Question 1

Two of the practical managerial questions regarding work motivation are: How can a team leader or manager build a high-performance work setting? What can be done to ensure that everyone achieves the highest possible performance during every workday?

Accepted Answer

These questions are indeed practical managerial concerns related to work motivation, focusing on creating a high-performance environment and maximizing daily employee performance.

Question 2

Motivation refers to forces within the individual that account for the level, direction, and persistence of effort expended at work.

Accepted Answer

Motivation is indeed about the internal forces or factors that influence an individual's level of effort, the direction of that effort, and how long that effort is maintained when aiming to achieve a specific goal, especially in a work context.

Question 3

A highly motivated person works hard at a job and an unmotivated person does not work hard at a job.

Accepted Answer

Motivation often influences work effort, with highly motivated individuals typically exerting more effort than unmotivated ones.

Question 4

A highly motivated workforce is essential for organizations to consistently achieve high-performance outcomes.

Accepted Answer

A highly motivated workforce is crucial because motivated employees are more productive, engaged, and committed to their work, leading to better performance outcomes for the organization.

Question 5

A manager who leads through motivation creates conditions under which other people are consistently inspired to work hard.

Accepted Answer

A manager who leads through motivation effectively inspires their team, creating an environment where individuals are encouraged and energized to perform their best work consistently.

Question 6

A need is a work outcome of positive value to an individual.

Accepted Answer

A need refers to a requirement essential for an individual's well-being or survival, not necessarily a work outcome.

Question 7

A reward is a work outcome of positive value to an individual.

Accepted Answer

A reward is indeed considered a work outcome of positive value to an individual, as it represents a form of recognition or compensation that has a desirable effect, enhancing motivation and satisfaction.

Question 8

Examples of intrinsic rewards include feelings of competency, personal development, and self-control.

Accepted Answer

Intrinsic rewards are internal, psychological rewards such as satisfaction, a sense of achievement, and personal growth, which align with feelings of competency, personal development, and self-control.

Question 9

Performance-contingent rewards refer to linking rewards directly to performance.

Accepted Answer

Performance-contingent rewards are specifically designed to be given out based on the achievement of certain performance criteria, directly linking the reward to the individual's or group's performance.

Question 10

To take full advantage of the possibilities for creatively linking rewards and performance, managers must respect diversity and individual differences in order to understand what people want from work.

Accepted Answer

Understanding diversity and individual differences is crucial for managers to tailor rewards and incentives that align with what each employee values, thereby maximizing motivation and performance.

Question 11

To take full advantage of the possibilities for creatively linking rewards and performance, managers must minimize the costs of rewards used at lower organizational levels in order to create substantial reserves to reward upper management.

Accepted Answer

Effective reward systems are designed to be equitable and motivate employees at all levels, not just upper management. They should balance rewards across the organization to ensure motivation and performance improvements throughout, rather than concentrating resources solely at the top.

Question 12

A(n) ___ is a work outcome of positive value to an individual.
A) job
B) career
C) reward
D) attitude
E) need

Accepted Answer

A reward is a work outcome of positive value to an individual, as it directly refers to something given in recognition of one's service, effort, or achievement.

Question 13

All of the following accurately represent the nature of rewards except
A) extrinsic rewards are externally administered.
B) examples of intrinsic rewards include feelings of competency, personal development, and self-control.
C) in general, rewards have relatively little impact on motivation.
D) intrinsic rewards occur naturally during job performance.
E) examples of extrinsic rewards include pay bonuses, promotions, time off, special assignments, office fixtures, awards, and verbal praise.

Accepted Answer

Rewards, both intrinsic and extrinsic, significantly impact motivation by encouraging desired behaviors and outcomes, contrary to the statement in option C.

Question 14

___ refer(s) to linking rewards directly to performance.
A) Performance management
B) Direct motivation
C) Performance-contingent rewards
D) Need-based reward practices
E) Linkage management

Accepted Answer

Performance-contingent rewards specifically refer to the concept of linking rewards directly to the performance of an individual or group, meaning that the rewards are contingent upon meeting or exceeding certain performance criteria.

Quiz 4: Motivation Theory and Practice