Deck 14: Motivating Employees

Question 1

According to Maslow, the basic needs for food, drink, and shelter are called psychological needs.

Answer 1

False

Question 2

Motivation is an internal state that makes certain outcomes appear attractive.

Answer 2

False

Question 3

A Theory Y manager would believe that people seek out responsibility.

Answer 3

True

Question 4

According to Maslow's hierarchy of needs theory, lower-order needs are predominantly satisfied internally while higher-order needs are satisfied externally.

Question 5

According to Herzberg, salary and status are both motivators.

Question 6

High achievers prefer tasks that are average in difficulty and avoid highly challenging tasks.

Question 7

A Theory X manager would believe that people dislike work.

Question 8

All individuals have the same motivational drive; it just manifests itself in different ways.

Question 9

Managers using reinforcement theory to motivate employees should ignore, not punish, undesirable behaviour.

Question 10

People with a high need for achievement strive for the trappings and rewards of success rather than for personal achievement.

Question 11

According to Maslow's hierarchy of needs theory, once a need is substantially satisfied, an individual is no longer motivated to satisfy that need.

Question 12

According to the goal-setting theory, a generalized goal of "do your best" will produce a higher output than specific, challenging goals.

Question 13

The three key elements in motivation are effort, organizational goals, and needs.

Question 14

When faced with a difficult task, individuals with low self-efficacy tend to give up altogether.

Question 15

Research clearly indicates that the Theory Y manager is more effective in motivating employees than the Theory X manager.

Question 16

Joseph, a line manager at a plant, believes that his workers have little drive and will not work unless pushed by him. Therefore, he closely monitors and controls their work and pulls up those who do not meet his standards. Joseph is a Theory Y manager.

Question 17

Job enlargement is the vertical expansion of a job by adding planning and evaluating responsibilities.

Question 18

According to Herzberg, working conditions and security are both hygiene factors.

Question 19

Intrinsic motivation comes from such things as pay, bonuses and other tangible rewards.

Question 20

Motivation is the result of the interaction between a person and a situation.

Question 21

According to the job characteristics model, combining fragmented tasks will help increase skill variety and task identity.

Question 22

The referent with which employees choose to compare themselves is an important variable in expectancy theory.

Question 23

According to the job characteristics model (JCM), experienced meaningfulness of work will be determined by three core job dimensions: skill variety, task identity, and autonomy.

Question 24

In countries such as Japan, Greece, and Mexico where uncertainty avoidance characteristics are strong, security needs would be at the top of the needs hierarchy.

Question 25

In the job characteristics model (JCM), task significance refers to the degree to which a job requires completion of a whole and identifiable piece of work.

Question 26

Proactive perspective of work design involves employees in changing how their work is performed.

Question 27

The level of individual performance is more dependent on the value of the reward than by the skills individual has.

Question 28

Job characteristics models may not be appropriate for service- and knowledge-oriented jobs.

Question 29

Instrumentality is related directly to the skills, tools, and equipment available to the individual to perform the task.

Question 30

According to equity theory, a person who earns $50,000 will be less satisfied with his or her pay than a person who earns $100,000.

Question 31

Offering employees opportunities for training and development is a good way to motivate in economic downturns.

Question 32

Employee relationships are important in designing motivating jobs.

Question 33

When a mail sorter's job is expanded to include mail delivery, the mail sorter has experienced job enlargement.

Question 34

Expectancy theory recognizes that different individuals value different rewards and therefore exert effort in relation to the perceived rewards.

Question 35

Current motivational theories place strong emphasis on individualism and quantity-of-life characteristics that do not translate well to different cultures.

Question 36

Making job responsibilities narrower and more specialized is the most effective way of motivating employees.

Question 37

In expectancy theory, instrumentality is the probability perceived by the individual that exerting a given amount of effort will lead to a certain level of performance.

Question 38

Motivational theories are universal and can be applied in any geographic location.

Question 39

Procedural justice is more likely to result in organizational commitment than distributive justice.

Question 40

High achievers are more motivated by the organization's assessment of his or her performance than with internal motives.

Question 41

John has a job that pays well, is recognized for his contribution to the organization, and has an active social life. His overpowering drive now is to become all that he is capable of becoming. John is focused on which level of Maslow's hierarchy of needs?

A) physiological
B) safety
C) social
D) philosophical
E) self-actualization

Question 42

In the context of Maslow's hierarchy of needs theory, when a company has a space where employees can meet during breaks and catch up with each other, the company is taking care of the employees' ________ needs.

A) safety
B) self-actualization
C) social
D) self-esteem
E) group

Question 43

The three key elements in the definition of motivation are __________,.

A) effort, expectancy, and rewards
B) ability, goals, and effort
C) intensity, direction, and persistence
D) skills, goals, and persistence
E) working conditions, recognition, and rewards

Question 44

According to Maslow's hierarchy of needs theory, ________ needs are predominantly satisfied externally while ________ needs are satisfied internally.

A) social; physiological
B) safety; self-actualization
C) self-actualization; physiological
D) social; safety
E) physiological; safety

Question 45

In the context of Maslow's hierarchy of needs theory, when a company names an "Employee of the Month" and "Employee of the Year," the company is addressing employees' ________ needs.

A) safety
B) self-actualization
C) social
D) esteem
E) physiological

Question 46

Research shows that the opportunity to learn is more motivational to women than men.

Question 47

According to Maslow's hierarchy of needs theory, when an employer provides his employees health insurance, he is taking care of their ________ needs.

A) safety
B) social
C) self-actualization
D) esteem
E) physiological

Question 48

According to Maslow's theory, when does a need stop motivating?

A) never
B) when an individual cannot satisfy it
C) when it is substantially satisfied
D) when an individual returns to a lower level of need
E) when an individual achieves self-actualization

Question 49

When considering how to motivate employees, it must be kept in mind that professionals tend to be focused on their work as their central life interest, whereas nonprofessionals typically have other interests outside of work that can compensate for needs not met on the job.

Question 50

__________ motivation comes from such things as pay, bonuses, and other tangible rewards.

A) Work-related
B) Job performance
C) Intrinsic
D) Organizational
E) Extrinsic

Question 51

The loyalty of professionals is more often to their employer than to their profession.

Question 52

A retired senior who goes back to college to pursue a degree because she always wondered if she was capable is most likely focused on what need?

A) physiological
B) safety
C) social
D) esteem
E) self-actualization

Question 53

Growth, achieving one's potential, self-fulfillment, and the drive to become what one is capable of becoming all occur at which level on Maslow's hierarchy of needs?

A) physiological
B) esteem
C) social
D) self-actualization
E) psychological

Question 54

An internal state that makes certain outcomes appear attractive is known as __________.

A) motivation
B) leadership
C) effort
D) a need
E) a goal

Question 55

The goal of open-book management is to help employees understand the strategic goals of the organization.

Question 56

High levels of effort are unlikely to lead to favourable job performance unless __________.

A) technology is also considered
B) the effort also benefits the organization
C) teamwork is also considered
D) management efforts are rewarded
E) Theory X assumptions are applied

Question 57

The motivation process moves from unsatisfied need to tension to _________.

A) satisfied need
B) tension reduction
C) psychological stress
D) search behaviour
E) effort

Question 58

The need for such factors as status, recognition, attention, self-respect, autonomy, and achievement occur at which level on Maslow's hierarchy of needs?

A) physiological
B) esteem
C) social
D) self-actualization
E) safety

Question 59

Most employee recognition programs are not financially based the hence have no impact on employee motivation.

Question 60

According to Maslow, an employee who has a need for more self-respect has unmet __________ needs.

A) physiological
B) safety
C) social
D) esteem
E) self-actualization

Question 61

According to Herzberg, when __________ factors are present, people won't be dissatisfied, but they won't be satisfied either.

A) intrinsic
B) social
C) motivating
D) performance
E) hygiene

Question 62

You are acting as manager and mentor to Melanie, an employee who has been identified as a high achiever. Going by McClelland's three-needs theory, which of the following measures would best help you to motivate Marsha to do her best?

A) promising her a promotion and a raise if she reaches her targets
B) giving her a job that holds her personally responsible for finding solutions to problems
C) setting goals that are just out of her reach in order to push her
D) giving her a managerial position that requires her to help others accomplish their goals
E) giving her easy goals so she won't be intimidated

Question 63

McGregor's Theory Y assumed that individuals were primarily focused on satisfying their __________ needs.

A) physiological
B) safety
C) hygiene
D) extrinsic
E) higher-order

Question 64

According to the three-needs theory, the best managers tend to be _______.

A) low in the need for affiliation
B) low in the need for power
C) high in the need for security
D) high in the need for achievement
E) high in the need for affiliation

Question 65

Irene, CEO of a small company, strongly believes in Douglas McGregor's assumptions about human nature. Which of the following management practices is Irene most likely to favor to maximize employee motivation?

A) a top-down decision-making structure
B) a stringent system of monitoring and controlling employees
C) making jobs narrower in scope and shallow in depth
D) participatory management
E) self-generated feedback on progress

Question 66

According to McGregor's Theory Y perspective, employees __________.

A) dislike work
B) want to avoid responsibility
C) need to be closely controlled to perform
D) consider work a natural activity
E) cannot exercise self-direction

Question 67

__________ assumes that employees have little ambition, dislike work, and want to avoid responsibility.

A) Theory Y
B) Theory X
C) Two-factor Theory
D) Equity Theory
E) Expectancy Theory

Question 68

McGregor's Theory X suggests that workers are almost exclusively driven by __________ motivators.

A) extrinsic
B) intrinsic
C) psychological
D) job feedback
E) higher-order

Question 69

According to Herzberg, which of the following is a motivator?

A) relationship with supervisor
B) relationship with peers
C) job security
D) salary
E) the work itself

Question 70

According to Herzberg, salary, working conditions, and security are all examples of __________.

A) Theory X
B) Theory Y
C) motivators
D) hygiene factors
E) physiological needs

Question 71

Individuals belief that s/he is capable of performing a task is referred to as _________.

A) self esteem
B) self-acceptance
C) internal motivation
D) self-efficacy
E) self-actualization

Question 72

People with a high need for achievement ________.

A) emphasize helping others achieve their goals
B) make good managers, especially in large organizations
C) prefer moderately challenging goals
D) emphasize the rewards of success
E) prefer highly challenging goals

Question 73

According to Herzberg, achievement, recognition, and growth are examples of __________.

A) Theory X
B) Theory Y
C) motivators
D) hygiene factors
E) extrinsic factors

Question 74

According to the three-needs theory, the need for ________ is the drive to succeed and excel in relation to a set of standards.

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

Question 75

Believing that individual's attitudes toward work determined success or failure, Herzberg investigated the question "__________"

A) What makes the perfect job?
B) Why do workers obey managers?
C) When do workers perceive their pay to be fair and equitable?
D) What do people want from their jobs?
E) Why are most workers not motivated?

Question 76

The goal-setting theory professes that motivation is maximized by _______.

A) easy and achievable goals
B) difficult goals
C) autonomy
D) relationship with supervisor
E) self-direction

Question 77

According to Herzberg, which of the following is a hygiene factor?

A) achievement
B) recognition
C) responsibility
D) salary
E) the work itself

Question 78

According to McGregor's Theory X perspective, employees __________.

A) like work
B) want to avoid responsibility
C) are trying to satisfy their need for esteem
D) consider work a natural activity
E) can exercise self-direction

Question 79

The three-needs theory of motivation states that there are three ________ needs that are major motives in work.

A) physical
B) acquired
C) safety
D) innate
E) esteem

Question 80

Lorenzo, a sales executive at Opheus International, was identified early on as a high-achiever. His manager took a personal interest in his career and provided him good assignments, targeted training, and development programs. However, after a couple of years, it was evident that Lorenzo was not living up to his potential. He was demotivated and dissatisfied with his job. Which of the following facts, if true, would explain Lorenzo's lack of motivation?

A) His sales targets-set personally by him-were challenging but achievable for a person of his calibre in current market conditions.
B) His manager used to have frequent meetings with him to let him know exactly how he was doing on his tasks and whether he was improving.
C) Over the past year, he had been given the charge for developing a marketing plan for making inroads into a new market.
D) Over the past year, he was moved into a supervisory position where his main responsibility was to provide leads and support to others in his team and to help achieve their targets.
E) He held an internal belief that he should be the highest paid individual in his department because of the skills he brought into the team.