Question 1

On the basis of research evidence, the two basic needs categories are:&#10;A) tangible and intangible needs&#10;B) physiological and psychological needs&#10;C) higher-order and lower-order needs&#10;D) extrinsic and intrinsic needs&#10;E) realized and unrealized needs

Accepted Answer

C

Question 2

Which of the following statements about goal-setting theory is true?&#10;A) Feedback should not be specific.&#10;B) Goals should be specific, measurable, attainable, and generalized.&#10;C) Workers do not have to truly accept organizational goals for goal-setting theory to be motivational.&#10;D) Goals can energize behavior.&#10;E) None of the above statements about goal-setting theory is true.

Accepted Answer

Feedback should specific and performance-related. Goals, too, should be specific. For goals to be motivational, workers must truly accept them.

Question 3

Goal acceptance is most similar to the idea of:&#10;A) goal congruity&#10;B) goal commitment&#10;C) goal valence&#10;D) goal expectancy&#10;E) groupthink

Accepted Answer

Goal acceptance is the extent to which people consciously understand and agree to goals.

Question 4

According to the expectancy theory, ________affect the conscious choices that people make about their motivation.&#10;A) equity, value-added, and instrumentality&#10;B) valence, expectancy, and instrumentality&#10;C) expectancy, reinforcement, and instrumentality&#10;D) instrumentality, equity, and expectancy&#10;E) expectancy, equity, and reinforcement&#10;Affect the conscious choices that people make about their

Accepted Answer

The expectancy theory states that motivation is influenced by three factors: valence (the value an individual places on a specific outcome), expectancy (the belief that effort will lead to improved performance), and instrumentality (the belief that improved performance will result in desired outcomes). Therefore, option B correctly identifies the three elements of the expectancy theory.

Question 5

Once lower-order needs are satisfied, it is difficult to predict which higher-order needs will motivate behavior.

Accepted Answer

This is because higher-order needs are more unique and subjective to an individual's personal values and beliefs, and therefore may vary greatly from person to person.

Question 6

In general, extrinsic rewards are more important to workers than intrinsic rewards.

Accepted Answer

Both extrinsic and intrinsic rewards are identified as among the most important rewards to workers in general.

Question 7

In a(n)  _______reinforcement schedule, consequences follow a behavior after different times, some shorter and some longer, that vary around a specified average time.&#10;A) fixed interval&#10;B) variable interval&#10;C) fixed ratio&#10;D) variable ratio&#10;E) continuous ratio

Accepted Answer

This describes a variable interval reinforcement schedule, where a behavior is reinforced after varying amounts of time around an average time. For example, an animal might receive a food reward for pressing a lever, but the amount of time that passes between each reward varies.

Question 8

Which of the following is a basic component of equity theory?&#10;A) valences&#10;B) reinforcement&#10;C) referents&#10;D) instrumentality&#10;E) expectancy

Accepted Answer

Referents are a basic component of equity theory. Referents are the people or groups employees use to make comparisons about their own pay and treatment. These comparisons can impact employees’ level of job satisfaction and motivation. Valences, reinforcement, instrumentality, and expectancy are all components of other motivation theories.

Question 9

Punishment is also called avoidance learning.

Accepted Answer

Negative reinforcement is also called avoidance learning, because workers perform a behavior to avoid a negative consequence.

Question 10

Distributive justice refers to the perceived fairness of the process used to make reward allocation decisions.

Accepted Answer

This is the definition of procedural justice. Distributive justice refers to the perceived degree to which outcomes and rewards are fairly distributed or allocated.

Question 11

Overreward frequently causes inequity.

Accepted Answer

The answer of Overreward frequently causes inequity....

Deck 12: Section 2: Managing Individuals and a Diverse Work Force