Question 1

The administration of a pleasant and rewarding consequence following a desired behavior is positive reinforcement.

Accepted Answer

Positive reinforcement involves providing a pleasant or rewarding consequence after a desired behavior is exhibited, in order to increase the likelihood of that behavior being repeated in the future.

Question 2

Process theories explain how people select behavioral actions to meet their needs and determine whether their choices were successful.

Accepted Answer

Process theories, such as goal setting theory and self-regulation theory, focus on how individuals choose and carry out behaviors to achieve their goals and how they evaluate their success in reaching those goals.

Question 3

Extinction is the withholding of a positive reward.

Accepted Answer

Extinction is the process of withholding a positive reward that was previously given in response to a behavior in order to decrease the frequency of that behavior.

Question 4

Punishment increases the likelihood that behavior will be repeated.

Accepted Answer

Punishment is intended to decrease the likelihood of behavior being repeated. Reinforcement, on the other hand, increases the likelihood of behavior being repeated.

Question 5

Expectancy theory is based on the relationship among the individual's effort and performance and not on the desirability of outcomes.

Accepted Answer

Expectancy theory is based on the relationship among the individual's effort, performance, and the desirability of outcomes, suggesting that individuals are motivated when they believe their efforts will lead to effective performance and desirable rewards.

Question 6

Goal acceptance, in goal-setting theory, means that employees have to "buy into" the goals and be committed to them.

Accepted Answer

This is because if employees do not accept and commit to the goals set for them, then they are unlikely to put in the effort required to achieve them. Therefore, goal acceptance is a crucial aspect of the goal-setting process for successful goal attainment in organizations.

Question 7

Goal-setting theory proposes that specific, challenging goals increase motivation and performance when the goals are accepted by subordinates and these subordinates receive feedback to indicate their progress toward goal achievement.

Accepted Answer

This is the basic premise of goal-setting theory, which is supported by a vast amount of research. The idea is that setting specific and challenging goals can help to focus attention and effort, leading to improved performance. However, it's important that the goals are accepted by subordinates (i.e. they feel that they are capable of achieving them) and that feedback is provided to help individuals track their progress and make adjustments as needed.

Question 8

Goal specificity, in goal-setting theory, refers to the difficulty level of goals.

Accepted Answer

Goal specificity refers to how clear and precise a goal is, not to its difficulty level.

Question 9

The imposition of unpleasant outcomes on an employee is avoidance learning.

Accepted Answer

Avoidance learning involves learning to perform a behavior to prevent the occurrence of an unpleasant outcome, not the imposition of unpleasant outcomes.

Question 10

Behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated, as stated in the law of effect.

Accepted Answer

The law of effect, proposed by B.F. Skinner, states that behavior that is positively reinforced (i.e. rewarded) tends to be repeated, while behavior that is not reinforced (or punished) tends not to be repeated. This principle has been widely validated in psychological research and is a key concept in behaviorism.

Question 11

Punishment in organizations is often criticized because it fails to indicate the correct behavior.

Accepted Answer

Punishment, although it may discourage inappropriate behavior, does not necessarily indicate the correct behavior that should be exhibited in the future. Positive reinforcement and clear communication of expectations and goals are more effective in promoting desirable behavior in organizations.

Question 12

Job rotation moves employees systematicallyfrom one job to another to provide variety and stimulation.

Accepted Answer

Job rotation is a technique used by organizations to prepare employees for different roles and responsibilities. It involves moving employees systematically from one job to another to provide variety and stimulation. This helps employees to gain exposure to different areas of the organization and acquire knowledge, skills, and competencies required for their career advancement. Therefore, the statement is true.

Question 13

Equity theory focuses on individuals' perceptions of how fairly they are treated compared with others.

Accepted Answer

Equity theory is based on individuals' perception of fairness in comparison to others, making the statement true.

Question 14

Equity theory, developed by J. Stacy Adams, states that people evaluate equity by a ratio of inputs to outcomes.

Accepted Answer

Equity theory proposes that individuals compare their inputs (such as effort, skills, experience) and outcomes (such as pay, recognition, benefits) with those of others and evaluate fairness based on the ratio of inputs to outcomes.

Question 15

Expectancy theory is a process theory that focuses on individuals' perceptions of how fairly they are treated compared with others.

Accepted Answer

Expectancy theory is a motivation theory that explains how individuals decide to act in ways that lead to desired outcomes, focusing on the cognitive processes regarding choice, or deciding among different behaviors. The theory that focuses on individuals' perceptions of fairness is Equity Theory.

Question 16

According to expectancy theory, a person's E →P expectancy is the expectancy that putting effort into a given task will lead to high performance.

Accepted Answer

According to expectancy theory, E →P expectancy refers to the belief that putting effort into a particular task will lead to high performance.

Question 17

Punishment refers to the imposition of an unpleasant outcome following an undesirable behavior.

Accepted Answer

Punishment involves the use of aversive consequences to reduce undesirable behavior.

Question 18

According to expectancy theory, for an employee to be highly 
motivated, E → P expectancy, P → O expectancy,and valence must be high.

Accepted Answer

According to expectancy theory, a employee's motivation is determined by their belief that effort (E) will lead to good performance (P), good performance will lead to desired outcomes (O), and the value of those outcomes (valence). Therefore, for an employee to be highly motivated, all three components (E → P, P → O, and valence) must be high.

Question 19

Expectancy theory attempts to define specific types of needs or rewards to establish that they exist and may be similar to other individuals.

Accepted Answer

Expectancy theory focuses on how individuals make choices based on their expectations of the outcome and the value they place on that outcome, rather than defining specific types of needs or rewards.

Question 20

Valence is the value of outcomes, or attraction to outcomes, for the individual.

Accepted Answer

Valence refers to the individual's positive or negative emotional attachment or attraction to a specific outcome or result. It is the subjective value that a person places on an outcome, based on how much satisfaction or dissatisfaction it provides.

Quiz 16: Motivating Employees