Question 1

The concept of motivation helps explain differences seen among people in terms of the energy and direction of their behavior.

Accepted Answer

Motivation is the driving force that directs and energizes behavior. Therefore, the concept of motivation helps explain why some individuals are more energized and directed towards achieving certain goals or performing certain tasks compared to others.

Question 2

According to McClelland,differences in achievement orientation are a key reason why people differ in the levels of effort they exert to accomplish assignments,objectives,or goals.

Accepted Answer

McClelland's theory of achievement motivation suggests that people with a higher need for achievement are more likely to exert effort to accomplish goals, while those with a lower need for achievement may be less motivated to put in the same level of effort. Therefore, differences in achievement orientation can indeed explain why people differ in their levels of effort.

Question 3

The second component of a performance management cycle is planning that includes tracking follower performance,sharing feedback on goal progress,providing needed resources and coaching,and the like.

Accepted Answer

False

Question 4

Employee engagement is the extent to which people enjoy coming to work or are happy with their pay and benefits,and job satisfaction is the extent to which people are absorbed with,committed to,and enthusiastic about their assigned work tasks.

Accepted Answer

The answer of Employee engagement is the extent to which...

Question 5

In the context of approaches to motivation,an empowered worker will have fewer choices in how and when to accomplish high work demands and as such will suffer from more stress than will an unempowered worker.

Accepted Answer

An empowered worker will have more choices and control over how and when to accomplish high work demands, leading to lower levels of stress. Unempowered workers, on the other hand, may feel overwhelmed and stressed by lack of control or autonomy in their work.

Question 6

Volunteering to help another employee with a task or project is an example of organizational citizenship behavior.

Accepted Answer

Volunteering to help another employee is a selfless act that goes beyond the requirements of one's job and can contribute to the overall success of the organization. This is an example of organizational citizenship behavior, which refers to actions that support the well-being of the organization as a whole.

Question 7

According to research,a strong correlation exists between the amount of money an organization spends on motivational programs and motivational speakers and its revenues,profitability,and market share.

Accepted Answer

The answer of According to research,a strong correlation exists between...

Question 8

According to the Pygmalion effect,leaders who have little faith in their followers' ability to accomplish a goal are rarely disappointed.

Accepted Answer

The answer of According to the Pygmalion effect,leaders who have...

Question 9

A firm with a pay-for-performance culture that distributes bonuses and commissions for results obtained is most likely using the empowerment approach to motivate employees.

Accepted Answer

The answer of A firm with a pay-for-performance culture that...

Question 10

Studies suggest that if firms could get almost 4 percent more work out of each employee,the GDP in the United States would increase by $355 billion.

Accepted Answer

This statement is true, as reported by an article in Forbes which cites a study by Accenture Strategy.

Question 11

In the context of the operant approach,noncontingent rewards or punishments are administered as consequences of a particular behavior.

Accepted Answer

The answer of In the context of the operant approach,noncontingent...

Question 12

Companies that spend a considerable amount of time and effort attracting,developing,and retaining the best people often report superior financial results.

Accepted Answer

Studies have found that companies with a strong focus on talent management and development tend to perform better financially than those that do not prioritize these activities. By attracting, developing, and retaining top talent, companies can gain a competitive advantage, foster innovation, and improve overall organizational effectiveness.

Question 13

Job satisfaction is not how hard one works or how well one works,but rather how much one likes a specific kind of job or work activity.

Accepted Answer

Job satisfaction is defined as the level of contentment that an employee feels with their job or work activity, and is not necessarily tied to how hard or how well they work. It is based on subjective factors such as job fit, work-life balance, relationships with coworkers and supervisors, salary and benefits, job security, and personal values and goals.

Question 14

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

Accepted Answer

According to Maslow's hierarchy of needs, the lower level needs of physiological and safety must be met before an individual can focus on belongingness and esteem needs.

Question 15

Performance differs from effectiveness in that performance generally involves making judgments about the adequacy of behavior with respect to certain criteria such as work group or organizational goals.

Accepted Answer

The answer of Performance differs from effectiveness in that performance...

Question 16

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

Accepted Answer

The answer of Worker productivity and job dissatisfaction in the...

Question 17

According to Daniel Pink,rewards and punishment are unhelpful in motivating employees doing routine,assembly line work but work well when it comes to performing complex tasks or creating new products.

Accepted Answer

The answer of According to Daniel Pink,rewards and punishment are...

Question 18

Leaders that use operant principles to motivate workers should limit themselves to administering organizationally sanctioned rewards and punishments.

Accepted Answer

While operant principles suggest the use of rewards and punishments to shape behavior, leaders should not limit themselves to only using organizationally sanctioned rewards and punishments. Creative and personalized rewards and punishments based on individual preferences and behaviors can be more effective in motivating workers. Additionally, leaders should use positive reinforcement and not rely solely on punishment to motivate workers.

Question 19

According to Daniel Pink,the three fundamental needs that drive employees who create new products or services or perform complex,non-routine work are autonomy,mastery,and meaning.

Accepted Answer

Daniel Pink's book "Drive" discusses the three fundamental needs of autonomy, mastery, and meaning as motivators for employees performing creative or complex work.

Question 20

Motivation,learning,and stress are the three macro psychological components of empowerment.

Accepted Answer

This statement is true, as motivation, learning, and stress are key elements that contribute to an individual's sense of empowerment in various domains, such as work, education, and personal life.

Quiz 9: Motivation, performance, and Effectiveness