Deck 6: Motivating Employees

Question 1

Ability is a person's natural talent and learned competencies for performing goal-related tasks.

Answer 1

True

Question 2

A goal is a what an individual is competent at performing.

Answer 2

False

Question 3

Motivation is a personality factor that determines an employee's level of job satisfaction or dissatisfaction.

Answer 3

False

Question 4

For an organization to be effective,it must tackle the motivational challenges involved
in arousing individuals' desires to be productive members of the organization.

Question 5

An organization needs to do the following things to motivate employees:
-attract individuals to the organization and encourage them to remain with it,
- allow individuals to perform the tasks for which they were hired,and
- stimulate individuals to go beyond routine performance and become creative and
innovative in their work.

Question 6

One of the challenges of motivating employees is that there are considerable differences in individuals' motivations and in the energy with which individuals respond to them.

Question 7

Motivation is a person's natural talent and learned competencies for performing goal-related tasks.

Question 8

Performance = ƒ (ability $\times$ motivation)is a key motivational principle.

Question 9

The challenges of motivating employees conclude that motives can only be inferred from behavior,never directly observed;employee motivational patterns may change over time;and there are individual differences in employee motivational patterns.

Question 10

Performance = ƒ (needs $\times$ motivation)is a key motivational principle.

Question 11

One challenge of motivating employees is that needs have a dynamic nature.

Question 12

Motivation is the force acting on or within a person that cause that individual to behave in a specific,goal-directed manner.

Question 13

Research suggests that managers tend to apply more pressure to a person if they feel the person is deliberately not performing up to their expectations due to internal,controllable events.

Question 14

The need structure on an individual tends to be dynamic;the various needs,desires,and expectations that motivate an employee will tend to change over time,and may even conflict with each other.

Question 15

According to Learning from Experience: Working at Starbucks,most partners are older,and therefore the medical costs from the health benefits are significant.

Question 16

Regardless of a manager's competencies,motives cannot be seen;they can only be inferred.

Question 17

Performance = ƒ (ability / motivation)is a key motivational principle.

Question 18

According to Learning from Experience: Working at Starbucks,Starbucks has been named one of Fortune magazine's "100 Best Companies to Work for in America" for the past several years.

Question 19

Needs are deficiencies that a person experiences at a particular time.
These deficiencies may be psychological,physiological,or social

Question 20

Most employees are motivated by the same things.

Question 21

The needs hierarchy model is the most widely recognized model of motivation.

Question 22

According to Maslow's needs hierarchy model,physiological needs are the desire for prestige and esteem.

Question 23

Michael Scott motivates his employees with public rewards and recognition.This helps to meet his employees' esteem needs.

Question 24

According to Maslow's needs hierarchy model,self-actualization needs are the top of the needs hierarchy pyramid.

Question 25

McClelland's learned needs model suggests individuals with a strong achievement motive tend to take action that affects the behaviors of others and has a strong emotional appeal.

Question 26

According to Maslow's needs hierarchy model,self-actualization needs involve a person's realizing their full potential and becoming all that they can become.

Question 27

In McClelland's learned needs model,achievement motivation emphasizes people's desire to attain high performance standards or to compete successfully.

Question 28

Maslow's Hierarchy of Needs is based on values from Europe.

Question 29

According to Maslow's needs hierarchy model,self-safety needs are the desire for safety,stability,and absence of pain,threat,or illness.

Question 30

McClelland's learned needs model suggests individuals with a strong power motive tend to establish,maintain,and restore close personal relationships with others.

Question 31

Although the set of five needs that Maslow identified may be universal,the logic or sequence of the hierarchy differs from culture to culture.

Question 32

McClelland's learned needs model suggests individuals with a strong achievement motive like to win but are not too concerned with any standards of excellence.

Question 33

According to Maslow's hierarchy of needs,people who strive for self-actualization seek to decrease their problems,thereby reducing problem solving.

Question 34

McClelland's learned needs model suggests individuals with a strong affiliation motive tend to establish,maintain,and restore close personal relationships with others.

Question 35

According to Maslow's needs hierarchy model,esteem needs are the desire for good food,clothing,and shelter.

Question 36

The five levels of needs identified in Maslow's hierarchy can also be divided into deficiency needs and growth needs.

Question 37

According to Maslow's needs hierarchy model,esteem needs are the desire for friendship,love,and a feeling of belonging.

Question 38

According to research on Maslow's hierarchy,if you have a lower level job,you are more likely to have satisfied esteem and self-actualization needs then if you have a high level job.

Question 39

Maslow's learned needs model of motivation suggests individuals with strong power motives take action that affects the behaviors of others and has a strong emotional appeal.

Question 40

According to Maslow's needs hierarchy model,security needs are the desire for safety,stability,and absence of pain,threat,or illness.

Question 41

Achievement motivation in McClelland's learned needs model is measured using the Thematic Apperception Test.

Question 42

The game of golf does not appeal to most high achievers because feedback is not immediate.

Question 43

According to the Self Competency: John Schnatter of Papa John's Pizza,international consumers have different tastes and get their pizza delivered by scooters or bicycles.

Question 44

According to Herzberg's motivator - hygiene model,motivator factors include company policy and administration,technical supervision,salary,fringe benefits,working conditions,and interpersonal relations,and are extrinsic factors,or factors external to the job.

Question 45

In the job characteristics model,the three critical psychological states affected are experienced meaningfulness of the tasks performed,experienced personal responsibility for task outcomes,and knowledge that the employee is fairly compensated for his work.

Question 46

According to the job characteristics model,skill variety is the extent to which a job requires an employee to complete a whole and identifiable piece of work,that is,doing a task from beginning to end with a visible outcome.

Question 47

Herzberg's motivator - hygiene model suggests an employee can be motivated through fringe benefits only.

Question 48

In McClelland's learned needs model,there are two main characteristics of self-motivated high achievers: (1)they don't mind tasks in which feedback is not immediate;and (2)they are mostly motivated by financial incentives.

Question 49

According to Herzberg's motivator - hygiene model,hygiene factors include company policy and administration,technical supervision,salary,fringe benefits,working conditions,and interpersonal relations,and are extrinsic factors,or factors external to the job.

Question 50

High achievers accept credit when they win and but not the blame when they lose.

Question 51

According to research on McClelland's Learned Needs Theory,successful CEOs are high in institutional power and achievement but low in personal power needs.

Question 52

According to McClelland's Learned Needs Theory,the need for achievement is more important for managerial success than the need for institutional power.

Question 53

According to the Self Competency: John Schnatter of Papa John's Pizza,Schnatter plans to take market share away from Pizza Hut and Domino's by making a better pizza,having better ingredients,and expanding internationally.

Question 54

According to McClelland's learned needs model,a financial incentive plan would not necessarily increase performance of high achievers,because high achievers already work at full efficiency.

Question 55

In McClelland's learned needs model,the three main characteristics of self-motivated high achievers are: (1)they like to set their own goals; (2)they avoid selecting extremely difficult goals;and (3)they prefer tasks that will provide immediate feedback.

Question 56

McClelland's learned needs model suggests that most people believe they have an "achievement motivation," but probably only about 30 percent of the U.S.population really does.

Question 57

Achievement motivation doesn't operate when high achievers are performing routine or boring tasks or when there is no competition against goals.

Question 58

According to Herzberg's motivator - hygiene model,motivator factors include the work itself,recognition,advancement,and responsibility,and are intrinsic factors that are directly related to the job and are largely internal to the individual.

Question 59

According to the job characteristics model,task significance is the extent to which a job requires a variety of employee competencies to carry out the work.

Question 60

According to the job characteristics model,skill variety is the extent to which a job provides empowerment and discretion to an employee in scheduling tasks and in determining procedures to be used in carrying out those tasks.

Question 61

According to the expectancy model,expectancy refers to the perceived relationship between effort and pay.

Question 62

According to the job characteristics model,job feedback is the extent to which carrying out job-related tasks provides direct and clear information about the effectiveness of an employee's performance.

Question 63

The formation of natural teams combines individual jobs into a formally recognized
unit (e.g. ,a section,team,or department).

Question 64

According to the job characteristics model,contextual factors at Starbucks include salary and benefit programs,interpersonal relations,travel requirements,and work conditions.

Question 65

According to the job characteristics model,individuals who are competent and confident in their ability to do their job at work have high knowledge and skills.

Question 66

According to the job characteristics model,task identity is the extent to which a job requires an employee to complete a whole and identifiable piece of work,that is,doing a task from beginning to end with a visible outcome.

Question 67

According to the expectancy model,performance is an example of a second-level outcome.

Question 68

Vertical loading is the delegation to employees of responsibilities and tasks that were
formerly reserved for management or staff specialists.

Question 69

The two most widely used approaches recommended to leaders for designing enriched
jobs are vertical loading and letting individuals take care of the work themselves.

Question 70

Individual differences identified in the job characteristics model include motivator factors and hygiene factors.

Question 71

The expectancy model states that people are motivated to work when they believe that they can achieve things they want from their jobs.

Question 72

According to the Teams Competency: SEI Investments,employees at SEI Investments must demonstrate certain competencies to be chosen by their coworkers to be team leaders.

Question 73

The motivation of employees is the same across cultural differences.

Question 74

According to the According to the Teams Competency: SEI Investments,incentive pay is based on an individual's accomplishments.

Question 75

In Mexico,the order of employees' priorities are (1)religion , (2)family ,and (3)work.

Question 76

According to the job characteristics model,task significance is the extent to which an employee perceives the job as having a substantial impact on the lives of other people,whether those people are within or outside the organization.

Question 77

In the expectancy model,the five most important variables of the expectancy model are first-level and second-level outcomes,expectancy,valence,and instrumentality.

Question 78

According to the job characteristics model,task significance is the extent to which a job requires an employee to complete a whole and identifiable piece of work,that is,doing a task from beginning to end with a visible outcome.

Question 79

According to the job characteristics model,autonomy is the extent to which a job provides empowerment and discretion to an employee in scheduling tasks and in determining procedures to be used in carrying out those tasks.

Question 80

According to the job characteristics model,individuals who desire the opportunity for self-direction,learning,and personal accomplishment at work have high satisfaction with contextual factors.