Question 1

Maslow's hierarchy of needs model helps to explain that employees are always motivated to satisfy one or more needs but that:
A) a satisfied need is no longer a motivator and employees progress to the next higher order of needs.
B) high-order needs are rarely met even in a minimal fashion and play a negligible role in motivating employees.
C) lower-order needs are never met and play a minimal role in motivating employees.
D) progression to a higher order of needs does not occur.

Accepted Answer

According to Maslow's hierarchy of needs model, employees are always motivated to satisfy one or more needs. When a need is satisfied, it is no longer a motivator and employees progress to the next higher order of needs. As they progress up the hierarchy, they become motivated by more complex needs. Therefore, option A is the correct choice.

Question 2

The proposition that a person's life was founded on the compulsion to work and the power of love is related to the:
A) Protestant ethic.
B) psychoanalytic approach.
C) process theories.
D) Calvinistic perspective on motivation.

Accepted Answer

The proposition that a person's life was founded on the compulsion to work and the power of love is related to the psychoanalytic approach, particularly the theories of Sigmund Freud, who emphasized the role of unconscious drives and desires, including the compulsion to work and the power of love, in shaping human behavior.

Question 3

Frederick Taylor's scientific management advanced the idea that:
A) unfulfilled needs acted as motivation.
B) the relationship of management and labor should be one of cooperation rather than conflict.
C) money was not a motivator.
D) self-interest and economic gain are motivators for the owners of production and not the employees of owners.

Accepted Answer

Frederick Taylor's scientific management theory emphasized efficiency and productivity through a cooperative relationship between management and labor, rather than viewing their interests as inherently conflicting.

Question 4

According to the Protestant ethic, a person should work hard because hard work and prosperity would lead to a place in heaven. The organizational scholar who advanced the Protestant Ethic notion was .
A) John Calvin
B) Sigmund Freud
C) Adam Smith
D) Max Weber

Accepted Answer

Max Weber was the organizational scholar who advanced the Protestant ethic notion in his book "The Protestant Ethic and the Spirit of Capitalism". He argued that the Protestant ethic, which emphasized hard work and frugality, played a significant role in the rise of capitalism in Western Europe. According to Weber, the belief that hard work and prosperity would lead to a place in heaven was a motivating factor for individuals to work hard and accumulate wealth, which in turn fueled the growth of capitalist economies.

Question 5

McGregor believed that Theory X assumptions were appropriate for:
A) individuals located at the top of the organization.
B) employees located at the lower level of the organization.
C) individuals motivated by lower order needs.
D) individuals motivated by higher order needs.

Accepted Answer

The answer of McGregor believed that Theory X assumptions were...

Question 6

Modern management practices such as employee management recognition programs, flexible benefit packages, and stock ownership plans emphasize:
A) internal needs.
B) intrinsic motivation.
C) external incentives.
D) the principle of the psychodynamic theory.

Accepted Answer

These practices focus on external incentives by providing tangible rewards and benefits to motivate employees.

Question 7

Alderfer's growth need category corresponds to Maslow's:
A) interpersonal love needs.
B) safety and security needs.
C) social needs.
D) self-esteem and self-actualization needs.

Accepted Answer

Alderfer's growth need category corresponds to Maslow's self-esteem and self-actualization needs. This is because Alderfer's category includes the need for personal growth, self-actualization, and realizing one's full potential, which is similar to Maslow's self-actualization need. Additionally, both theories suggest that once lower level needs are met, individuals will strive to achieve higher level needs, including self-esteem and self-actualization.

Question 8

The process of arousing and sustaining goal-directed behavior is called:
A) energizing.
B) psychoanalysis.
C) motivation.
D) affiliation.

Accepted Answer

The process of arousing and sustaining goal-directed behavior is called motivation. The other answer choices are not applicable in this context.

Question 9

Which of the following statements is most accurate regarding the current state of motivation theories? A) The reinforcement approach to motivation has been found to be superior to other motivational models. B) Freud's psychodynamic theory of motivation has generally been supported with the strongest empirical ^evidence. C) There are several approaches to motivation, and one or another may be useful in specific organizational contexts, with specific individuals or groups, at different times. D) The motivational models that make strong economic assumptions regarding human motivation have received the most universal acceptance.

Accepted Answer

The current state of motivation theories recognizes that there are multiple approaches to motivation and that certain approaches may be more useful in certain contexts with certain individuals or groups. There is no one definitive theory that has been universally accepted as superior.

Question 10

Management Sciences for Health CEO Jonathan Quick displayed a high need for socialized versus personalized power. He would probably:
A) be an effective leader and have concern for others.
B) be disruptive because of his high need for power.
C) also score high on individual power.
D) be more effective if he scored higher on personalized versus socialized power.

Accepted Answer

A high need for socialized power means that the individual is motivated by a desire to serve others and make positive changes in society. This aligns with effective leadership and concern for others. It does not necessarily mean that the individual would be disruptive or score high on individual power. Additionally, there is no evidence that scoring higher on personalized versus socialized power would make the individual more effective.

Question 11

The basic motivational assumption within Taylor's scientific management is the same as within Adam Smith's political economic notions which holds that:
A) both intrinsic and extrinsic factors influence motivation.
B) ungratified needs motivate behavior.
C) individuals are largely motivated by power, affiliation, and achievement.
D) people are motivated by self-interest and economic gain.

Accepted Answer

Taylor's scientific management assumes that people are motivated by self-interest and economic gain, which is also a key assumption within Adam Smith's political economic theories. Both Taylor and Smith believed that individuals are primarily driven by the desire for material rewards, such as higher wages or profits, rather than intrinsic factors or psychological needs.

Question 12

Persons who have a strong desire to influence others are high in the:
A) need for achievement.
B) need for affiliation.
C) need for safety.
D) need for power.

Accepted Answer

The need for power is the desire to control or influence others, and individuals who are high in this need are often motivated to pursue leadership positions or seek opportunities to exert their influence. The other options, need for achievement, need for affiliation, and need for safety, do not directly relate to a strong desire to influence others.

Question 13

All of the following are drives or needs that underlie employee motivation Except:
A) to acquire.
B) to bond.
C) to achieve.
D) to comprehend.

Accepted Answer

The three primary drives or needs that underlie employee motivation are the need to acquire (material goods, money, status), the need to bond (social connections, affiliation, support), and the need to achieve (personal growth, accomplishment, recognition). The need to comprehend is not typically included as a primary drive or need underlying employee motivation.

Question 14

Adam Smith formulated the "invisible hand" and the free market to explain the motivation for individual behavior. The "invisible hand" refers to:
A) personal ethics in a free market system.
B) unconscious motives.
C) internal needs.
D) unseen forces of a free market system.

Accepted Answer

The "invisible hand" refers to the unseen forces of a free market system, such as supply and demand and competition, that guide individuals to act in ways that benefit society as a whole, even though they may be pursuing their own self-interest.

Question 15

Maslow's progression hypothesis states that:
A) as one level of need is satisfied, an individual considers the next higher level of need as a source of motivation.
B) it is important to focus more on the physical and economic needs of individuals than on their psychological and interpersonal needs.
C) individuals will move up the hierarchy of needs as well as down the hierarchy.
D) higher order needs are more important than lower order needs.

Accepted Answer

According to Maslow's progression hypothesis, as individuals satisfy their basic physiological and safety needs, they will then focus on fulfilling higher needs, including belongingness, esteem, and self-actualization. This means that individuals will move up the hierarchy of needs as they satisfy one level and desire to attain the next level.

Question 16

According to McClelland's research, successful managers tend to have a high need for:
A) personalized power.
B) achievement.
C) affiliation.
D) security.

Accepted Answer

McClelland's research suggests that successful managers tend to have a high need for achievement, which is the desire to excel or to be successful in competitive or challenging situations. Managers with a high need for achievement are typically more goal oriented, take calculated risks, and are highly committed to their work.

Question 17

All of the following are need for achievement concerns except:
A) challenging goals.
B) task difficulty.
C) improvement.
D) supervisory control.

Accepted Answer

The need for achievement is a desire to strive for and attain goals that are challenging, but attainable. Task difficulty and improvement are both related to the level of challenge in a goal. However, supervisory control is not a need for achievement concern, as it does not relate to the personal drive to achieve goals but rather to external control and guidance.

Question 18

Maslow's hierarchy of needs model begins with needs and ends with needs.
A) security; social
B) achievement; security
C) esteem; affiliation
D) physiological; self-actualization

Accepted Answer

Maslow's hierarchy of needs model starts with the basic physiological needs such as food, water, and shelter, and progresses through safety, love/belonging, esteem, and self-actualization needs. It ends with the higher-level need of self-actualization, which refers to the need to fulfill one's potential and achieve personal growth and satisfaction.

Question 19

The Thematic Apperception Test (TAT) is used to measure:
A) a person's tendency to not use perception.
B) the achievement motive of an individual.
C) the equity perceptions of an individual.
D) cognitive themes of an individual.

Accepted Answer

The Thematic Apperception Test (TAT) is a projective personality test used to evaluate a person's unconscious motives, interests, and attitudes. It consists of a series of ambiguous pictures, and the individual is asked to create a story based on each picture. The test measures a person's achievement motive, which is their desire to achieve success and their willingness to take risks to achieve their goals.

Question 20

An approach to employee motivation that considers both psychological needs and external incentives is:
A) psychodynamic theory.
B) McGregor's Theory X and Theory Y.
C) psychological ownership.
D) organizational citizenship behavior.

Accepted Answer

Psychological ownership focuses on both psychological needs and external incentives. It proposes that when employees feel a sense of ownership over their work and the organization, they are more motivated to work harder and achieve better results. This approach considers both the internal drive for autonomy, competence, and relatedness, as well as external rewards such as recognition and compensation.

Quiz 5: Motivation at Work

Maslow's hierarchy of needs model helps to explain that employees are always motivated to satisfy one or more needs but that:

The proposition that a person's life was founded on the compulsion to work and the power of love is related to the:

Frederick Taylor's scientific management advanced the idea that:

According to the Protestant ethic, a person should work hard because hard work and prosperity would lead to a place in heaven. The organizational scholar who advanced the Protestant Ethic notion was .

McGregor believed that Theory X assumptions were appropriate for:

Modern management practices such as employee management recognition programs, flexible benefit packages, and stock ownership plans emphasize:

Alderfer's growth need category corresponds to Maslow's:

The process of arousing and sustaining goal-directed behavior is called:

Which of the following statements is most accurate regarding the current state of motivation theories?

Management Sciences for Health CEO Jonathan Quick displayed a high need for socialized versus personalized power. He would probably:

The basic motivational assumption within Taylor's scientific management is the same as within Adam Smith's political economic notions which holds that:

Persons who have a strong desire to influence others are high in the:

All of the following are drives or needs that underlie employee motivation Except:

Adam Smith formulated the "invisible hand" and the free market to explain the motivation for individual behavior. The "invisible hand" refers to:

Maslow's progression hypothesis states that:

According to McClelland's research, successful managers tend to have a high need for:

All of the following are need for achievement concerns except:

Maslow's hierarchy of needs model begins with needs and ends with needs.

The Thematic Apperception Test (TAT) is used to measure:

An approach to employee motivation that considers both psychological needs and external incentives is: