Explain organizational citizenship behaviors with examples.

Question 46

Herzberg labeled the factors that led to satisfaction at work as

A)positive affectivity.
B)hygiene factors.
C)motivators.
D)negative affectivity.

Question 47

Adopting an effective empowerment program takes

A)motivation, learning and stress.
B)training, trust and time.
C)guidance, influence and support.
D)self-determination, meaning and competence.

Question 48

Compare and contrast the two conceptualizations of empowerment. Discuss the criticism of empowerment.

Question 49

This reflects the degree to which people are given information about different reward procedures and are treated with dignity and respect.

A)Decentralization
B)Interactional justice
C)Empowerment
D)Distributive justice

Question 50

Any consequence that increases the likelihood that a particular behavior will be repeated is called

A)motivation.
B)punishment.
C)reward.
D)preference.

Question 51

Name, define, and contract the three types of satisfaction researchers generally consider when looking at a person's attitudes about work.

Question 52

This assesses the overall degree to which employees are satisfied with their organization and their job.

A)Hygiene factors
B)Facet satisfaction item
C)Global satisfaction item
D)Motivators

Question 53

Compare and contrast performance and effectiveness.

Question 54

Summarize Maslow's hierarchy of needs.

Question 55

According to the two-factor theory, which of these is a hygiene factor?

A)Job security
B)Achievement
C)Responsibility
D)Advancement and growth

Question 56

List and briefly explain the six steps for improving followers' motivation and performance levels using operant principles.

Question 57

List and describe the 4 types of followers identified in the Potter and Rosenbach Followership Model.

Question 58

List and define the three components of organizational justice.

Question 59

Transformational leadership uses _____ as the fuel to drive followers' heightened motivational levels.

A)emotion
B)logic
C)reasoning
D)reward

Question 60

According to the text, what is the main reason for people staying with organizations?

A)Bases job evaluation on innovation.
B)Supports training and education.
C)Encourages fun, collegial relationships.
D)Promises of long-term employment.