Question 1

The managers in an organization wanted to reduce employee turnover by increasing employee job satisfaction. Therefore, they provided employees with a safe work environment and a sense of job security. However, the turnover rate did not decrease even after implementing these changes. During exit interviews, the employees complained that they do not have any opportunities for achievement and personal recognition. From this scenario, according to Herzberg's theory, it can be understood that
A) hygiene factors are lacking in the organization.
B) the organization falls short of motivators.
C) all employees are self-actualized individuals.
D) the employees' higher-order needs are met.

Accepted Answer

According to Herzberg's two-factor theory, job satisfaction is influenced by hygiene factors and motivators. Hygiene factors include working conditions, job security, and salary, and if they are not met, they can cause dissatisfaction among employees. In this scenario, the organization has provided employees with a safe work environment and a sense of job security, which are hygiene factors. However, the employees still have complaints about their job satisfaction, indicating that there is a lack of motivators such as achievement, recognition, and personal growth. Therefore, the organization falls short of motivators.

Question 2

Which of the following is an intrinsic reward?
A) Recognition
B) Interesting task
C) Employee benefits
D) Monetary bonus

Accepted Answer

An interesting task is an example of an intrinsic reward, because the individual feels satisfied and fulfilled by the nature of the task rather than external factors like money or recognition.

Question 3

The acronym ERG in Alderfer's theory of motivation refers to
A) existence, relatedness, and growth.
B) empowerment, reliance, and greatness.
C) engagement, responsibility, and governance.
D) employment, recognition, and gain.

Accepted Answer

ERG in Alderfer's theory of motivation denotes Existence, Relatedness, and Growth. It is a motivation theory that groups human needs into three categories. Existence needs, relatedness needs, and growth needs.

Question 4

Maria and Jose have worked together in the same office in the same position for quite some time. They have similar educational backgrounds and have been in the job for about the same period of time. Maria works extremely hard and often notices that Jose is taking long breaks and not putting in the same effort as she is. Thus, when she learns that Jose is paid $8,000 more than what she earns, she gets very upset and decides to reduce her effort and take long breaks as well. Which of the following theories explains this behavior?
A) Expectancy theory
B) Equity theory
C) ERG theory
D) Goal-setting theory

Accepted Answer

The behavior of Maria can be explained by the Equity Theory, which suggests that individuals compare their inputs (efforts, skills, experience, etc.) and outputs (pay, benefits, recognition, etc.) with others who share the same job or position. When they perceive an inequity (such as receiving less pay than someone else who is equally competent), they might decrease their effort or demand better compensation to restore a sense of fairness. In this case, Maria is reacting to the perceived inequity by reducing her effort and taking more breaks, which is a form of protest against the unfair situation she feels.

Question 5

Managers at Glasglow Company sought to increase transparency in organizational processes, emphasize fairness, and build trust so as to fulfill employees' drive to
A) acquire.
B) bond.
C) comprehend.
D) defend.

Accepted Answer

Increasing transparency, emphasizing fairness, and building trust are strategies aimed at fulfilling employees' drive to defend, as these actions help create a secure and trustworthy environment.

Question 6

Adam, a team leader, while assessing the performance of his team members, came to realize that their performance was deteriorating. In order to motivate them, Adam adopted the four-drive theory of motivation and differentiated good performers from average and poor performers. Moreover, he designed a reward system such that it was tied clearly to performance. From this scenario, it can be inferred that Adam tried to fulfill the employees' drive to
A) acquire.
B) bond.
C) comprehend.
D) defend.

Accepted Answer

Adam's approach of designing a reward system tied to performance directly appeals to the employees' drive to acquire, which includes the desire for material and non-material goods.

Question 7

Which of the following is one of the three needs of McClelland's acquired needs theory?
A) Need for motivation
B) Need for challenge
C) Need for power
D) Need for safety

Accepted Answer

One of the three needs of McClelland's acquired needs theory is the need for power. This refers to the desire to control others, influence their behavior, and be seen as a leader. The other two needs are the need for achievement (the desire to accomplish challenging goals) and the need for affiliation (the desire for positive relationships with others). Options A, B, and D are not part of McClelland's theory.

Question 8

The study of the incentives and needs that motivate people to perform in a certain way are called _____ theories of motivation.
A) content
B) path-goal
C) reinforcement
D) process

Accepted Answer

Content theories of motivation focus on the internal factors that energize and direct human behavior, such as individual needs and goals.

Question 9

Which of the following statements about extrinsic and intrinsic rewards is true?
A) Intrinsic rewards are specific, tangible, and easy to compare.
B) Extrinsic rewards include interesting and challenging work.
C) Intrinsic rewards generally provide personal satisfaction.
D) Extrinsic rewards are based on individuals' conception of their worth.

Accepted Answer

Intrinsic rewards are rewards that come from within a person and are typically associated with personal satisfaction or enjoyment of the work itself. Extrinsic rewards, on the other hand, are typically tangible rewards that come from external sources such as pay, bonuses, or promotions. Option C correctly describes intrinsic rewards. Option A describes extrinsic rewards, option B describes a type of work that may be intrinsically rewarding, but is not a reward itself, and option D is not a clear or accurate description of either intrinsic or extrinsic rewards.

Question 10

_____ refers to the desire, stimulus, or incentive to pursue a particular course of action.
A) Participation
B) Influence
C) Motivation
D) Reinforcement

Accepted Answer

Motivation refers to the psychological drive or urge that prompts an individual to take a particular action or behave in a certain way. It can be influenced by various factors such as personal goals, rewards, incentives, or social influence. It is an essential component of human behavior and helps individuals to achieve their desired outcomes or goals.

Question 11

Which of the following is an extrinsic reward?
A) Autonomy
B) Challenging task
C) Self-direction
D) Compensation

Accepted Answer

Compensation is an extrinsic reward as it is a tangible reward provided to an individual in exchange for their work, such as salary or bonuses. Autonomy, challenging tasks, and self-direction are all examples of intrinsic rewards as they relate to an individual's internal motivation and satisfaction.

Question 12

The human resources department sought to design jobs that have distinct and important roles in the organization, that are meaningful, and that foster a sense of contribution to the organization so as to fulfill employees' drive to
A) acquire.
B) bond.
C) comprehend.
D) defend.

Accepted Answer

The drive to comprehend involves the desire to make sense of the world and contribute meaningfully, which aligns with designing jobs that are meaningful and foster a sense of contribution.

Question 13

Managers at Bridgeport Company sought to establish a culture that fosters mutual reliance and friendship among coworkers, values collaboration and teamwork, and encourages sharing of best practices so as to fulfill employees' drive to
A) acquire.
B) bond.
C) comprehend.
D) defend.

Accepted Answer

The culture sought by the managers of the Bridgeport Company is one that fosters mutual reliance and friendship among coworkers; this is indicative of a need for employees to bond with each other.

Question 14

The _____ theory, proposed by Abraham Maslow, states that individuals have multiple needs that must be fulfilled in a specific order to ensure the greatest level of satisfaction.
A) acquired needs
B) hierarchy of needs
C) four-drive
D) two-factor

Accepted Answer

The hierarchy of needs theory, proposed by Abraham Maslow, states that individuals have multiple needs that must be fulfilled in a specific order to ensure the greatest level of satisfaction. The hierarchy includes physiological needs, safety needs, belongingness and love needs, esteem needs, and self-actualization needs. Maslow believed that individuals must satisfy lower-level needs before they can move on to higher-level needs.

Question 15

Where Joe works, he feels included and accepted. Based on Maslow's needs hierarchy as applied to the work environment, what is Joe's next level of need fulfillment?
A) Job security
B) Self-actualization
C) Recognition and rewards
D) Job autonomy

Accepted Answer

Joe feels included and accepted, which corresponds to the social needs level in Maslow's hierarchy. The next level is esteem needs, which includes recognition and rewards.

Question 16

Which of the following theories is a variant on Maslow's hierarchy theory that involves three instead of five levels?
A) Expectancy theory
B) Alderfer's ERG theory
C) Goal-setting theory
D) McClelland's acquired needs theory

Accepted Answer

Alderfer's ERG theory is a variant on Maslow's hierarchy theory that involves three levels: existence, relatedness, and growth.

Question 17

According to Herzberg's two-factor theory, hygiene factors
A) correspond to Maslow's hierarchical needs for esteem and self-actualization.
B) are the higher-order needs that motivate people to perform better in their work.
C) are potential dissatisfiers that, when fulfilled, do not cause people to become satisfied.
D) are the direct consequences of doing the job and are the primary cause of satisfaction.

Accepted Answer

According to Herzberg's two-factor theory, hygiene factors are potential dissatisfiers that, when fulfilled, do not cause people to become satisfied. They are essential for preventing dissatisfaction, but their presence alone does not lead to motivation or satisfaction. Hygiene factors include things like job security, salary, working conditions, and company policies.

Question 18

Edwin, a top manager in a bureaucratic organization, often provides advice, coaching, and support to employees and maintains a good reputation both inside and outside the organization. Based on McClelland's acquired needs theory, it can be inferred that Edwin is an example of a(n) _____ manager.
A) socialized power-oriented
B) affiliation-oriented
C) achievement-oriented
D) relations-oriented

Accepted Answer

Edwin's behavior of providing advice, coaching, and support, along with maintaining a good reputation, aligns with the characteristics of a socialized power-oriented manager in McClelland's acquired needs theory. This theory suggests that such managers are motivated by the effective use and responsibility of power to support and uplift others, rather than using power for personal gain.

Question 19

Which of the following statements about the goal-setting theory is true?
A) Tight deadlines for goal completion lead to a more rapid work pace.
B) Difficult goals often tend to direct attention toward goal-irrelevant activities.
C) Difficult goals generally lead to lesser effort, persistency, and focus.
D) Easily achievable goals are the significant motivators of performance.

Accepted Answer

The goal-setting theory proposes that specific and challenging goals, along with feedback, contribute to higher and better-performance levels. Tight deadlines can increase motivation to complete the task at hand, leading to a more rapid work pace. Option B is incorrect as difficult goals tend to direct attention toward goal-relevant activities that can help individuals achieve their targets. Option C is also incorrect as difficult goals generally lead to higher effort, persistency, and focus. Option D is also incorrect as easily achievable goals may not provide sufficient motivation for an individual to perform at their best.

Question 20

Theories that explain why people behave in ways to satisfy their needs and how they evaluate their overall level of satisfaction after they have attempted to fulfill their needs are called _____ theories of motivation.
A) social identity
B) content
C) reinforcement
D) process

Accepted Answer

Process theories of motivation focus on the psychological and cognitive processes that affect how individuals make decisions regarding their behaviors to satisfy their needs and evaluate their satisfaction levels.

Quiz 18: Motivation

Which of the following is an intrinsic reward?

The acronym ERG in Alderfer's theory of motivation refers to

Managers at Glasglow Company sought to increase transparency in organizational processes, emphasize fairness, and build trust so as to fulfill employees' drive to

Which of the following is one of the three needs of McClelland's acquired needs theory?

The study of the incentives and needs that motivate people to perform in a certain way are called _____ theories of motivation.

Which of the following statements about extrinsic and intrinsic rewards is true?

_____ refers to the desire, stimulus, or incentive to pursue a particular course of action.

Which of the following is an extrinsic reward?

The human resources department sought to design jobs that have distinct and important roles in the organization, that are meaningful, and that foster a sense of contribution to the organization so as to fulfill employees' drive to

Managers at Bridgeport Company sought to establish a culture that fosters mutual reliance and friendship among coworkers, values collaboration and teamwork, and encourages sharing of best practices so as to fulfill employees' drive to

The _____ theory, proposed by Abraham Maslow, states that individuals have multiple needs that must be fulfilled in a specific order to ensure the greatest level of satisfaction.

Where Joe works, he feels included and accepted. Based on Maslow's needs hierarchy as applied to the work environment, what is Joe's next level of need fulfillment?

Which of the following theories is a variant on Maslow's hierarchy theory that involves three instead of five levels?

According to Herzberg's two-factor theory, hygiene factors

Edwin, a top manager in a bureaucratic organization, often provides advice, coaching, and support to employees and maintains a good reputation both inside and outside the organization. Based on McClelland's acquired needs theory, it can be inferred that Edwin is an example of a(n) _____ manager.

Which of the following statements about the goal-setting theory is true?

Theories that explain why people behave in ways to satisfy their needs and how they evaluate their overall level of satisfaction after they have attempted to fulfill their needs are called _____ theories of motivation.