Question 1

According to the two-factor theory, efforts to motivate human resources must provide recognition, a chance to achieve and grow, advancement, and ______.

Accepted Answer

Therefore, according to this theory, efforts to motivate human resources must provide recognition, a chance to achieve and grow, advancement, and interesting work.

Question 2

_____ theory holds that individuals can have a need to get ahead, to attain success, and to reach objectives.

Accepted Answer

Achievement motivation theory holds that individuals can have a need to get ahead, to attain success, and to reach objectives.

Question 3

In work motivation, factors controlled by the organization, such as conditions, hours, earnings, security, benefits, and promotions are referred to as:

Accepted Answer

Organizationally controlled factors (job-context factors, such as conditions, hours, earnings, security, benefits, and promotions) for the most part did not receive as high a ranking as internally mediated factors (job-content factors, such as responsibility, achievement, and the work itself).

Question 4

The two-factor theory was formulated by well-known work-motivation theorist:

Accepted Answer

The two-factor theory was formulated by well-known work-motivation theorist Frederick Herzberg and his colleagues.

Question 5

Which researcher concluded that "the Herzberg model appears to have validity across occupational levels"?

Accepted Answer

George Hines, for example, surveyed 218 middle managers and 196 salaried employees in New Zealand using ratings of 12 job factors and overall job satisfaction. Based on these findings, he concluded that "the Herzberg model appears to have validity across occupational levels."

Question 6

According to the theory of achievement motivation, all of the following are characteristics of high achievers except:

Accepted Answer

First, these people like situations in which they take personal responsibility for finding solutions to problems. They want to win because of their own efforts, not because of luck or chance. Second, they tend to be moderate risk takers rather than high or low risk takers. If a decision-making situation appears to be too risky, they will learn as much as they can about the environment and try to reduce the probability of failure. In this way, they turn a high-risk situation into a moderate-risk situation. If the situation is too low risk, however, there usually is an accompanying low reward, and they tend to avoid situations with insufficient incentive. Third, high achievers want concrete feedback on their performance. They like to know how well they are doing, and they use this information to modify their actions. High achievers tend to gravitate into vocations such as sales, which provide them with immediate, objective feedback about how they are doing. Finally, and this has considerable implications for human resource management, high achievers often tend to be loners, and not team players. They do not form warm, close relationships, and they have little empathy for others' problems. This last characteristic may distract from their effectiveness as managers of people.

Question 7

A number of research efforts have been undertaken to replicate the two-factor theory and they:

Accepted Answer

A number of research efforts have been undertaken to replicate the two-factor theory, and in the main, they support Herzberg's findings.

Question 8

In an Israeli kibbutz, the following hygiene factor was regarded as a source of satisfaction rather than dissatisfaction:

Accepted Answer

Another study tested the Herzberg theory in an Israeli kibbutz (communal work group). Motivators there tended to be sources of satisfaction and hygiene factors sources of dissatisfaction, although interpersonal relations (a hygiene factor) were regarded more as a source of satisfaction than of dissatisfaction.

Question 9

Achievement motivation theory is associated with the work of Harvard psychologist:

Accepted Answer

Researchers such as the late Harvard psychologist David McClelland have identified a characteristic profile of high achievers.

Question 10

Researchers like Hofstede recommended that lower-level personnel should be given:

Accepted Answer

In deciding how to motivate human resources in different countries or help them to attain need satisfaction, researchers such as Hofstede recommend that MNCs focus most heavily on giving physical rewards to lower-level personnel and on creating for middle- and upper-level personnel a climate in which there is challenge, autonomy, the ability to use one's skills, and cooperation.

Question 11

According to the text, the most important motivational variable in Zambia is:

Accepted Answer

For example, one study examined work motivation in Zambia, employing a variety of motivational variables, and found that work motivation was a result of six factors: work nature, growth and advancement, material and physical provisions, relations with others, fairness/unfairness in organizational practices, and personal problems.

Question 12

The two-factor theory of motivation holds that two sets of factors influence job satisfaction.These are:

Accepted Answer

The two-factor theory of motivation holds that two sets of factors influence job satisfaction: hygiene factors and motivators.

Question 13

In work motivation, factors internally controlled, such as responsibility, achievement, and the work itself are referred to as:

Accepted Answer

Organizationally controlled factors (job-context factors, such as conditions, hours, earnings, security, benefits, and promotions) for the most part did not receive as high a ranking as internally mediated factors (job-content factors, such as responsibility, achievement, and the work itself).

Question 14

The least important goal for professional technical personnel from various countries is:

Accepted Answer

The answer of The least important goal for professional technical...

Question 15

In the two-factor motivation theory, the job content factors which include achievement, recognition, responsibility, advancement, and the work itself are referred to as:

Accepted Answer

Responses to the first question generally related to job content and included factors such as achievement, recognition, responsibility, advancement, and the work itself.

Question 16

According to this theory, if people believe they are not being treated fairly, especially in relation to relevant others, they will be dissatisfied, and this belief will have a negative effect on their job performance.

Accepted Answer

Equity theory focuses on how motivation is affected by people's perception of how fairly they are being treated. The theory holds that if people perceive that they are being treated equitably, this perception will have a positive effect on their job performance and satisfaction, and there is no need to strive for equity. Conversely, if they believe they are not being treated fairly, especially in relation to relevant others, they will be dissatisfied, and this belief will have a negative effect on their job performance and they will strive to restore equity.

Question 17

The top-ranking goal for professional technical personnel from various countries is:

Accepted Answer

The answer of The top-ranking goal for professional technical personnel...

Question 18

Salary under Herzberg's theory is:

Accepted Answer

Responses to the second question related to job context and included factors such as salary, interpersonal relations, technical supervision, working conditions, and company policies and administration. Herzberg called these job-context variables hygiene factors.

Question 19

Hygiene factors include all of the following except:

Accepted Answer