Deck 6: Motivation

Question 1

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

Answer 1

True

Question 2

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

Answer 2

False

Question 3

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

Answer 3

True

Question 4

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

Question 5

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

Question 6

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

Question 7

Individuals who value money for the achievement, respect, and freedom it confers value the rational meaning of money.

Question 8

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 9

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

Question 10

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 11

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

Question 12

Motivation determines the direction, intensity, and outcome of effort.

Question 13

Valence can be positive, negative, or zero.

Question 14

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

Question 15

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

Question 16

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

Question 17

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

Question 18

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

Question 19

Hannah has been asked to give the opening speech at her global company's annual sales convention. She has successfully given speeches in the past, and her friends have all told her she would be great at this. These have resulted in a high sense of self-efficacy, and she accepts the assignment.

Question 20

Leticia has been assigned a task for which she does not have the necessary skills or knowledge. Although she knows she can't do the task, she really wants the bonus she can earn by completely the task. According to expectancy theory, Leticia's will be highly motivated to complete the task.

Question 21

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

Question 22

Grace invests a great deal of energy in her job.She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative.Grace demonstrates a high level of ______.

A)engagement
B)expectancy
C)instrumentality
D)goal acceptance
E)equity appreciation

Question 23

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

Question 24

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

Question 25

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 26

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

Question 27

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 28

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

Question 29

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 30

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

Question 31

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

Question 32

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

Question 33

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 34

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 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

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

Question 37

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

Question 38

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

Question 39

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 40

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

Question 41

The Cotton Yard is a family run knitting company.It specializes in custom-made woolen sweaters, pullovers, scarves and gloves.Younger family members have learn the value of attention to detail when creating a knit pattern by observing the praise given to knitters who exhibit this level of attention.Those who now exhibit close attention to detail while knitting have learned through______.

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

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 44

To hold a high evaluation of oneself and to feel effective and respected by others are _____ needs.

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

Question 45

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 46

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 47

Food, shelter, safety, and protection required for human existence represent _____ needs.

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

Question 48

______ is (are) an important moderator of what individuals consider to be positively or negatively valent.

A)Culture
B)Expectancy
C)Generalizability
D)Self-efficacy
E)SMART goals

Question 49

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 50

Steffi and Emily work at Education Yours, a non-profit educational institution.Last month, Steffi, newly hired on a temporary teaching assignment, has been asked to teach an online course.Being new to online teaching, Steffi talks with Emily and several individuals who have been teaching online for several years.Emily discusses the pride she takes in her teaching, and says she always approaches her teaching with total enthusiasm.She also expresses her belief that exerting high level of effort will result in a successful performance for Steffi in her online teaching.Emily's self-efficacy source appears to be:

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

Question 51

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 teach an online course.Being new to online teaching, Steffi is considering her efficacy.She talks to Emily and other individuals who have been teaching online for several years.Emily takes pride in her teaching and always approaches her teaching with total enthusiasm.Emily tells Steffi that she believes exerting a high level of effort will result in a successful performance in her online teaching.Which of the following best describes Emily's belief about exerting high level of effort?

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

Question 52

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 53

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 54

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 55

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 56

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 57

Efficacy is moderated 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 58

The dimensions of psychological empowerment include all of these except:

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

Question 59

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 60

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

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

Question 61

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 62

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 63

Managers in global organizations recognize that some motivators are universal; that is, they work no matter what the culture.Other motivators differ by culture.Which of the following is not a universal motivator?

A)Participation
B)Interesting work
C)Pay
D)Achievement
E)Growth

Question 64

_____ consists of updates on employee progress toward goal attainment.

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

Question 65

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

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

Question 66

_____ 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 67

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

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

Question 68

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 69

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 70

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 71

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 72

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 73

After the annual appraisal, Ted was disappointed with his 10% increase in pay compared to the 20% increase his colleagues received.When Ted spoke to his manager, he was told his colleagues were able to perform well over the minimum standard.Ted had not been aware of the minimum he was expected to achieve or the levels generally achieved by his colleagues.What would help Ted improve his performance?

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

Question 74

Which of the following is true about goal setting?

A)Specific, difficult goals are best.
B)Difficult goals reduce motivation.
C)SNARK goals result in the highest levels of goals achievement.
D)Employees work hardest and are most engaged when the goals are easy.
E)Equity is the greatest moderator of goal achievement.

Question 75

_____ 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 76

_____ 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 77

_____ 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 78

"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 79

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

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

Question 80

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

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