Question 1

On the basis of research evidence, the two basic needs categories are:&#10;A) tangible and intangible needs&#10;B) physiological and psychological needs&#10;C) higher-order and lower-order needs&#10;D) extrinsic and intrinsic needs&#10;E) realized and unrealized needs

Accepted Answer

C

Question 2

__________ strengthen behavior (i.e., increase its frequency).&#10;A) Positive and negative reinforcement&#10;B) Negative reinforcement and extinction&#10;C) Positive reinforcement and extinction&#10;D) Negative reinforcement, positive reinforcement, and punishment&#10;E) Negative reinforcement, positive reinforcement, extinction, and punishment

Accepted Answer

Positive reinforcement uses desirable consequences, and negative reinforcement withholds undesirable consequences.

Question 3

Punishment is also called avoidance learning.

Accepted Answer

Negative reinforcement is also called avoidance learning, because workers perform a behavior to avoid a negative consequence.

Question 4

In general, extrinsic rewards are more important to workers than intrinsic rewards.

Accepted Answer

Both extrinsic and intrinsic rewards are identified as among the most important rewards to workers in general.

Question 5

According to the expectancy theory, __________ affect the conscious choices that people make about their motivation.&#10;A) equity, value-added, and instrumentality&#10;B) valence, expectancy, and instrumentality&#10;C) expectancy, reinforcement, and instrumentality&#10;D) instrumentality, equity, and expectancy&#10;E) expectancy, equity, and reinforcement

Accepted Answer

The expectancy theory suggests that motivation is determined by three factors: valence, expectancy, and instrumentality. Valence refers to the emotional value that an individual places on a particular outcome, expectancy refers to the belief that effort will lead to performance, and instrumentality refers to the belief that performance will lead to specific outcomes or rewards. These three factors interact to impact an individual's conscious choices about their motivation.

Question 6

In a(n) __________ reinforcement schedule, a consequence follows every instance of a behavior.&#10;A) continuous&#10;B) intermittent&#10;C) variable interval&#10;D) fixed ratio&#10;E) variable ratio

Accepted Answer

In a continuous reinforcement schedule, a consequence (either positive or negative) occurs after every single instance of the behavior being reinforced. This type of reinforcement schedule is typically used when initially teaching a new behavior or skill.

Question 7

To use expectancy theory to motivate employees, managers can&#10;A) assign specific, challenging goals&#10;B) make all rewards equal in value&#10;C) avoid overreward and underreward&#10;D) avoid the use of empowerment&#10;E) systematically gather information to find out what employees want from their jobs

Accepted Answer

The answer of To use expectancy theory to motivate employees,...

Question 8

Which of the following is a basic component of equity theory?&#10;A) valences&#10;B) reinforcement&#10;C) referents&#10;D) instrumentality&#10;E) expectancy

Accepted Answer

Referents, or comparison others, are a basic component of equity theory. This theory suggests that individuals compare the ratio of their own inputs (such as effort or contributions) to outcomes (such as rewards or benefits) with the ratio of others in similar situations. These others are referents, and the comparison can create a sense of equity or inequity.

Question 9

The primary ways for creating reinforcement contingencies in organizations are:&#10;A) extrinsic rewards and the schedules of reinforcement&#10;B) extrinsic and intrinsic rewards&#10;C) perceptions of equity and reward desirability&#10;D) situational motivators&#10;E) higher-order needs and organizational structure

Accepted Answer

Extrinsic rewards (such as bonuses or promotions) and schedules of reinforcement (such as fixed or variable interval schedules) are the primary ways for creating reinforcement contingencies in organizations. Intrinsic rewards may also play a role, but they are often more difficult to systematically create through reinforcement contingencies. Perceptions of equity and reward desirability are important factors in determining individual motivation, but they are not primary ways for creating reinforcement contingencies. Situational motivators and higher-order needs may also influence behavior, but they are not directly related to reinforcement contingencies. Organizational structure may impact reinforcement contingencies, but it is not a primary way for creating them.

Question 10

Goal acceptance is most similar to the idea of:&#10;A) goal congruity&#10;B) goal commitment&#10;C) goal valence&#10;D) goal expectancy&#10;E) groupthink

Accepted Answer

Goal acceptance is the extent to which people consciously understand and agree to goals.

Question 11

Which of the following statements about goal-setting theory is true?&#10;A) Feedback should not be specific.&#10;B) Goals should be specific, measurable, attainable, and generalized.&#10;C) Workers do not have to truly accept organizational goals for goal-setting theory to be motivational.&#10;D) Goals can energize behavior.&#10;E) None of the above statements about goal-setting theory is true.

Accepted Answer

The answer of Which of the following statements about goal-setting...

Question 12

Distributive justice refers to the perceived fairness of the process used to make reward allocation decisions.

Accepted Answer

The answer of Distributive justice refers to the perceived fairness...

Deck 13: Motivation: Part B